1 00:00:00,049 --> 00:00:00,699 Dallas: Hey, everybody. 2 00:00:00,699 --> 00:00:02,399 We're talking to chip white today. 3 00:00:02,419 --> 00:00:03,529 What an amazing guy. 4 00:00:03,539 --> 00:00:04,409 He is an H. 5 00:00:04,419 --> 00:00:04,629 R. 6 00:00:04,629 --> 00:00:06,299 Development partner at Michelin. 7 00:00:06,549 --> 00:00:10,829 He's also a leadership coach and has some incredible stories about 8 00:00:10,839 --> 00:00:14,559 how to develop leaders on your team and in your organization. 9 00:00:14,759 --> 00:00:16,319 He's a great new friend of mine. 10 00:00:16,450 --> 00:00:19,019 You don't want to miss This conversation. 11 00:01:02,739 --> 00:01:04,189 Welcome. 12 00:01:04,189 --> 00:01:05,299 Welcome. 13 00:01:05,299 --> 00:01:06,039 Welcome. 14 00:01:06,039 --> 00:01:13,189 I am Dallas Burnett in Thrive Studios sitting in my 1905 Coke Brothers 15 00:01:13,189 --> 00:01:19,939 barber chair, but more importantly, we just have a great guest today. 16 00:01:20,554 --> 00:01:28,474 This man has been responsible to develop and assess 1, 800 liters in one company. 17 00:01:28,474 --> 00:01:31,604 That's yes, 1, 800 liters in Michelin in a previous role. 18 00:01:31,794 --> 00:01:33,244 Welcome to the show, Chip. 19 00:01:33,659 --> 00:01:34,339 Chip White: Thank you, Dallas. 20 00:01:34,339 --> 00:01:35,319 Great to be with you today. 21 00:01:36,239 --> 00:01:39,709 Dallas: Oh, yeah, I've just been, I've been so excited reading through 22 00:01:39,709 --> 00:01:42,600 your bio and all the information, all the things you've been a part of. 23 00:01:42,609 --> 00:01:46,109 And there's just so much synergy that you have with what we're 24 00:01:46,109 --> 00:01:47,100 doing and what you're doing. 25 00:01:47,100 --> 00:01:48,910 I was like, Oh, this is going to be a great show. 26 00:01:48,910 --> 00:01:50,059 So thank you for being on the show. 27 00:01:50,099 --> 00:01:51,499 Now let's set this up. 28 00:01:51,499 --> 00:01:55,109 So first of all, tell the, tell everyone listening, cause I think. 29 00:01:55,424 --> 00:01:57,344 Pretty much everybody in the world knows Michelin, but just 30 00:01:57,344 --> 00:02:01,234 so that we clear the air, tell us about Michelin, where they are. 31 00:02:01,304 --> 00:02:04,504 You guys are tire experts, but you're all over the world. 32 00:02:04,504 --> 00:02:07,034 So tell us a little bit about Michelin and what your role is there. 33 00:02:07,229 --> 00:02:10,699 Chip White: Yeah, so I'm in human resource development partner at Michelin. 34 00:02:10,699 --> 00:02:14,849 I have about 350 people that I'm responsible for all facets 35 00:02:14,849 --> 00:02:17,849 of HR from hiring, onboarding. 36 00:02:18,139 --> 00:02:23,229 Team development, individual development, businesses, any type of performance 37 00:02:23,229 --> 00:02:25,729 management and off boarding as well. 38 00:02:25,729 --> 00:02:28,989 So all facets of HR within that area and sphere of influence. 39 00:02:28,989 --> 00:02:30,839 And Michelin, you say it's a great company. 40 00:02:30,839 --> 00:02:32,969 It's a worldwide company is well known. 41 00:02:33,269 --> 00:02:37,539 It's focuses on tires, but it's moving very quickly to beyond 42 00:02:37,549 --> 00:02:39,909 tires and, around tires as well. 43 00:02:40,599 --> 00:02:44,149 And so it gets into services and other aspects as well, but part of the business. 44 00:02:44,860 --> 00:02:45,420 Dallas: Oh, wow. 45 00:02:45,420 --> 00:02:46,000 I didn't know that. 46 00:02:46,000 --> 00:02:46,600 That's awesome. 47 00:02:46,600 --> 00:02:47,300 That's very interesting. 48 00:02:47,370 --> 00:02:50,910 So you started though, you're in HR now, you're running all this 49 00:02:50,940 --> 00:02:55,049 in HR for Michelin, which is amazing , but you didn't start in HR. 50 00:02:55,079 --> 00:02:58,239 You started in engineering and we were talking about that a 51 00:02:58,239 --> 00:02:59,079 little bit before the show. 52 00:02:59,309 --> 00:03:03,029 How does one go from engineering to HR? 53 00:03:03,039 --> 00:03:05,299 That seems it seems like an interesting transition. 54 00:03:05,579 --> 00:03:07,689 Chip White: so I am an engine nerd is what I am. 55 00:03:07,719 --> 00:03:12,479 So I'm a electrical engineer by degree and started out with, you 56 00:03:12,479 --> 00:03:14,029 can't spell geek without double E. 57 00:03:14,029 --> 00:03:17,989 And so I am definitely that, that geek double E, started out with 58 00:03:18,009 --> 00:03:21,389 Exxon in Baton Rouge, Louisiana as electrical instrumentation 59 00:03:21,389 --> 00:03:23,199 engineer at the refinery there. 60 00:03:23,574 --> 00:03:29,384 And then my girlfriend who later became my wife for the last 25 years, she's 61 00:03:29,384 --> 00:03:31,174 from the upstate of South Carolina. 62 00:03:31,484 --> 00:03:35,364 She came, I thought to be with me when she graduated, she came to get me 63 00:03:35,364 --> 00:03:36,824 and bring me back to South Carolina. 64 00:03:36,824 --> 00:03:38,044 And so that's what she did. 65 00:03:38,434 --> 00:03:42,624 And so I came on board with Michelin and interviewed with Michelin the day before I 66 00:03:42,624 --> 00:03:44,834 got married, because I was in the upstate. 67 00:03:45,269 --> 00:03:49,519 Of South Carolina, and I remember telling people during the interview, if I seem 68 00:03:49,529 --> 00:03:53,629 nervous, it's not because of the interview is because I'm getting married tomorrow. 69 00:03:54,039 --> 00:03:59,859 And so, so started out in electrical engineering at Michelin at a 70 00:03:59,869 --> 00:04:01,489 manufacturing facility there. 71 00:04:01,864 --> 00:04:05,074 And wanted to get close to the business after about three and 72 00:04:05,074 --> 00:04:09,074 a half years, but didn't know if I wanted to go into hierarchical 73 00:04:09,084 --> 00:04:11,394 management in production immediately. 74 00:04:11,764 --> 00:04:15,984 And so one of my career advisors said, chip, why don't you go 75 00:04:16,014 --> 00:04:17,344 into industrial engineering? 76 00:04:17,924 --> 00:04:20,744 They said, it's an intermediate step from the technical side. 77 00:04:20,744 --> 00:04:22,284 You get closer to the business. 78 00:04:22,674 --> 00:04:26,494 If you like it, you can move on into production management, things like that. 79 00:04:26,494 --> 00:04:28,834 If you don't, you haven't lost anything. 80 00:04:28,844 --> 00:04:31,764 You can return back to the more of the technical side. 81 00:04:31,964 --> 00:04:32,964 And so that's what I did. 82 00:04:32,984 --> 00:04:35,744 I did that for about three and a half years and it gave me a better 83 00:04:35,744 --> 00:04:40,114 understanding of the metrics and the business and Michelin teaches you how 84 00:04:40,144 --> 00:04:44,154 to be an industrial engineer because I couldn't spell IE, let alone do it. 85 00:04:44,174 --> 00:04:47,724 And so Michelin took me through school and trained me. 86 00:04:48,089 --> 00:04:53,539 And their view is that if you have a desire and there is a business need from 87 00:04:53,539 --> 00:04:57,539 their standpoint, and they see the fit and you see the fit, they'll equip you with 88 00:04:57,539 --> 00:04:59,389 everything that you need to be successful. 89 00:04:59,659 --> 00:05:03,509 And so I'm a living, breathing example of that, like thousands of 90 00:05:03,509 --> 00:05:05,149 others of us within this company. 91 00:05:05,619 --> 00:05:09,279 from there, I wanted to get into. 92 00:05:10,049 --> 00:05:13,209 Closer to, it's more of a central role. 93 00:05:13,239 --> 00:05:15,679 I wanted to know what am I going to be when I grow up? 94 00:05:15,719 --> 00:05:18,129 Well, I figured the best way to do that, which is being a recruiting 95 00:05:18,499 --> 00:05:21,509 where I'm recruiting for all these positions all over North America. 96 00:05:21,909 --> 00:05:26,019 And so went into a corporate, recruiting role and did that for a 97 00:05:26,019 --> 00:05:28,639 brief stint, and then there was a need. 98 00:05:28,639 --> 00:05:30,799 To grow the I. 99 00:05:30,799 --> 00:05:31,249 E. 100 00:05:31,279 --> 00:05:33,019 discipline, the department. 101 00:05:33,019 --> 00:05:36,969 And so I had an opportunity to go back into facility as a 102 00:05:37,239 --> 00:05:38,539 industrial engineering manager. 103 00:05:38,649 --> 00:05:43,149 So that was the 1st time that I led a team as well as being on the plant staffed 104 00:05:43,179 --> 00:05:48,119 where we're making decisions for 800 to 1000 employees between the facilities 105 00:05:48,139 --> 00:05:50,529 that I was working in from there. 106 00:05:50,529 --> 00:05:52,019 I went into a central. 107 00:05:52,199 --> 00:05:56,839 Management role to where there was about 7 different facilities that 108 00:05:56,839 --> 00:05:59,089 reported up through about 5 of us. 109 00:05:59,629 --> 00:06:03,779 And but what I learned there was how to effectively communicate at 110 00:06:03,789 --> 00:06:08,239 various levels of the organization you're talking to probably 7 different 111 00:06:08,239 --> 00:06:10,479 levels or so within the organization. 