Well welcome everybody to growth minded conversations, our weekly podcast where we discuss growing lives, businesses wealth and mindset. My tagline on this is usually for those people who are seeking more better different, not that you're unhappy with where you are today. And yet, you know that there's more out there for you. And today, I am so excited. Because I as the founder of growth minded conversations, as well as growth minded talent, I get the honor and privilege of having an interview with our operations manager, Amy diesel camp. Amy, welcome.
Thanks. Glad to be here. I'm excited.
Absolutely. So tell me, um, obviously, you know, people have been listening, they've heard mine, they've heard my backstory at this point, you know, if they've been following us, they've heard that Paul is in Beverly Hills and how we all got here. They told me this, because I kind of you and I added in that teaser right there in the first one with me, right? What in the world is happening in your world in your life, that led you to even be open to the opportunity, that growth minded talent?
Yeah. So this actually goes back to before COVID. It wasn't about it wasn't about the work I was doing. It was about the life I was living. And I knew that my where I was in life, what I was, how I was spending my time. It just, it wasn't fulfilling me. And I had moved back to St. Louis to be near family and to kind of figure things out and everything back in 2017 2016, and of 2016. And I left Arizona to take another job and and it ended up ending the US back in St. Louis. So COVID happened. And right before COVID happened, I had come back to Phoenix to see friends. And I, I was very, you know, at the time, I got a frickin tattoo of the state record, like I knew and I did it as a reminder to say I am coming back to Arizona, this is what feels like home to me, it is a place where I feel more authentically me than anywhere else I ever lived, ever traveled to. And if I don't feel that way, in my everyday life, and I need to, then I need a jumpstart to get me back on that track, what better way to do it than to get myself physically back to where I knew I could be that person again. And so that have that conversation, that realization happened right before COVID in February COVID hit in March. And I, I put it all on hold, I didn't even think about it, I was you know, head down, working side by side with my team, slugging it out through all the ins and outs of COVID. And we, you know, we were just all so focused on on, on making sure that we were continuing to grow continuing to provide for our clients, everything that I had tunnel vision, and I couldn't figure out as as things started to open back up and life started to feel more and more, you know, quote unquote, normal again. I couldn't figure out why I wasn't, I wasn't happy. And why if things were supposed to be getting back to normal, I didn't feel like I was getting back to normal. And that's that was some cause for serious deep reflection and in journaling and thinking about it I kept looking down at the tattoo on my arm and saying like, this is where you knew you were happiest you had this goal and you let this go go maybe now's the time maybe now is it and if not now then when? Right so so yeah, so i i it for the first decision was to make the decision to completely up in to everything and move across the country. You go and then I had to go to find a way to make money. So that's how I got with growth minded Dalat.
I love that. I love that. So tell me. Yeah, I mean, obviously, I'm pretty kind of hurt a little bit for me about about this particular journey. Yeah. Um, what was it like from your side? Having been around the Keller Williams system, right. Shorter having having hired people. Yeah. Right. Having
had on boarded. Yeah.
May or may not have followed a process? Or in? Yeah, I think if we went back and we asked her leadership, they would say, of course, they follow the process. Right. Yeah, maybe?
I think I think their understanding, they follow their understanding of the process. They followed what was comfortable, we all do it. Right. If all we followed what was comfortable in the process that we knew that we could do well,
right. And please hear me, I'm not throwing anybody. I mean, I already owned my stuff on the first one, right? I mean, like, come on. I was like, Oh, I really like each other. And let's go, let's get business together. I think. Here you are. You've known me for like a minute. And I'm like, Well, if you want to come out to Arizona, you know, I can help you with whatever. Oh, and by the way, yeah. Right. And if you want to do this, you're gonna have to get by my business partners, aka guard dogs. Yeah, this entrepreneurial, crazy over here. Um, what was that process like for you? What happened?
