Hello, this is Jane Gardner of finding your purpose, and today we're on a mission to create awareness that being self-aware of your personality and your purpose in life, can you make you more intentional in your actions and bring you more success in your business, your relationships and your life? So let's go. Welcome, everybody, to find your purpose. This is Jane Gardner and welcome. Today on our show, we have Michelle Burke of bossibly, and she aids young professionals and business leaders to become influential, influential leaders, to maintain the strength and core values, to help them create a culture of engagement which fosters predictable results and accountability. And awesome. I love this idea. So welcome, Michelle. I'm just blown away by you have coming by. So thank you for coming. And thank you, Michelle. Thank you for having me. Jane, I really appreciate it. It's great to have a chat with you today. That's great. Michelle, one of my little things that I love to do is to ask how you got to where you are and what your purpose you feel is what you're doing now and what your purpose is. So if you could give us an idea on that, Michelle, that would be great. That's my little payment back for coming on to my interview. Yeah, I would be happy to. So I have been coaching for years, even in corporate America. I love I have people coming to me for a problem, a problem. B, this is going on. Can you help me? And I think it was a couple of years ago, a former mentor of mine came to me and said, my daughter just graduated college, her master's degree. She was working with a team. She's now a leader in her own right. And he said, so she's having trouble with this team. I know. I know I can help her, but I'm her dad. That's probably going to end badly. I don't think I should be mentoring my daughter as a leader. So would you be willing to help her? And I'm like, oh, I would be honored to do that, Mike. I would love to give back in that way. And then the same. And two days later, I had a friend of mine who's a CEO of a business. She hires individuals and she said, I can attract them. I can hire them, but I can't engage them and retain them. Do you have anything in your bag of tricks that you can give me to help me? And I'm like, this is a thing within two days, three days of one another, these things are happening like there's something here. So that's how it possibly was born. Wow. Wow. Yeah. I love the idea that you're a mentor for for your friend, because I think a lot of people are just not aware of the need for having leadership training when you're hired as as a manager or a leader. And, you know, it's great that people are actually asking you. So this is amazing. Michelle, do you have an idea on maybe a story that you could tell us about one of your how you've been able to have the success that you've had with leadership training? Yeah, so it's a combination of training and coaching. And we were working with an organization right now who is scaling. And part of that scaling means that they're looking at increasing the revenue going from a two million dollar business to a ten million dollar business. And that that in of itself is tricky. When you have people that do they understand the vision, the purpose for the organization. And so this woman owned business has wonderful people on her team. However, they're not all. So let's use the boat analogy. They're all in the boat, but they're not rowing in unison. There's there's challenges, there's conflict. They're not working together. They don't understand their roles and responsibilities. And so while these they have great team members and teammates as part of this business. They're not positioned to scale. They don't have the processes in place, they don't have the roles and responsibilities delineated for the different individuals, they don't know how to handle conflict. And then they, the leaders of the business, are not showing up in a way to navigate where they should go and how they should get there. Wow. So so what when you come in to talk to them, obviously you find out what's wrong and then what's what's the first step. So they had no information on the roles and responsibilities of each of the team members. That's that's that's correct. Now it's not good. And so the first step is usually some type of assessment. Now, Jane, you and I were talking about the assessments are great. It gives you some insight to what's happening, what's happening, what's going sideways, where should they focus first? And provided they have their mission and their vision, they know where they're headed. And that and that they actually had that. They also we did a values exercise. So what is the organization's values? So do they have the right people or are they aligned with the people on the bus? Do they have the right people with the right values on the bus? Are they working with the right clients? And there were some situations where they weren't necessarily working ...