112 00:06:10,809 --> 00:06:14,089 And so you learned what they needed and how effectively to tailor your 113 00:06:14,099 --> 00:06:16,669 message to who you were talking to. 114 00:06:16,979 --> 00:06:20,689 And so that was a great skill to learn what I had seen Dallas 115 00:06:20,689 --> 00:06:21,819 in my career, though, that. 116 00:06:21,934 --> 00:06:25,344 Every step of the way that by this point in time, I had five or six 117 00:06:25,344 --> 00:06:27,784 roles that had been in my love. 118 00:06:27,804 --> 00:06:32,754 My passion was people development, whether it was a electrical engineer, it was 119 00:06:32,764 --> 00:06:37,024 working with the electricians, whether it was an industrial engineer, it was 120 00:06:37,034 --> 00:06:40,934 with the operators on the shop floor and helping their role to be better. 121 00:06:41,224 --> 00:06:43,984 And that was my love was seeing the light bulb come on. 122 00:06:44,474 --> 00:06:48,874 And so with that said, I had an opportunity to go into a management 123 00:06:48,884 --> 00:06:51,044 trainer role, and I spent two stances. 124 00:06:51,044 --> 00:06:54,534 It was a management trainer training pretty much the mistakes that I 125 00:06:54,544 --> 00:06:57,454 had made and what I had learned from all of my hard knocks I just 126 00:06:57,454 --> 00:07:00,864 screwed up so that they don't make the same mistakes that I have made. 127 00:07:01,204 --> 00:07:04,244 And then also moved into a leadership development where I was doing more 128 00:07:04,244 --> 00:07:07,414 leadership training, and that's where I got exposed to coaching. 129 00:07:07,649 --> 00:07:08,959 And this thing called coaching. 130 00:07:08,959 --> 00:07:10,629 I'll talk a little bit more about that. 131 00:07:10,989 --> 00:07:15,419 And then from there, about five years ago, went into this development partner 132 00:07:15,419 --> 00:07:20,489 role, which is just a great role to be able to help and play a role to 133 00:07:20,489 --> 00:07:25,109 develop people from a career perspective and from the job that they're in. 134 00:07:26,229 --> 00:07:27,629 Dallas: Oh my goodness. 135 00:07:27,659 --> 00:07:28,809 That is amazing. 136 00:07:28,809 --> 00:07:32,769 What a journey, what a cool journey you've been on and what an amazing 137 00:07:32,769 --> 00:07:35,759 journey that you've been able to do inside of one organization. 138 00:07:36,029 --> 00:07:39,389 I mean, you've gotten so many different kind of facets and seats 139 00:07:39,389 --> 00:07:42,469 in the ballpark, but you were able to stay in the same company. 140 00:07:42,469 --> 00:07:44,549 I think that is I think that's very inspiring. 141 00:07:44,549 --> 00:07:48,059 So it's kind of rare now because so many people change jobs so frequently. 142 00:07:48,139 --> 00:07:50,929 It's really cool to hear your story and how you've been able to do that, 143 00:07:51,199 --> 00:07:55,199 manage that growth and development personally inside the same organization. 144 00:07:55,249 --> 00:07:56,149 Chip White: You know, there's. 145 00:07:56,639 --> 00:08:00,509 I handle a lot of exit interviews and retirements in my role, but I'm 146 00:08:00,509 --> 00:08:05,829 amazed at the number of people who retire from Michelin with 35, 40 plus 147 00:08:05,829 --> 00:08:07,699 years, and that's kind of the norm. 148 00:08:07,699 --> 00:08:11,389 So even though I've been here 25, I feel like a baby compared to 149 00:08:11,389 --> 00:08:12,839 others within the organization. 150 00:08:14,484 --> 00:08:15,594 Dallas: That's awesome. 151 00:08:15,844 --> 00:08:16,404 That's awesome. 152 00:08:16,414 --> 00:08:18,804 So you get exposed to coaching. 153 00:08:19,554 --> 00:08:23,294 And you kind of have this path that you've gone from really 154 00:08:23,384 --> 00:08:27,044 electrical engineering to industrial engineering and managing to trainer. 155 00:08:27,294 --> 00:08:30,474 And then in that training role and through, after that, you kind of get 156 00:08:30,474 --> 00:08:32,294 exposed to this idea of coaching. 157 00:08:32,594 --> 00:08:34,554 I'm interested, cause we had talked a little bit about this. 158 00:08:34,734 --> 00:08:38,454 Was that an easy kind of transition or how did that happen going 159 00:08:38,454 --> 00:08:41,774 from a kind of like more of an HR generalist to an actual coach? 160 00:08:41,774 --> 00:08:42,474 How did that happen? 161 00:08:42,729 --> 00:08:45,439 Chip White: Well, Dallas, I would admit, I didn't want any part of it. 162 00:08:45,729 --> 00:08:48,679 I wanted no part of whatsoever coaching. 163 00:08:49,099 --> 00:08:53,089 You know, they, I was asked to be a part of. 164 00:08:53,374 --> 00:08:56,774 In order to roll out something within the organization within this leadership 165 00:08:56,774 --> 00:09:00,384 and team building role that I was in, we were going to roll out purpose 166 00:09:00,384 --> 00:09:04,414 to the organization, and I need to get certified on this one training 167 00:09:04,414 --> 00:09:09,274 topic, and it was done through an organization that does IPEC, which 168 00:09:09,274 --> 00:09:14,544 does energy levels, and but they have their own coaching certification. 169 00:09:14,544 --> 00:09:15,914 That's ICF approved. 170 00:09:16,254 --> 00:09:19,134 And so they said, Chip, you'll be 40 percent there. 171 00:09:19,494 --> 00:09:21,954 The managers at Michelin came to me and said, you'll be 40 percent there. 172 00:09:21,954 --> 00:09:25,424 Therefore, if you want to, we'll go ahead and pay for you to get 173 00:09:25,424 --> 00:09:26,734 your coaching certification. 174 00:09:27,104 --> 00:09:29,294 And I just had a little bit of exposure to it. 175 00:09:29,294 --> 00:09:33,024 And so Dallas, I can't believe I said this now in retrospect, but I pretty 176 00:09:33,024 --> 00:09:36,864 much told them they're soft skills and they're charming, soft skills. 177 00:09:36,864 --> 00:09:39,164 And this coaching stuff is charming and soft. 178 00:09:39,604 --> 00:09:44,134 It's a whole nother level of softness and I don't want any part of it whatsoever. 179 00:09:44,144 --> 00:09:46,234 So I told them, thank you, but no, thank you. 180 00:09:47,114 --> 00:09:48,104 Dallas: Oh, you rejected 181 00:09:48,174 --> 00:09:49,724 Chip White: yeah, it's just pretty much said no. 182 00:09:50,484 --> 00:09:53,084 And then all of a sudden I got a little bit more exposure to it. 183 00:09:53,084 --> 00:09:56,124 And I realized, huh, this stuff is really good. 184 00:09:56,554 --> 00:09:59,724 This stuff is transformational to me as an individual. 185 00:09:59,734 --> 00:10:02,304 This is exactly what I need as a leader. 186 00:10:02,784 --> 00:10:05,484 And not only could I benefit from it, but I think others 187 00:10:05,484 --> 00:10:07,014 could benefit from it as well. 188 00:10:07,014 --> 00:10:10,275 And so I sheepishly went back to them and Said, Hey, look at 189 00:10:10,275 --> 00:10:11,915 that offer still on the table. 190 00:10:12,105 --> 00:10:15,615 I would love to be able to move forward, become a certified coach. 191 00:10:16,115 --> 00:10:18,655 And so that was, six years ago now. 192 00:10:18,955 --> 00:10:22,135 And I started my own business and human investment solutions where 193 00:10:22,135 --> 00:10:26,475 I do leadership coaching, career coaching, and HR consulting type of 194 00:10:26,495 --> 00:10:32,335 work and, have seen that I use that one skill of coaching in all facets 195 00:10:32,335 --> 00:10:34,515 of my life more so than anything else. 196 00:10:34,575 --> 00:10:35,605 Dallas: It's so true. 197 00:10:35,655 --> 00:10:40,345 I love your story and I think that it is so common the perspective 198 00:10:40,345 --> 00:10:41,605 that you had going into that. 199 00:10:41,635 --> 00:10:45,535 I just think, and I'm sure you've seen it because you deal with so many 200 00:10:45,535 --> 00:10:49,755 people on a daily, weekly, monthly basis, especially the technical. 201 00:10:50,170 --> 00:10:53,790 Technical folks, I'm talking to the technical folks because when you come 202 00:10:53,790 --> 00:10:56,580 out of it and both of us, we were kind of talking before show you came 203 00:10:56,580 --> 00:10:58,610 out at E I was in polymer chemistry. 204 00:10:58,610 --> 00:11:02,030 So it's not necessarily screaming, empathy and people skills, right? 205 00:11:02,030 --> 00:11:03,700 When you come out with those degrees, right? 206 00:11:03,700 --> 00:11:07,100 So I think there's a lot of technical people, whether it's an it or 207 00:11:07,100 --> 00:11:10,800 whether it's in sciences or whatever, engineering, that just, they have a 208 00:11:10,800 --> 00:11:13,350 view because they've been so trained. 209 00:11:13,740 --> 00:11:16,910 In that technical role, that execution of being that expert. 