It was intense. I have been through similar style processes and interviews before, I thought I knew what I was getting into. And I had no idea. I had no idea. The end, I don't even know if it was now thinking and looking back on it. I don't know if I'm a different person. So going through the process, and just being willing to really go there. Now, maybe, maybe before I wasn't, so the process felt totally different, because I wasn't the type of person who was going to show up that way. I wasn't in that headspace. And I really, really, really wanted change for myself. So I knew that I had to show up in this process differently than I had been because I was going to be a different person once I was on the other side of
it. See, and now it's my turn for the shameless plug. I think what I just heard you say is you realize you're at a point in your life that you realized you needed to start having different growth minded conversations because you wanted more better different.
I wanted more better different.
And how old are they? What's that? Little cliche? Like? What Got You Here Won't Get You There? Yes, right. It's, it's a definition of insanity. Keep doing the same thing over and over again, expecting different results. Exactly. Hearing is you you made whether it was conscious or not made a decision to show up differently in this process than you ever have before.
Yeah, I absolutely did.
So take me through that. Um, what were your highs? What were the wow, I want to do that again. Or that was really cool. I maybe don't want to do that again. But that was really cool.
It was really the highest I think we're I came out of the process. Truly feeling like I was not stepping into this role as an impostor because they saw everything they knew who they were getting into business with. And they still wanted me. They you you and
you can say it's okay. Yeah, I mean, the majority of the process was done by Paula and Beverly right yeah. Um, and like when you say they saw all of you and they wanted you like the good the bad and the ugly. I mean, yeah,
tears were shed when you say put blood sweat and tears into something and to reap the benefits I feel like that's what this process pulled out. Right it I did not ask
for blood just for the record. No, no. Sweat and some tears.
Yeah, there. There definitely was and not to say that this is what the process brings it out for every single person. It just for me. It was almost kind of therapeutic. Right. I really had to do Because of the questions that were being asked, and because the questions and the interviews were structured, not to really let like surface level answers be enough, I had to really critically think deep. And doing that already, in the midst of deciding that I'm changing my life path, deciding that I'm packing up and moving, deciding that I'm putting my condo on the market. All of those things are happening, I'm boxing up boxes, and then I'm jumping on interview calls, you know, like that. Being surrounded by my life and boxes at the same time that I'm pulling out and being really introspective about what all happened in my life to get me to this point. It just, it made it so easy to truly be honest with myself and with with my future business partners, my future
team. Yep. If there were any, what were your disappointments through the process? Or maybe low points for the process?
Um, well, I think with with honesty, with true real honesty, there comes an amount of ownership right. In the end, it's cathartic because you own it, and you now can move forward to deal with it and move forward. And at the same time, you had to you have to live in that place of uncomfortability and vulnerability with people that you don't know very well, to do to get there and to have those breakthroughs. And so yeah, that that wasn't the most fun part. And at the same time, the results wouldn't have been there if we hadn't done it. If I you know, it's, it's a, it was a necessary part of the process. And so, yeah,
and is it fair to say? And I, you touched on that a little bit? Um, is it fair to say that people can show up? Do the process be authentic? And vulnerable? And not have to go through breakdown a catharsis? Yeah. Because of the timing in your life? Yes. I'm in all the circumstances that led to it. Yeah. Yes, he is a coach, that doesn't scare me. And one of our cute little cliches as coaches is you have to have a breakdown to have a breakthrough. So to absolutely break people down, it'll get them to a breakthrough even quicker, right? That's, yeah, that trainer coach side of me. So that stuff doesn't scare me. Yeah, that same time, I also don't want our listeners to think that oh, my gosh, like, five to 10
therapists all over the place. And I've done this process before, I have been on a similar style to interviews and not had these, you know, kinds of conversations and everything. And not to say that they did it wrong. I don't think they did. I think it was I was a different person at a different place in my life. I showed up differently. And that was fine. You know, I and and I was still a fit for the candidate that they needed at the time. And was Yeah, so it's, it's one of those things. I think that is
so soon, because I want to pause right there. Because it's one of the things that you and I talked about in our first podcast, right, where you interviewed me is finding the right talent. For you. Yeah. And it's also finding the right talent in the right season. Yes. Because because you were in a different season. Yeah, you've done this process before. So you were the right talent for that season with that team or with that opportunity, or whatever it might be. Yeah. And then this opportunity shows up, you're in a different season. Right. But the AMI that showed up in those previous seasons, if that was still the same AMI that showed up for this opportunity, you probably wouldn't even have the right talent for this opportunity with us.
Yes, because we've asked that's fair. Absolutely. 100
Hopefully we don't you know, go backwards. Hopefully we grow
Yeah, I think that's the whole thing. idea around helping people make the connections that you that growth minded talent once wants to help facilitate right Are growth minded business owners and growth minded talented people who want to join forces together and grow? And eventually,
can you imagine somebody working for me? That's just how hon, let's keep things the same. Man, not the right talent for me.
Right, right. It's not on brand, that's for sure. Oh, yeah.
So what did you learn? I mean, you can you can take that anywhere you want to go like, what did you learn about you? What do you learn about the process? Would you learn about our organization? What did you learn about? You know, me, Paul, and Beverly, wherever you want to go with that question?
What I learned that I actually have a bigger vision for myself than I thought I did.
For all of us, by the way,
I, once you start playing that motivation game, right, all the what ifs that turn into what could be yes. And you start talking about what could it be in the next five years? Once that, really, once I really got into that and started verbalizing those things. For myself for my career, for my personal relationships. For my finances, I realized that I wanted a much bigger life than I thought I that I thought I did. And I wanted to be in business with people that were going to let me be that big.
I had to look it up while we were talking because I know I'd miss quoted Oliver Wendell Holmes years ago, obviously said man's mind or women's mind stretched to a new idea. Never goes back to its original dimension.
Yeah, it's like a rubber band. Right? Once you stretch it out, it may you may release the tension, but it's not going all the way back to
keep it right, like over time. Yeah. Um so let's say that we have listeners out there. And this could be both sides of the coin. Right? This could be the employer. This could be the team lead the Rainmaker, whatever we want to call it, listening, and going, Wow, I wonder if I have anybody on my team who feels like they've outgrown their season with me? And how would I uncover it? Right? Or it could be that person that sitting there, like you were going, kind of waking up that day and going, hmm, I do I want something more better different. And I don't even know where to start. Right? Yeah. What advice would you have for them?
So for someone who's growing a team, and you've got talent on your team, and you are wondering where their future is? I think I have to, the best advice I've ever heard around it is ask them. Just ask them.
What's the question you would ask?
The motivational questions? We're sitting here five years from now? And what have we accomplished together? We're sitting here five years from now? And what have you accomplished with your finances? What have you accomplished in your personal life? Like if you don't, if you can't have that kind of conversation with the people that are on your team? Then you probably do have people on your team that are thinking that they want to that they're gonna leave eventually.
So would it be fair to flip that and say, if you're on a team, and you can't have that conversation with your team leader, your Rainmaker, you know what I mean? Is that fair like to go? If there's something that's blocking that open, honest, two way responsible conversation from happening right there that might be a yellow flag?
Yeah, it's it is. It's because the conversation is from someone who's the team leader, who's leadership on the team, talking to someone who they are growing and developing. The questions have to be about that person and where they're going. It's not so much about casting the vision and getting them to agree that they're in alignment. It's we're sitting here and five years, what have we done together? What have I supported you in accomplishing and what have you accomplished? And then from that conversation, what they share with you, you And then together, draw the alignments of how those goals also further the business.
So I think what I just heard you say, could be wrong. I think what I just heard you say is whether you're the person on the team that's an employee, 1099, whatever, but you're working within for someone else. Or you're the person who leads and runs the team. Either way, by asking the question, it's actually sit down with the motivational interview, and ask the questions. And if you're the person that's on the team, yeah. Ask the questions of your Rainmaker, your team leader of going, so we're sitting here five years from now? Yeah, what's happened in your business? That yeah, you say, awesome. Yeah. And finances, and then they pick their other two areas. And as the I'll say, employee, the team number whatever. Yeah, actually diving deep with your team leader, with your Rainmaker with your business owner, and finding out what their vision really is.
Yeah. And how you specifically fit into it.
And maybe you discover you don't, and maybe you discover you
don't. And while on that, right, there's no right or wrong on that. There is no, there there can be no feelings attached to that.