210 00:11:17,225 --> 00:11:22,255 That when it comes into the, to the coaching area, to the leadership area, 211 00:11:22,545 --> 00:11:26,285 it's almost viewed, like you said, they're soft skills and they're sharp and soft. 212 00:11:26,285 --> 00:11:26,925 I love that. 213 00:11:27,675 --> 00:11:30,965 And I think that it's a tough, it's tough because then it's almost 214 00:11:30,965 --> 00:11:32,665 like they have to experience it. 215 00:11:32,975 --> 00:11:36,025 They either experience the value of it or they just completely fail. 216 00:11:36,175 --> 00:11:36,795 And then they're like. 217 00:11:37,175 --> 00:11:40,265 Well, that didn't work, I need something and they or they've got to 218 00:11:40,275 --> 00:11:43,915 see something and be attracted to it and go like you did you kind of saw 219 00:11:43,915 --> 00:11:46,225 it and was like, oh I'm seeing it now. 220 00:11:46,225 --> 00:11:49,885 This could be valuable to me and it's almost like a personal transformation 221 00:11:50,265 --> 00:11:53,215 that opens you up to be able to transform others and I love that and 222 00:11:53,285 --> 00:11:56,865 I think that's the common thread with a lot of coaches like you've either 223 00:11:57,145 --> 00:12:01,125 experienced something, whether it's a failure or whether it's another coach, 224 00:12:01,515 --> 00:12:06,415 but there's been some kind of thing that you, that's this aha moment personally 225 00:12:06,705 --> 00:12:09,105 that you go, Oh, I'm changed now. 226 00:12:09,105 --> 00:12:10,585 I want to go change another, help other people 227 00:12:10,715 --> 00:12:11,085 Chip White: Yeah. 228 00:12:11,085 --> 00:12:15,385 And so when I saw the mirror placed up before me that realized, I 229 00:12:15,395 --> 00:12:19,455 thought I was a decent leader, but I realized there's a whole nother 230 00:12:19,455 --> 00:12:21,235 level than what I even realized. 231 00:12:21,275 --> 00:12:25,015 It was seeing myself in the mirror that caused me, I need to change. 232 00:12:25,055 --> 00:12:27,685 And I think I have found an answer to this. 233 00:12:27,715 --> 00:12:35,615 the way that I describe it is that as an organization, we want empowerment. 234 00:12:35,675 --> 00:12:36,975 We want autonomy. 235 00:12:37,005 --> 00:12:38,095 We want engagement. 236 00:12:38,115 --> 00:12:43,055 Those are things that we want, but many of us, because we're so conditioned 237 00:12:43,055 --> 00:12:47,305 to receive a command and execute a command and make things work. 238 00:12:47,855 --> 00:12:52,495 We don't realize that coaching is the gasoline that goes in that high 239 00:12:52,495 --> 00:12:54,685 powered muscle vehicle of empowerment. 240 00:12:55,185 --> 00:12:58,115 And so you need the fuel to be able to drive. 241 00:12:58,115 --> 00:12:59,765 And for me, coaching is that fuel. 242 00:13:00,915 --> 00:13:02,245 Dallas: Oh, that's so good. 243 00:13:02,765 --> 00:13:07,155 It's amazing to hear someone because I think that would be counterintuitive 244 00:13:07,195 --> 00:13:11,535 to most people to hear someone in such a large organization. 245 00:13:11,545 --> 00:13:13,715 You're in a global organization. 246 00:13:13,715 --> 00:13:16,765 You working with a massive, I mean, just in HR, you're managing like 247 00:13:16,785 --> 00:13:18,765 300 people over 300 people in HR. 248 00:13:18,765 --> 00:13:22,655 And it's like unbelievable and it's massive organization. 249 00:13:22,665 --> 00:13:24,795 And yet you're saying. 250 00:13:25,425 --> 00:13:27,595 No, we don't want you to just like to hear order, take order. 251 00:13:27,595 --> 00:13:29,455 We want you to have autonomy in doing your work. 252 00:13:29,735 --> 00:13:32,495 And I think a lot of people don't put those two things together, a 253 00:13:32,495 --> 00:13:34,335 large organization and autonomy. 254 00:13:34,375 --> 00:13:38,135 So it's really cool that not only do you, not only are you saying that's what you 255 00:13:38,135 --> 00:13:41,135 want, you're actually trying to train people and inspire them to be that way. 256 00:13:41,305 --> 00:13:42,185 I think it's really awesome. 257 00:13:42,385 --> 00:13:44,825 Chip White: I think for me, that's the passion that I have. 258 00:13:44,855 --> 00:13:51,275 I think that if you, in many cases, people have focused on, you've become successful 259 00:13:51,275 --> 00:13:57,355 by focusing on your own merits by being a fixer, a doer, and a go to person. 260 00:13:57,665 --> 00:14:00,955 And that's gotten people to a certain level within the organization. 261 00:14:01,225 --> 00:14:05,935 And maybe your span of control has moved, but your span of control has grown based 262 00:14:05,935 --> 00:14:11,025 upon the strength of your shoulders and how much weight you can carry. 263 00:14:11,645 --> 00:14:15,465 and then it becomes some level of a work life balance crisis 264 00:14:15,915 --> 00:14:17,565 in order for me to grow further. 265 00:14:17,565 --> 00:14:20,725 I've got to be able to take on more, which means there's things that 266 00:14:20,725 --> 00:14:23,075 I can't take on outside of work. 267 00:14:23,625 --> 00:14:27,035 And so it's all about you and what you can handle. 268 00:14:27,445 --> 00:14:30,655 And then if you get it right and you give good advice, 269 00:14:30,985 --> 00:14:32,185 well, then you can never leave. 270 00:14:32,920 --> 00:14:36,240 If you get it wrong, then who's to blame? 271 00:14:36,290 --> 00:14:38,550 It's you, because you're the one who gave the advice. 272 00:14:38,620 --> 00:14:40,530 And so it's a double edged sword. 273 00:14:40,990 --> 00:14:47,730 And so if I can then begin to use coaching skills to develop people, then I can then 274 00:14:47,750 --> 00:14:50,620 leave, and it continues as if I was there. 275 00:14:51,700 --> 00:14:54,670 Dallas: Uh, man, I could not have said that better. 276 00:14:54,770 --> 00:14:56,130 man, you just nailed it. 277 00:14:56,420 --> 00:15:00,430 I think is so true because when you take it on and we have a tendency to 278 00:15:00,460 --> 00:15:03,560 do that, especially if you're a, well, you could be an achiever, you can 279 00:15:03,560 --> 00:15:06,510 call it a type a, you can be dominant, or you could just be a servant. 280 00:15:06,540 --> 00:15:07,470 It doesn't matter. 281 00:15:07,720 --> 00:15:12,850 If you're not good at influence, if you're not good at bringing people around you 282 00:15:12,850 --> 00:15:16,370 and getting things done and being able to lead others, it's like you said, if 283 00:15:16,370 --> 00:15:19,500 you have the right answer, all you're doing is setting yourself up for burnout. 284 00:15:19,550 --> 00:15:23,270 I mean, it is like a recipe for burnout is on the way. 285 00:15:23,330 --> 00:15:26,390 And, and then if you get it wrong, it's like you said, who else is there? 286 00:15:26,390 --> 00:15:29,340 So there's nobody to blame but yourself, which is either going to cause you to, 287 00:15:29,660 --> 00:15:32,450 be disgruntled and get jaded and, or. 288 00:15:32,695 --> 00:15:35,755 and or, be seen as somebody that's not capable and that's kind of where 289 00:15:35,755 --> 00:15:39,455 you end in your, rise in terms of organization or team leadership. 290 00:15:39,455 --> 00:15:44,605 So I think your advice is spot on, when you are engaging with leaders in the 291 00:15:44,605 --> 00:15:49,120 organization like that, and let's say you were developing someone and you 292 00:15:49,120 --> 00:15:53,520 were seeing this problem, how would you approach developing that person 293 00:15:53,520 --> 00:15:58,570 to kind of help them see, Hey, look, you've, you may have taken on too much 294 00:15:58,590 --> 00:16:00,450 and you need to spread this out a little 295 00:16:00,450 --> 00:16:00,770 bit. 296 00:16:01,610 --> 00:16:04,680 Chip White: Well, and so I think it first starts with, no matter where you 297 00:16:04,680 --> 00:16:10,460 are in your career, And you alluded to this earlier, it's focusing on 298 00:16:10,830 --> 00:16:16,480 technical development in the job and also at the same time in parallel to 299 00:16:16,480 --> 00:16:21,060 this leadership development, which includes delegation, which includes 300 00:16:21,060 --> 00:16:24,770 empowerment, which includes knowing yourself, and I'll spend a little bit 301 00:16:24,770 --> 00:16:28,840 more time on the knowing yourself part, but those two have to go in parallel. 302 00:16:29,100 --> 00:16:34,800 It doesn't make sense to, if I'm trying to strengthen my entire body. 303 00:16:34,925 --> 00:16:37,745 To only do upper body and not do leg day. 304 00:16:38,365 --> 00:16:42,525 And in essence, if I focus on just the technical aspects of the job 305 00:16:42,745 --> 00:16:47,055 and don't focus on the leadership, I'm doing just upper body and I'm 306 00:16:47,055 --> 00:16:51,745 not focusing on the foundation of my legs, which holds my body anyway. 307 00:16:51,955 --> 00:16:52,915 Dallas: That's good stuff. 308 00:16:52,995 --> 00:16:56,515 I mean, I think that's really, I think it's a fantastic point. 309 00:16:56,565 --> 00:16:58,445 and I love how you bring up self awareness. 310 00:16:58,855 --> 00:17:02,115 What, when you think about self awareness or you're trying to describe 311 00:17:02,115 --> 00:17:06,105 that to someone that you're coaching, where do you start with that? 312 00:17:06,105 --> 00:17:09,485 Because it is our belief is that is foundational to leadership. 313 00:17:09,535 --> 00:17:11,415 Self awareness is That's where it all starts. 314 00:17:11,465 --> 00:17:14,635 But how did, how do you go about, helping someone? 315 00:17:14,635 --> 00:17:15,245 Cause that's tough. 316 00:17:15,255 --> 00:17:16,375 you don't know what you don't know. 317 00:17:16,385 --> 00:17:18,875 So how do you go about helping someone develop their self 318 00:17:18,875 --> 00:17:21,975 awareness and how important that is to you in your role right now? 319 00:17:22,035 --> 00:17:25,305 Chip White: So I think it starts with understanding 320 00:17:25,315 --> 00:17:27,575 that there's your personality. 321 00:17:27,615 --> 00:17:31,615 That is your hardwired DNA, whether it's Myers Briggs or something else, 322 00:17:31,945 --> 00:17:33,675 that does not change over time. 323 00:17:33,685 --> 00:17:34,685 That's who you are. 324 00:17:35,075 --> 00:17:40,385 And studies even show that they can tell with a high correlation, like a 325 00:17:40,385 --> 00:17:45,125 95 plus percent correlation between extrovert and introvert from the womb. 326 00:17:45,575 --> 00:17:47,445 So therefore it does not change. 327 00:17:47,465 --> 00:17:48,375 It's who you are. 328 00:17:49,030 --> 00:17:54,820 Now, your behaviors do change over time, and your behaviors, whether it be DISC or 329 00:17:54,830 --> 00:17:59,650 some other type of measurement that they do, that is shaped by your personality, 330 00:17:59,650 --> 00:18:05,030 but it's also shaped by your experiences, and the culture that you're in, and other 331 00:18:05,030 --> 00:18:06,740 type of factors in your environment. 332 00:18:06,760 --> 00:18:08,450 Those things shape who you are. 333 00:18:08,915 --> 00:18:13,865 And then from those behaviors, it drives your decisions, which drives 334 00:18:13,865 --> 00:18:17,735 your, or it drives your thoughts, which drives your feelings, which drives your 335 00:18:17,735 --> 00:18:19,675 decisions, which drives your actions. 336 00:18:20,075 --> 00:18:23,995 And that's the way that we process things from a cognitive behavior standpoint. 337 00:18:24,455 --> 00:18:28,250 And then from those actions, there are strengths from a, Strength 338 00:18:28,250 --> 00:18:30,920 based leadership perspective and there's development areas. 339 00:18:31,240 --> 00:18:36,670 So if you can begin to see that process mapped out Your behaviors and who you 340 00:18:36,680 --> 00:18:39,250 are you've got to own your behaviors. 341 00:18:39,250 --> 00:18:42,260 You can't say well, this is who I am Suck it up buttercup. 342 00:18:42,310 --> 00:18:46,690 You've got to own your behaviors number one But understanding those type of 343 00:18:46,690 --> 00:18:50,800 assessments can give your insight into where your strengths are But then 344 00:18:50,810 --> 00:18:54,810 where your development areas and my experience with my coaching is that 345 00:18:54,820 --> 00:18:59,150 most people's development areas are when their strengths are taken to an extreme. 346 00:19:00,230 --> 00:19:04,660 That's your greatest development areas are your strengths taken to an unhealthy area. 347 00:19:04,990 --> 00:19:09,950 So as an example, if I'm someone who is bold, being bold 348 00:19:09,980 --> 00:19:11,460 is a noble characteristics. 349 00:19:11,470 --> 00:19:16,740 Being able to speak your mind and speak up and voice your opinion under healthy 350 00:19:16,740 --> 00:19:19,490 situations that is very constructive. 351 00:19:20,300 --> 00:19:25,660 When it can quickly move to unhealthy, it's when it becomes abrupt and abrasive 352 00:19:25,800 --> 00:19:27,500 and not considerate of other people. 353 00:19:27,500 --> 00:19:31,150 So your greatest strength taken to an extreme often becomes 354 00:19:31,150 --> 00:19:32,490 your greatest development area. 355 00:19:32,780 --> 00:19:36,270 So it's a matter of finding out where is that threshold? 356 00:19:36,430 --> 00:19:40,540 Where are those rough edges at and then how can I apply sandpaper to those 357 00:19:40,540 --> 00:19:42,180 rough edges to keep them in check? 358 00:19:43,290 --> 00:19:46,705 Dallas: I think that's I mean, man, I think that's solid advice and I 359 00:19:46,705 --> 00:19:50,425 think people miss a, I think people miss it sometimes because when 360 00:19:50,425 --> 00:19:54,985 they're looking to develop, whether it's personally, or someone there, 361 00:19:54,995 --> 00:19:57,135 they immediately go to a weakness. 362 00:19:57,165 --> 00:19:59,085 if I'm just weak in something, I'm going to go to that. 363 00:19:59,085 --> 00:20:03,195 But I think it's so fascinating that you would say no, actually, where I see 364 00:20:03,195 --> 00:20:07,795 it, the most development is actually an unhealthy version or too much of 365 00:20:07,795 --> 00:20:10,165 your strength or unhealthy application. 366 00:20:10,165 --> 00:20:11,745 You're saying, I think that's a very, 367 00:20:12,105 --> 00:20:13,135 I think it's very insightful. 368 00:20:13,285 --> 00:20:16,625 Chip White: to me, it's the appropriate lens I've seen to work through. 369 00:20:16,715 --> 00:20:21,175 If I'm coming from a place of weakness, I can fake it till I 370 00:20:21,175 --> 00:20:23,685 make it, but it's not sustainable. 371 00:20:24,375 --> 00:20:28,545 It's not sustainable over time because it's not a part of who I naturally am. 372 00:20:29,365 --> 00:20:34,385 If I come from a place of strength and just pull back on my strength so 373 00:20:34,385 --> 00:20:37,915 that it's not a place of weakness, then it's much more effective, I 374 00:20:37,945 --> 00:20:39,405 found, and it's much more sustainable. 375 00:20:40,390 --> 00:20:44,050 Dallas: It's if you're an introvert, you can only pretend to be an extrovert 376 00:20:44,350 --> 00:20:46,480 for so long before you just collapse 377 00:20:47,020 --> 00:20:48,130 Chip White: Yeah, exactly 378 00:20:48,230 --> 00:20:49,170 Dallas: overstimulated. 379 00:20:49,210 --> 00:20:53,080 but if you're too bold, for example, if your boldness is a characteristic, 380 00:20:53,130 --> 00:20:57,550 but you're too bold, then you can be aware of that and pull it back 381 00:20:57,560 --> 00:20:59,000 and it doesn't really cost you. 382 00:20:59,000 --> 00:21:02,120 It's just a little, it's a lot less self discipline, I think, to do that. 383 00:21:02,410 --> 00:21:02,800 Then try to 384 00:21:02,800 --> 00:21:03,930 manufacture something that's not 385 00:21:04,330 --> 00:21:07,010 Chip White: Yeah, so let's kind of unpackage that just a little bit. 386 00:21:07,010 --> 00:21:11,600 So to take your example, if I have someone who is an introvert, oftentimes 387 00:21:11,670 --> 00:21:16,640 introverts are, have strong values and strong passions as part of their behavior, 388 00:21:17,100 --> 00:21:21,550 and therefore they will speak up and they'll find their leadership voice when 389 00:21:21,560 --> 00:21:26,330 they find topics around that they're passionate about or have high values. 390 00:21:26,480 --> 00:21:29,390 So rather than saying, Chip, you need to speak up more. 391 00:21:30,075 --> 00:21:33,515 From a place of weakness, I go, what is, what are the things 392 00:21:33,515 --> 00:21:34,835 that you're passionate about? 393 00:21:34,865 --> 00:21:35,945 What are your strengths? 394 00:21:35,945 --> 00:21:37,185 What do you value? 395 00:21:37,615 --> 00:21:40,585 And then you use that to find your leadership voice. 396 00:21:40,625 --> 00:21:43,795 Then that will compel you to speak up in those meetings and settings. 397 00:21:44,855 --> 00:21:45,765 Dallas: I love that. 398 00:21:45,795 --> 00:21:47,055 Oh, that's good stuff. 399 00:21:47,105 --> 00:21:48,055 That's good stuff. 400 00:21:48,115 --> 00:21:49,135 that's so fascinating. 401 00:21:49,135 --> 00:21:51,655 And I think that's really valuable for listeners. 402 00:21:51,675 --> 00:21:55,875 So if you are listening to the show, I think that take Chip's advice. 403 00:21:55,935 --> 00:21:57,355 if you're thinking about coaching. 404 00:21:57,645 --> 00:22:01,385 Then, and thinking about development, start with your strengths and maybe 405 00:22:01,385 --> 00:22:05,135 how you can make sure that those are oriented in a healthy way and do that. 406 00:22:05,195 --> 00:22:06,195 oh, that's really good. 407 00:22:06,225 --> 00:22:07,085 That's really good stuff. 408 00:22:07,085 --> 00:22:09,405 So I'd love to talk to, about. 409 00:22:09,715 --> 00:22:12,815 you have a passion for, we talked a little bit about, well, actually, 410 00:22:12,815 --> 00:22:15,695 first, before we get to that, I'd love to know, what's your favorite, you, 411 00:22:15,695 --> 00:22:19,895 you mentioned Myers Briggs, but do you have a favorite assessment or two that 412 00:22:19,895 --> 00:22:24,115 you prefer just, and just that other people can take, or do you have, it's 413 00:22:24,115 --> 00:22:25,545 it doesn't matter, just get something. 414 00:22:25,655 --> 00:22:28,545 Chip White: So I can geek out on a lot of these. 415 00:22:28,575 --> 00:22:36,305 And so I like a lot of them, but for me, I need, if I'm a leader in 416 00:22:36,305 --> 00:22:41,905 a business or a shop or of a team, I don't need a certain type of hammer. 417 00:22:41,905 --> 00:22:43,375 I just need a hammer to do the job. 418 00:22:43,375 --> 00:22:44,805 In many cases, I'm too busy. 419 00:22:44,805 --> 00:22:46,215 And so just give me a hammer. 