I mean, can you imagine staying someplace for five years being absolutely miserable? Because you didn't see, oh, my wife just kicked in? Right? You never asked the question. You thought things would change? Yeah. And then they never changed. But you also never had clarity on where you were going? Or where they weren't going. Right. One of my mentors says, you know, what, if you don't feel like you're in the right seat anymore, why are you still sitting there? Because now you're occupying a seat that belongs to someone else? And have it until
you move? Yes. And it's doing your due diligence? Yeah. And it's not I mean, just because someone just because you have that motivational conversation with someone and you find out that where they are right now the seat that they're in right now doesn't get them where they want to be in five years, it doesn't get your vision where you want it to be in five years, doesn't mean that they're also not the right person to be on your team. They're just not the right seat. Right? There are a lot of things that can be discovered and uncovered if you're having these conversations. Yeah, I love that. So. And if you don't have the conversation, your team member employee, whatever you want to call them, they will be there. They don't have the leverage the power to have to initiate that conversation. You as the leader have to initiate that conversation. So if it never gets initiated by you, your talent will leave because that's their only recourse. Yeah. Yeah.
So now that you've kind of connected some dots, played some what ifs? Yeah, even like, played some backwards. What ifs? Yeah, that's an easy one for us. Yeah, that was, that was fun. If you look at your like this season of your journey, what title? What would you call this particular chapter?
Authentic clarity. So you are, you are honor, I am honoring myself, and my business partners and the lifestyle choices that I am making for my own future. Because I am really, really clear on exactly what I want my life to look like.
And journaling does show up in an authentic way to make it happen.
And I'm willing to show up in an authentic way to make it happen.
Authentic clarity. That's amazing. Thank you. We thank you so much for joining me. Yeah, right. I love that we were able to come full circle. And you put me on the hot seat, I get to put you on the hot seat. I know I learned some things today. Because we haven't had that conversation. Right. I didn't sit down with Beverly Impala. And I know that there are some things that maybe we touched on today that as our listeners listen to them will absolutely resonate as part of their journey that's gotten them to now maybe even potentially cause them to start asking questions and deeper back into their own vision back into their own growth journey. And, and I'm looking forward to that. So I know they've already heard it three weeks in a row now, because somebody had questions if somebody wanted to reach out, connect learn more about growth minded talent solutions. How do they find you?
Yeah, to our website, growth minded talent.com. We've got great articles webinars that we've recorded on there, we've got some great informational videos as well. So you can learn about us as a team, what we do, why we do it, and how we are able to recreate successes that we that we do for our clients. And then if you want to learn more, talk more, there's a great little button that says schedule a call, and you can get right on our calendars. And we'll have that great calendar growth minded conversation with you.
There you go. I love that. And just so people know on that schedule a call, you didn't have to necessarily be looking for a job or looking for somebody to come and work for you. If you just want to learn more about our organization, feel free to jump on there, schedule a call, and we'll be happy to reach back out and connect. Yes, absolutely. Probably be aiming to be honest with you. So if you just want to schedule a site, and we'll put her to work now. Um, any last thoughts or parting comments, advice, anything like that, Amy, before we we sign off?
I think I have figured out what's going to be part of our own, like annual review process and like asking each other every year, these five year questions? Who? Yes, yeah, I
love that idea.
So there's a nugget for all the people out there. If you're not incorporating those questions, right, if you want to know what's going on with your team members, if you don't build it in and make it a habit and come ask them out of the blue, you're not going to get authentic answers either. So these questions have to be something that you bake into your every day rapport with your teammates.
I love that. That's great advice. That is great advice. Well, thank you so much for your time today, Amy, I appreciate it. I'm pretty sure I'll see us soon. I appreciate you investing. Truly your heart and your energy, not just into growth minded talent, but also taking the time out of your busy schedule to join us for growth minded conversations as
well. Absolutely happy to do it. All right. All right.
Let's make it happen. Visit our website growth minded talent.com and schedule a call with us today. We look forward to hearing from you soon.
Transcribed by https://otter.ai