420 00:22:46,535 --> 00:22:51,065 And so for me, I like this because it's dominant, influencing, 421 00:22:51,065 --> 00:22:52,165 steady, and conscientious. 422 00:22:52,185 --> 00:22:56,755 It's four things and I can quickly manage and understand four things 423 00:22:57,015 --> 00:23:00,235 as opposed to Myers Briggs, which is 16 different combinations or 424 00:23:00,360 --> 00:23:01,090 Dallas: that's a lot. 425 00:23:01,100 --> 00:23:02,480 Yeah, that's a lot. 426 00:23:02,510 --> 00:23:03,850 Yeah, I like to do this. 427 00:23:03,850 --> 00:23:04,300 He is good. 428 00:23:04,310 --> 00:23:04,850 This is good. 429 00:23:04,850 --> 00:23:07,210 I think I would prefer that over Myers Briggs as well. 430 00:23:07,210 --> 00:23:09,730 I mean, Myers Briggs is great and you can kind of get in a little bit 431 00:23:09,730 --> 00:23:13,700 more nuanced, but on the flip side, if it's hard to hold all 16 of those, 432 00:23:13,700 --> 00:23:16,010 if you're trying to work with people and go, well, they're, you know, 433 00:23:16,020 --> 00:23:17,430 name, whatever four letters you want. 434 00:23:17,785 --> 00:23:21,815 It's really hard to cognitively hold all those when you're trying to manage 435 00:23:21,845 --> 00:23:26,195 a team, but you can say, Oh, one of the DISC and it's, we're off to the races. 436 00:23:26,195 --> 00:23:27,115 So I think you're right. 437 00:23:27,145 --> 00:23:27,965 I think that's a good idea. 438 00:23:28,055 --> 00:23:28,365 Yeah. 439 00:23:28,545 --> 00:23:31,485 Chip White: but I think from my end to that point, find one. 440 00:23:32,405 --> 00:23:35,755 There's a lot of free ones out there, but find one that works for you 441 00:23:36,035 --> 00:23:40,045 because that will give you insight into the self awareness piece that we 442 00:23:40,045 --> 00:23:43,785 were talking about earlier, so that you know the good, the bad, the ugly 443 00:23:43,785 --> 00:23:48,135 of you, and we all need to kind of understand that aspect of ourselves. 444 00:23:49,080 --> 00:23:49,640 Dallas: I love it. 445 00:23:49,740 --> 00:23:50,250 I love it. 446 00:23:50,520 --> 00:23:52,210 Shameless plug for think move thrive. 447 00:23:52,210 --> 00:23:54,230 Ladies and gentlemen, he just said, find one. 448 00:23:54,230 --> 00:23:55,520 There's plenty of free ones out there. 449 00:23:55,550 --> 00:23:56,430 Amazingly. 450 00:23:56,430 --> 00:24:00,790 We have the Enneagram that was, on think move thrive website for free. 451 00:24:00,790 --> 00:24:04,810 You can take that, download the, download it, the full report for free. 452 00:24:04,810 --> 00:24:07,510 So if you ever want to take one and you don't have access to a disc, 453 00:24:07,540 --> 00:24:08,550 but you should take all of them. 454 00:24:08,645 --> 00:24:09,025 Why not? 455 00:24:09,025 --> 00:24:09,725 I've taken them all. 456 00:24:09,725 --> 00:24:12,915 I know you have to, so take one, but if you're looking for one, you 457 00:24:12,915 --> 00:24:15,625 can go find one on, on think move thrive under our assessments page. 458 00:24:15,975 --> 00:24:21,855 I would love to talk to about, cause you, you also have had a recent achievement. 459 00:24:22,145 --> 00:24:24,495 You posted it on your LinkedIn profile. 460 00:24:24,875 --> 00:24:28,815 and this is another one of those, I don't know, like you're an enigma, man, it's 461 00:24:28,845 --> 00:24:32,645 a, it's really good, but, tell us about this recent achievement and, about why 462 00:24:32,645 --> 00:24:33,725 you decided to do that. 463 00:24:33,790 --> 00:24:39,040 Chip White: So I, the, I go back a few years, and so I've 464 00:24:39,050 --> 00:24:41,140 always wanted to get my MBA. 465 00:24:41,150 --> 00:24:42,990 I've always wanted to get an advanced degree. 466 00:24:43,000 --> 00:24:47,160 And so I went to my wife, Lori, probably about towards. 467 00:24:47,620 --> 00:24:51,050 Eight or nine years ago, and I said, this is something I'd like to do and she 468 00:24:51,050 --> 00:24:52,740 said, sure, I can support you on that. 469 00:24:53,070 --> 00:24:55,890 So I took that from my hand as a green light go. 470 00:24:56,140 --> 00:25:00,120 Next thing I know, I was applied and I was enrolled in classes to 471 00:25:00,120 --> 00:25:03,610 get my MBA and she came back to me and she said, chip, she said. 472 00:25:03,675 --> 00:25:04,345 I love you. 473 00:25:04,685 --> 00:25:06,975 I know you're a type a personality. 474 00:25:07,175 --> 00:25:09,525 And she said, I'm going to ask, hold off. 475 00:25:09,545 --> 00:25:14,565 She said right now, Gresham, our son was a junior in high school. 476 00:25:14,575 --> 00:25:17,525 Our daughter was about to start her freshman year of high school. 477 00:25:17,815 --> 00:25:21,455 She said, wait, she said, you will get in immersed in this. 478 00:25:21,685 --> 00:25:23,745 And next thing they will be out of the house. 479 00:25:23,860 --> 00:25:26,460 And you will have missed those last four years while they're 480 00:25:26,460 --> 00:25:28,120 under the same roof as us. 481 00:25:28,440 --> 00:25:32,680 She said, wait until Rachel goes off to college, and when she goes off 482 00:25:32,680 --> 00:25:34,720 to school, you can go off to school. 483 00:25:35,050 --> 00:25:36,340 And so that's what I did. 484 00:25:36,350 --> 00:25:41,520 So when my daughter started in bioengineering, I started, with my MBA 485 00:25:41,520 --> 00:25:44,830 at the University of South Carolina with concentration in data analytics. 486 00:25:45,160 --> 00:25:49,250 And so we both graduated at about the same time earlier, this year. 487 00:25:49,705 --> 00:25:53,705 And so we celebrated the two of us, my daughter and her with her undergrad 488 00:25:53,705 --> 00:25:58,915 and me with my MBA and we went 10 days camping out West, as a result, just to 489 00:25:58,915 --> 00:26:00,815 kind of celebrate us accomplishing that. 490 00:26:01,720 --> 00:26:02,950 Dallas: Oh, good for you guys. 491 00:26:02,950 --> 00:26:04,000 What a great story. 492 00:26:04,000 --> 00:26:04,800 I love that. 493 00:26:04,820 --> 00:26:05,580 I love that. 494 00:26:05,590 --> 00:26:06,560 That's really good. 495 00:26:06,570 --> 00:26:07,180 That's really good. 496 00:26:07,260 --> 00:26:09,000 I mean, so it was good advice. 497 00:26:09,350 --> 00:26:13,390 And you're glad you waited, but you also, you also got it knocked out 498 00:26:13,390 --> 00:26:14,440 and you guys got to celebrate 499 00:26:14,520 --> 00:26:15,910 Chip White: Yeah, so it was good. 500 00:26:15,910 --> 00:26:18,690 I think for me, though, the thing that I learned from that, and I was 20, 501 00:26:18,690 --> 00:26:23,050 25 years older than everybody in the class, and that's okay, but, there was 502 00:26:23,050 --> 00:26:26,880 experiences that I could bring that maybe that they couldn't, but there's 503 00:26:26,880 --> 00:26:30,700 things that they could do that I could learn from them from just the way they 504 00:26:30,700 --> 00:26:36,040 process things and on the digital side of how quickly they're used to just that. 505 00:26:36,040 --> 00:26:39,820 So the different generations And being able to experience that was good. 506 00:26:40,130 --> 00:26:44,210 I think for me, one of the main thing from this is being a lifelong learner. 507 00:26:44,550 --> 00:26:48,520 And that as long as you're upright, we need to be learning. 508 00:26:48,810 --> 00:26:53,800 And don't, the minute we rest on our laurels is when things can pass us by. 509 00:26:54,320 --> 00:26:57,780 And the most difficult conversations that I have with people in Michelin 510 00:26:58,190 --> 00:26:59,700 are those who have done that. 511 00:27:00,100 --> 00:27:03,010 I've got this job, I don't want to go anywhere else, and 512 00:27:03,010 --> 00:27:04,920 I'm just content being here. 513 00:27:05,370 --> 00:27:10,430 Well, that's fine, but the job grows and morphs and evolves, and 514 00:27:10,430 --> 00:27:13,750 if you don't grow and evolve and morph with it, then it can leave you 515 00:27:13,750 --> 00:27:17,030 behind, and that becomes a difficult conversation to have with these people. 516 00:27:18,170 --> 00:27:21,220 Dallas: I think that is such great advice. 517 00:27:21,250 --> 00:27:26,200 And I think that when you look at great leaders, they are not 518 00:27:26,200 --> 00:27:28,310 afraid to be uncomfortable. 519 00:27:28,650 --> 00:27:31,970 And when you're learning something and you're confused and you're 520 00:27:31,970 --> 00:27:33,150 putting yourself out there. 521 00:27:33,510 --> 00:27:35,030 And you're growing is tough. 522 00:27:35,060 --> 00:27:36,870 You go into the weight room and try to grow. 523 00:27:36,870 --> 00:27:37,790 You're going to be sore. 524 00:27:37,860 --> 00:27:39,490 And it's just, it is what it is. 525 00:27:39,490 --> 00:27:42,020 if you do the leg workout, as you say, you're going to be sore. 526 00:27:42,290 --> 00:27:43,580 You're going to be uncomfortable. 527 00:27:43,840 --> 00:27:47,170 And I think that is such a great thing because when you're positioning 528 00:27:47,170 --> 00:27:50,250 that number one, if you're going to be a lifelong learner, that 529 00:27:50,250 --> 00:27:51,240 means you're going to have. 530 00:27:51,530 --> 00:27:55,830 Almost like a posture of a certain level of humility for your whole life, because 531 00:27:55,830 --> 00:27:59,500 you're never getting to a place where you're saying, I've got it, I've got 532 00:27:59,500 --> 00:28:02,220 this, and I know all I need to know, and I'm the expert, I've got all the 533 00:28:02,220 --> 00:28:05,490 answers, you're almost saying, hey, look, I'm putting myself in situations where 534 00:28:05,490 --> 00:28:09,400 I don't know, where I have to learn, where I have to not be, the person that 535 00:28:09,400 --> 00:28:10,810 knows, has all the answers in the room. 536 00:28:10,830 --> 00:28:11,980 I think that's a great position. 537 00:28:12,370 --> 00:28:14,490 And the other thing is that it just makes life more exciting. 538 00:28:14,650 --> 00:28:18,240 I love, I mean, So tell everybody what you got your degree in though. 539 00:28:18,290 --> 00:28:19,700 I mean, it's the NBA, but it tells us 540 00:28:19,940 --> 00:28:20,380 that, 541 00:28:20,710 --> 00:28:23,900 Chip White: Yeah, so it's an MBA with a concentration in data analytics. 542 00:28:23,930 --> 00:28:26,410 And because that's where the world's moving to. 543 00:28:26,410 --> 00:28:30,080 And so therefore it's important to me to understand what your strengths, your 544 00:28:30,080 --> 00:28:33,790 talents, your passions are, but then where the world is moving or where your 545 00:28:33,790 --> 00:28:37,870 organization's moving and make sure that those two things align with one another. 546 00:28:39,590 --> 00:28:42,670 Dallas: And so I love how you just mashed up everything. 547 00:28:42,680 --> 00:28:45,570 It's a, it's just, it's not one dimensional. 548 00:28:45,780 --> 00:28:49,650 And I think if you're leading a team or leading an organization, I think 549 00:28:49,650 --> 00:28:50,980 it's okay to get outside your box. 550 00:28:51,000 --> 00:28:54,830 If you've been in the technical fields and you've been kind of doing 551 00:28:54,830 --> 00:28:59,500 your thing and just crushing it and loving it and growing, that's 552 00:28:59,510 --> 00:29:01,510 great, but you're going to hit. 553 00:29:01,870 --> 00:29:04,150 A point in your career where you're going to have to grow outside of 554 00:29:04,150 --> 00:29:06,930 that technical area of expertise, if you want to continue to develop. 555 00:29:06,980 --> 00:29:11,000 And then, chips got into HR and now he's into coaching. 556 00:29:11,010 --> 00:29:11,700 And then what does he do? 557 00:29:11,710 --> 00:29:13,930 He gets the masters in data analytics. 558 00:29:13,930 --> 00:29:15,220 I mean, you go, wait a minute. 559 00:29:15,220 --> 00:29:19,630 What, but I think that's, I think that's a natural progression because. 560 00:29:19,845 --> 00:29:22,585 of the sphere you're working in and you're seeing the world move. 561 00:29:22,585 --> 00:29:26,175 And I love how you're not afraid to go solve skills and coaching and 562 00:29:26,175 --> 00:29:28,815 then you're not afraid to jump right back in, into data analytics and say, 563 00:29:28,815 --> 00:29:29,665 this is what I want to know about. 564 00:29:29,665 --> 00:29:30,965 man, I think that's, I think that's 565 00:29:30,965 --> 00:29:31,895 spot on advice. 566 00:29:31,985 --> 00:29:32,215 I think 567 00:29:32,245 --> 00:29:36,185 Chip White: I think for me, though, the commonality, as I stated before, in all of 568 00:29:36,185 --> 00:29:42,435 this is my passion for people development, and so it aligns with my passion, and so 569 00:29:42,435 --> 00:29:47,455 the way that I do career coaching with individuals, and I try to emulate myself 570 00:29:47,475 --> 00:29:50,225 is Look inward to determine the outward. 571 00:29:50,505 --> 00:29:53,175 Look inward with who you are as a person. 572 00:29:53,185 --> 00:29:54,765 We talk about self awareness. 573 00:29:55,155 --> 00:29:58,145 And knowing who you are, knowing the things that you like, 574 00:29:58,145 --> 00:30:00,905 knowing the things that you hate, because that's important as well. 575 00:30:00,905 --> 00:30:03,115 Knowing what you don't want to do is as important as knowing 576 00:30:03,215 --> 00:30:04,305 the things you want to do. 577 00:30:04,645 --> 00:30:09,575 And then from there, look outward to see the career paths, plural, because 578 00:30:09,575 --> 00:30:11,035 there's more than one right answer. 579 00:30:11,475 --> 00:30:15,035 And for me, it's been things that align to people development. 580 00:30:15,365 --> 00:30:20,865 And to me, data analytics is part of that because that's where the world's moving. 581 00:30:21,215 --> 00:30:25,445 But if I can then help people to make decisions, then I'm helping 582 00:30:25,445 --> 00:30:27,235 them develop as a result of that. 583 00:30:27,285 --> 00:30:31,230 And so that was my mindset or mantra, if you will, of why I did that. 584 00:30:32,490 --> 00:30:33,210 Dallas: I love that. 585 00:30:33,290 --> 00:30:34,050 That's really good. 586 00:30:34,320 --> 00:30:39,890 So in your role in Michelin, what is your, what's your goal when you're 587 00:30:39,890 --> 00:30:44,030 thinking through kind of your next steps and what you're trying to accomplish, 588 00:30:44,040 --> 00:30:48,480 like how do you see you applying this data analytics and coaching all 589 00:30:48,480 --> 00:30:49,970 together in, in your current role? 590 00:30:50,110 --> 00:30:53,530 Chip White: So I use a lot of coaching. 591 00:30:53,590 --> 00:30:54,890 I do. 592 00:30:55,050 --> 00:30:55,600 It helps. 593 00:30:55,640 --> 00:31:01,430 And then I do a lot of working with managers to coach managers on how to 594 00:31:01,440 --> 00:31:06,080 have difficult conversations or how to skillfully maneuver through things. 595 00:31:06,520 --> 00:31:11,900 in a way that respects the individual, but also respects and upholds the being 596 00:31:11,920 --> 00:31:13,460 as being an ambassador of the company. 597 00:31:13,760 --> 00:31:15,920 And so being able to do both of those. 598 00:31:15,920 --> 00:31:19,430 So I use the coaching skill as much as anything else. 599 00:31:19,600 --> 00:31:21,980 The data analytics is. 600 00:31:22,395 --> 00:31:25,165 Is interesting because I've learned statistics. 601 00:31:25,165 --> 00:31:29,395 Now I've learned how to do regression analysis and those type of things. 602 00:31:29,395 --> 00:31:34,835 And so using data to be able to predict future results or 603 00:31:34,855 --> 00:31:36,375 where we can move forward. 604 00:31:36,665 --> 00:31:39,375 It helps us to be able to be more efficient, effective in 605 00:31:39,375 --> 00:31:40,705 our decision making process. 606 00:31:41,640 --> 00:31:42,370 Dallas: That's awesome. 607 00:31:42,550 --> 00:31:48,450 Now I know as a coach, you are big on routines and we are as well. 608 00:31:48,460 --> 00:31:52,240 I think we drive, we love talking about routines and we love helping people 609 00:31:52,240 --> 00:31:55,460 develop great routines, whether that's at the organizational level and the 610 00:31:55,460 --> 00:31:59,630 system level, or whether that's at the personal level, what is, when you think 611 00:31:59,640 --> 00:32:03,960 about a person or a team, like a high performing team or a high performing 612 00:32:03,960 --> 00:32:09,630 person in really at the highest levels, what do you think separates them? 613 00:32:09,995 --> 00:32:13,375 from others and how, and, what do you think that would be, and how, 614 00:32:13,925 --> 00:32:17,155 I don't know, like, how do you, how would you describe that in your 615 00:32:17,155 --> 00:32:17,845 experience? 616 00:32:17,975 --> 00:32:21,905 Chip White: I think for me, it's your emotional quotient or your 617 00:32:21,905 --> 00:32:26,305 emotional intelligence and having that, it goes back to knowing yourself 618 00:32:26,305 --> 00:32:28,865 and it sounds like a broken record and I don't mean for it to be. 619 00:32:29,195 --> 00:32:33,155 But if you know yourself, then you can better know others 620 00:32:33,155 --> 00:32:34,435 because you know yourself. 621 00:32:34,875 --> 00:32:41,175 And then that awareness then allows you to not meet, to not 622 00:32:41,305 --> 00:32:45,125 be yourself in all situations, but to meet them where they are. 623 00:32:45,815 --> 00:32:50,955 And so that you tailor your conversations to meet them based upon their 624 00:32:50,955 --> 00:32:55,505 developmental need with where they are based upon what they're struggling 625 00:32:55,515 --> 00:33:00,265 with, what the emotional stigmatism may be in their life or in that situation. 626 00:33:00,555 --> 00:33:05,835 And if you can meet them where they are, and not chameleon but more adaptive. 627 00:33:06,265 --> 00:33:09,985 And if you can do that, then it resonates and it manifests 628 00:33:09,985 --> 00:33:11,615 itself as emotional intelligence. 629 00:33:11,925 --> 00:33:13,125 And that's when that person goes. 630 00:33:13,190 --> 00:33:14,700 Ah, you get me. 631 00:33:14,980 --> 00:33:19,450 And when the minute they do that or say that you've established trust with them 632 00:33:20,210 --> 00:33:22,450 and trust is the foundation of leadership. 633 00:33:22,520 --> 00:33:26,490 If I do not trust you, I will not follow you plain and simple. 634 00:33:26,490 --> 00:33:30,690 And so those who can do that well are well on their way to 635 00:33:30,690 --> 00:33:32,070 building a high performing team. 636 00:33:32,280 --> 00:33:32,490 I 637 00:33:34,160 --> 00:33:34,870 Dallas: I love that. 638 00:33:35,100 --> 00:33:35,750 I love that. 639 00:33:35,760 --> 00:33:36,600 That's so good. 640 00:33:36,680 --> 00:33:37,540 That's so good. 641 00:33:37,600 --> 00:33:40,260 if you were going to, if you were going to give, because I've got you now I just 642 00:33:40,260 --> 00:33:42,720 want to, I want you to be able to share all this wisdom with our listeners. 643 00:33:42,720 --> 00:33:46,030 So if you were to give someone, if you were going to say, Hey, what are some 644 00:33:46,030 --> 00:33:51,380 habits or routines that, that a person could do to finish well, finish strong? 645 00:33:51,520 --> 00:33:52,590 What would you say? 646 00:33:52,925 --> 00:33:56,475 What would you give advice to someone that came to you and said, Hey, what do I need 647 00:33:56,475 --> 00:33:57,925 to do to finish well and finish strong? 648 00:33:57,925 --> 00:33:59,295 What habit routine should I start? 649 00:33:59,475 --> 00:34:00,655 What would you be your advice? 650 00:34:00,880 --> 00:34:04,750 Chip White: think for me, one of the things that someone passed on to me, 651 00:34:04,750 --> 00:34:08,750 one of my mentors passed on to me years ago, and this seems very simple, 652 00:34:08,900 --> 00:34:13,900 but it's that doing that small thing, which can have a big impact, and it 653 00:34:13,910 --> 00:34:17,250 was setting aside one hour a week. 654 00:34:18,105 --> 00:34:23,415 To just think strategically and not fall under the operational day to day, 655 00:34:23,435 --> 00:34:28,405 hour by hour firefighting that we can easily get into is leadership roles. 656 00:34:28,785 --> 00:34:33,205 But what we would do is we look, you mentioned earlier about leadership 657 00:34:33,205 --> 00:34:35,545 is a destination and not a journey. 658 00:34:35,905 --> 00:34:37,505 Or it's a journey and not a destination. 659 00:34:37,505 --> 00:34:39,115 I mean, you never really arrive. 660 00:34:39,485 --> 00:34:43,225 And what you do on a Friday, what I would do on a Friday afternoon, and 661 00:34:43,285 --> 00:34:46,985 I chose Friday afternoon because we tend to not have as many meetings 662 00:34:46,985 --> 00:34:49,995 on a Friday afternoon, and there tends to not be as many distractions. 663 00:34:49,995 --> 00:34:51,655 And so that was the time for me. 664 00:34:52,170 --> 00:34:55,840 It could be something different for other people, but I would take an hour, 665 00:34:55,850 --> 00:34:58,580 close my door and look down the mountain. 666 00:34:58,730 --> 00:35:00,430 Okay, what happened this week? 667 00:35:00,600 --> 00:35:04,290 What did I accomplish looking at my calendar and look at my notes? 668 00:35:04,470 --> 00:35:07,310 What did I not accomplish that I need to accomplish that would 669 00:35:07,320 --> 00:35:09,050 move forward to next week? 670 00:35:09,495 --> 00:35:13,455 And then also, what did I learn that I don't get in the busyness 671 00:35:13,455 --> 00:35:18,795 of just doing a pause and reflect and learn from my mistakes or learn 672 00:35:18,795 --> 00:35:22,025 from the things that I did well, or that I saw other people do well. 673 00:35:22,455 --> 00:35:25,435 And then that's looking down the mountain and then you look up the 674 00:35:25,435 --> 00:35:26,825 mountain to chart your course. 675 00:35:27,015 --> 00:35:31,105 What's the things that's needed for me within the organization or that's needed 676 00:35:31,105 --> 00:35:35,805 for my team, or we need to develop for a prioritization strategically. 677 00:35:36,175 --> 00:35:41,125 Over the next one, three, four, six weeks, six months where the case may be. 678 00:35:41,505 --> 00:35:45,345 And you continually do that hour every single week. 679 00:35:45,635 --> 00:35:48,815 And it's amazing how that can be transformative to you as a 680 00:35:48,815 --> 00:35:50,265 leader and to the organization. 681 00:35:51,535 --> 00:35:53,065 Dallas: Man, I love that. 682 00:35:53,105 --> 00:35:54,395 I love that practice. 683 00:35:54,720 --> 00:35:56,440 And I love that you took it. 684 00:35:56,540 --> 00:36:01,570 I love how you broke it down because it's a routine, but it's a routine where 685 00:36:01,620 --> 00:36:03,240 you're reflecting and you're planning. 686 00:36:03,240 --> 00:36:04,630 It's you're saying, I'm looking down the mountain. 687 00:36:04,630 --> 00:36:05,510 I'm looking up the mountain. 688 00:36:05,520 --> 00:36:06,240 where have I been? 689 00:36:06,240 --> 00:36:06,840 Where am I going? 690 00:36:06,840 --> 00:36:07,440 Kind of thing. 691 00:36:07,760 --> 00:36:09,040 And I think that's such a. 692 00:36:09,360 --> 00:36:10,820 And I love how you do it every week. 693 00:36:10,840 --> 00:36:13,440 I love that routine, how you set it every week because it just 694 00:36:13,440 --> 00:36:15,070 sets up such intentionality. 695 00:36:15,070 --> 00:36:19,530 You have, cause then you can have kind of purpose on when you keep walking up 696 00:36:19,530 --> 00:36:23,040 the mountain and you can know and see where you've been and what's worked 697 00:36:23,040 --> 00:36:24,600 and what's not, where you've come from. 698 00:36:24,600 --> 00:36:27,130 So I just feel like that whole routine is fantastic. 699 00:36:27,240 --> 00:36:28,210 I love that. 700 00:36:28,240 --> 00:36:28,960 I love that. 701 00:36:28,960 --> 00:36:29,950 It's well done. 702 00:36:30,010 --> 00:36:30,200 Good 703 00:36:30,200 --> 00:36:30,740 advice. 704 00:36:30,740 --> 00:36:34,270 Chip White: to your point though, but if I have found myself, because we all can 705 00:36:34,270 --> 00:36:39,960 wonder, if I've started drifting off, then weekly and routinely by doing that, 706 00:36:40,260 --> 00:36:44,070 I'm recharting my course and realize, ah, I'm starting to drift off a little 707 00:36:44,070 --> 00:36:47,890 bit before I get miles and miles off and don't even realize I've done that. 708 00:36:48,800 --> 00:36:51,460 Dallas: I talk about that some in terms of like you, you have 709 00:36:51,460 --> 00:36:52,800 this, when you set a goal. 710 00:36:52,975 --> 00:36:53,265 right? 711 00:36:53,305 --> 00:36:55,305 Any kind of goal, you're gonna have this drift. 712 00:36:55,585 --> 00:36:58,475 And so if you if you're not careful doing what you're doing, because 713 00:36:58,715 --> 00:37:01,315 if you have, let's say, I mean, so many people, I'm gonna work out. 714 00:37:01,315 --> 00:37:04,055 I'm gonna go buy me a bunch of everybody gets gym equipment Christmas. 715 00:37:04,315 --> 00:37:04,705 They have. 716 00:37:04,795 --> 00:37:07,635 I'm gonna work out five times a week by February. 717 00:37:07,815 --> 00:37:09,955 They're working out like once or twice March. 718 00:37:09,955 --> 00:37:11,605 They're stopped working out by June. 719 00:37:11,605 --> 00:37:14,195 They've 10. 720 00:37:14,195 --> 00:37:18,570 It's okay, and so that by the time you get to the end of that year, Your drift 721 00:37:18,570 --> 00:37:21,960 is so much bigger than if you can just work at it and, every week, if you just 722 00:37:21,960 --> 00:37:25,440 take that moment, like you're saying, and pause in that routine, then you're pulling 723 00:37:25,440 --> 00:37:28,200 it back, saying, Oop, hey, I missed the day this week, I gotta get back on it 724 00:37:28,210 --> 00:37:31,220 next week, I gotta get back on it, and reminding yourself, this is where I'm 725 00:37:31,220 --> 00:37:35,190 done, this is where I'm going, this is what I want, I think that is so healthy, 726 00:37:35,260 --> 00:37:39,420 and I think that is a power, I think that's a power, I think that's a powerful 727 00:37:39,420 --> 00:37:39,890 routine, 728 00:37:40,400 --> 00:37:43,660 Chip White: I will tell you, at least from my experiences though, the first 729 00:37:43,680 --> 00:37:49,180 couple of weeks or even months that I did this, I felt like I wasn't working. 730 00:37:49,755 --> 00:37:53,455 And I almost felt guilty because I didn't feel like I was doing anything. 731 00:37:53,455 --> 00:37:56,385 I was just sitting there staring at my laptop. 732 00:37:56,755 --> 00:38:02,115 And so what I had to convince myself was I'm setting strategy. 733 00:38:02,195 --> 00:38:03,465 I'm setting vision. 734 00:38:03,715 --> 00:38:06,525 I'm reflecting and learning on what I have done. 735 00:38:06,865 --> 00:38:09,325 And that's exactly what the organization needs. 736 00:38:09,575 --> 00:38:13,015 So while my mind was telling me, I was not adding value. 737 00:38:13,475 --> 00:38:16,225 I had to convince myself, no, that's not right. 738 00:38:16,255 --> 00:38:17,945 I'm actually adding value. 739 00:38:17,945 --> 00:38:18,935 So I share that with. 740 00:38:18,970 --> 00:38:22,700 You, if you start to try that and to adopt that practice and you 741 00:38:22,700 --> 00:38:25,920 start to feel that it's completely normal for you to feel that way. 742 00:38:27,050 --> 00:38:28,270 Dallas: I think that's great, too. 743 00:38:28,280 --> 00:38:29,130 And I think you did it. 744 00:38:29,240 --> 00:38:30,880 I think again, it's great advice. 745 00:38:30,880 --> 00:38:35,100 And I think it's really good that you shared that because if you have that kind 746 00:38:35,100 --> 00:38:40,220 of dissonance going into that hour, then your mind is not going to be free enough 747 00:38:40,300 --> 00:38:42,860 to really be creative and reflective. 748 00:38:42,870 --> 00:38:44,700 You're going to have this kind of in the back of your head, and 749 00:38:44,700 --> 00:38:46,690 it's going to just kind of clouds and give you a little dissonance. 750 00:38:46,690 --> 00:38:50,380 So I think just Giving that freedom to yourself by saying, 751 00:38:50,390 --> 00:38:52,590 nope, I'm changing the story here. 752 00:38:52,630 --> 00:38:53,700 I'm not just sitting here. 753 00:38:53,840 --> 00:38:55,610 I'm going to, I'm going to reframe that. 754 00:38:55,640 --> 00:38:58,090 I'm actually doing strategy and being productive. 755 00:38:58,110 --> 00:38:59,920 It's just a different kind of productivity. 756 00:39:00,410 --> 00:39:02,170 I think that's awesome because it just frees you up. 757 00:39:02,260 --> 00:39:03,980 It just frees you up your thinking and, 758 00:39:04,030 --> 00:39:05,050 man, that's really good. 759 00:39:05,350 --> 00:39:09,600 Chip White: And the other thing that I saw from this is I realized I had been so 760 00:39:09,600 --> 00:39:13,220 much of a doer that I wasn't a visionary. 761 00:39:13,230 --> 00:39:17,370 And so therefore I even lacked the discipline to be a visionary. 762 00:39:17,660 --> 00:39:21,670 And so part of this pausing and reflecting was teaching me 763 00:39:21,670 --> 00:39:27,140 discipline to be able to do that and to let my mind just be creative. 764 00:39:28,970 --> 00:39:32,120 Dallas: I think that's so cool because you just gave a great example. 765 00:39:32,730 --> 00:39:37,290 Of taking your strength of achievement and doing and just pulling that back for 766 00:39:37,290 --> 00:39:40,960 one hour a week Just like what you shared earlier in the show I mean like that is 767 00:39:40,970 --> 00:39:44,900 dead on point like a strength you said i'm gonna i'm gonna take an hour to be 768 00:39:44,900 --> 00:39:49,210 reflective and visionary Because i'm a natural my natural strength is getting 769 00:39:49,210 --> 00:39:51,570 it done and achieving so well done. 770 00:39:51,630 --> 00:39:53,800 Well done Oh, that's good stuff. 771 00:39:53,810 --> 00:39:54,430 Good advice. 772 00:39:54,430 --> 00:39:57,725 I hope everybody's Taking copious notes out there in, 773 00:39:57,785 --> 00:39:59,445 and, that's definitely worth it. 774 00:39:59,495 --> 00:40:03,555 last thing we always talk to our guests and we ask our guests if they would 775 00:40:03,555 --> 00:40:07,065 like to hear anyone on the last 10%. 776 00:40:07,075 --> 00:40:12,455 Now, the thing is, it doesn't have to be somebody, it could be a favorite author. 777 00:40:12,505 --> 00:40:13,775 It could be a favorite athlete. 778 00:40:13,805 --> 00:40:17,155 It could be somebody that you'd like to hear, or it could be a friend of yours 779 00:40:17,155 --> 00:40:18,885 that, as a coworker, I mean, we've had. 780 00:40:19,300 --> 00:40:20,030 The full gamut. 781 00:40:20,050 --> 00:40:21,840 We've had , I want my daughter on the show. 782 00:40:21,900 --> 00:40:25,670 I want this author that, we have to contact, it doesn't matter. 783 00:40:25,670 --> 00:40:28,320 So do you have anybody that comes to mind that you would 784 00:40:28,320 --> 00:40:31,130 like to hear on the last 10%? 785 00:40:32,715 --> 00:40:37,765 Chip White: so probably one of the most influential leaders that I've 786 00:40:37,765 --> 00:40:44,545 come across is Pete Selleck and so Pete Selleck was the president of Michelin 787 00:40:44,545 --> 00:40:48,385 North America and he took a demotion to become the president of Michelin 788 00:40:48,385 --> 00:40:54,535 North America because he was over truck tires worldwide in out of France before 789 00:40:54,535 --> 00:40:59,315 he moved into this role, but he came back to the US And retired he is a 790 00:40:59,325 --> 00:41:03,915 former He is a former, West Point grad. 791 00:41:04,185 --> 00:41:08,065 He, he worked directly for Colin Powell, while he was there. 792 00:41:08,365 --> 00:41:13,235 And so just a phenomenal leader that's in the upstate of South Carolina and 793 00:41:13,235 --> 00:41:18,205 just has a lot of skills and a lot of abilities and just very practical. 794 00:41:19,315 --> 00:41:19,945 Dallas: All right. 795 00:41:20,285 --> 00:41:20,675 All right. 796 00:41:20,685 --> 00:41:22,875 So we're gonna have to, we're gonna have to go after Pete. 797 00:41:22,885 --> 00:41:24,685 See if we can get him on the last 10%. 798 00:41:24,715 --> 00:41:25,615 That would be awesome. 799 00:41:25,615 --> 00:41:27,295 We'd love to have him on the show sometime. 800 00:41:27,295 --> 00:41:28,045 that would be great. 801 00:41:28,325 --> 00:41:30,685 Well, Chip, this has just been a pleasure. 802 00:41:30,705 --> 00:41:33,845 I feel like you have totally just. 803 00:41:34,265 --> 00:41:34,765 Killed it. 804 00:41:34,785 --> 00:41:38,185 You've crushed it this episode and given our listeners so much to think 805 00:41:38,195 --> 00:41:40,095 about so many, so much good advice. 806 00:41:40,555 --> 00:41:44,825 I will ask you though, where can, because you've got some, tell us a little bit 807 00:41:44,845 --> 00:41:48,415 you right before we go, you've got some leadership, coaching stuff coming up. 808 00:41:48,415 --> 00:41:51,475 So tell us a little bit about that and how people can get in touch with you. 809 00:41:51,475 --> 00:41:51,875 If they want to 810 00:41:51,875 --> 00:41:52,635 get in touch with you after the 811 00:41:52,685 --> 00:41:56,195 Chip White: Yeah, so my organization is Human Investment Solutions. 812 00:41:56,550 --> 00:41:59,820 So human investment solutions with an ss. 813 00:42:00,140 --> 00:42:04,190 So you can go to human investment solutions.com and see kind of my 814 00:42:04,190 --> 00:42:08,330 website because I have a full-time job and I'm doing this on the side. 815 00:42:08,330 --> 00:42:11,060 It's kind of a, I'm trying to balance between the two. 816 00:42:11,450 --> 00:42:14,420 so give grace there as you look at my website and what have you. 817 00:42:14,750 --> 00:42:16,410 But one of the things that I'm. 818 00:42:16,940 --> 00:42:21,170 That I love doing is equipping leaders to lead through coaching. 819 00:42:21,300 --> 00:42:24,020 And so I have a program that we've just started. 820 00:42:24,020 --> 00:42:28,080 I've been doing it within Michelin, in some capacity for about five years. 821 00:42:28,080 --> 00:42:32,250 Now let's say, as managers, a coach is what I do, but we do outside of 822 00:42:32,250 --> 00:42:35,850 Michelin now, something very similar called leadership through coaching. 823 00:42:35,850 --> 00:42:36,850 And so we'll have. 824 00:42:37,140 --> 00:42:41,440 In Colombia, we will be available for two and a half day seminar to teach 825 00:42:41,440 --> 00:42:46,660 you as a leader how to practically use coaching skills to create this 826 00:42:46,710 --> 00:42:51,340 posture to drive this engagement and this autonomy that we've talked 827 00:42:51,340 --> 00:42:56,190 about, and it'll be October the 3rd through the 5th, and so you can go. 828 00:42:56,810 --> 00:42:59,510 So you can reach out to me on, human investment 829 00:42:59,510 --> 00:43:01,880 solutions.com, go to that website. 830 00:43:01,880 --> 00:43:05,960 You can go into my LinkedIn under Chip White and find the page there. 831 00:43:06,320 --> 00:43:09,920 And, I would love to be able to have you there and to partner with you to 832 00:43:09,920 --> 00:43:12,950 be able to share with you what I've learned, but then also be able to 833 00:43:12,950 --> 00:43:14,510 learn from you as well as a leader. 834 00:43:15,585 --> 00:43:16,405 Dallas: That's wonderful. 835 00:43:16,425 --> 00:43:19,385 We'll put all of that in the show notes in case you're driving. 836 00:43:19,385 --> 00:43:22,875 Don't worry, we'll have those links in the show notes and you can get 837 00:43:22,875 --> 00:43:26,175 in touch with chip, especially if you could be a part of his, session 838 00:43:26,175 --> 00:43:28,055 in Columbia and in another month. 839 00:43:28,055 --> 00:43:31,165 or, and actually in a couple of weeks, that's actually, it's coming up quick. 840 00:43:31,205 --> 00:43:31,825 It's coming up quick. 841 00:43:32,055 --> 00:43:34,135 Well, chip, it has been a pleasure. 842 00:43:34,145 --> 00:43:37,605 Thank you again for being on the last 10 percent and we just 843 00:43:37,605 --> 00:43:38,705 appreciate your time today. 844 00:43:38,820 --> 00:43:39,810 Chip White: Dallas, thank you so much. 845 00:43:39,810 --> 00:43:40,860 It's been a pleasure to be with you.