To watch the Strengths Activation Vlog where Rhonda Boyle and Kyle Draper interview Paul Allen, click HERE.
Kyle Draper: Hey Paul.
Paul Allen: Thanks for having me on the show.
Kyle Draper: Absolutely.
We are delighted to have you here. Now tell us your top five ’cause we like to know what those are.
I’m actually at a company retreat with 15 people and we all have our name badges so my top five are learner, input, ideation, intellection and strategic.
Rhonda Boyle: Look at that. All five in the thinking quadrant. You little thinker, you.
Kyle Draper: I think four of those are in my bottom five.
We would make good partners, coach Kyle. Now I definitely know I need people that are so much not like me, yeah.
Rhonda Boyle: It’s true. The whole world would keel over if we all lean the same way.
I don’t know, though, Rhonda. If there were more of you, we would all smile 10 times more than we do. So thank you for being you.
Oh thank you. I love it. I feel like my woo was released when I finally took that assessment for the first time in my whole life, I felt like somebody had figured out who I was. So anyway, listen, here is how we wanna start here. I want you to tell us how your talents have led you through your career as a serial entrepreneur.
So thank you for the question. I took the assessment in 2012, I had already started seven companies and had some highs and lows, ups and downs. Some real frustrations with the people side of the businesses, obviously, as a thinker, I wanted to think and then I got competition, activation, achiever as my seven, eight nine. But I didn’t know these things, I didn’t know the language, I didn’t know my strengths and I was very oblivious to most of the talents of most of the people that I worked with. I had a very narrow lens for talent. I wanted engineers and I wanted internet marketers to help me build my businesses.
But so many relationship talents that I was unaware of, and so when I took the assessment, like you Rhonda, I was shocked and floored that this assessment understood me better than my mom, than my wife. I was like, “How in the world did they know this?” Now later, I talked to one of the engineers from Eastern Europe, he said, “Paul, you just told us 177 things about you and we just reflected it back to you in our own language.” I’m like, “So you made it sound like it wasn’t a mysterious black box?” It was like our answers to those 177 questions allow them to tell us who we are.
And it was incredibly accurate. So, as I look back on my career as an entrepreneur, I actually think my top six strengths are sequential in how I start companies. When I started Ancestry.com I knew nothing about genealogy. My learning kicked in, my input kicked in. I went to conferences, I went to libraries, I read dozens of books, I talked to lots of experts. Then my ideation kicked in. I start to see things that haven’t been built yet, that the learner and input has told me, “Okay, here is what exists, here is what’s out there.” Ideation kicks in and says, “Oh, no, no, there’s more and more and more. And here is all the things we need to do.”
Then my intellectual kick in on a long plane trip or a car ride where I think deeply for several hours in a row about all those ideas, all that popcorn. Which one should we work on now? So the intellection is kind of the depth of what really matters? Then strategic is, how do I get, who and how do we kind of all the different possible paths for it. And then once we start doing things, my analytical starts to measure and figure out what works. And so I actually think how could anyone start a company without those six in order? It’s just like those were just my recipe.
Now, obviously, I know lots of people start companies with totally different sets of strengths and then different complimentary partners to help them out. I certainly have relied upon execution partners for my whole career. None of the things I ever accomplished were on my own, couldn’t have done it without phenomenal partners who were really good at getting things done.
And you were doing that intuitively and yet now, that you have the results of your assessment, you do it intentionally and deliberately.
That is true. It’s much more intentional, much more deliberate. Sometimes I can dial up my number 14 focus when I need to, you know, I’ve got belief, maximizer, significance, 11, 12, 13. Like, I’m intentional with my tool set, I can say when do I use this, when do I not? The more important things for me, though, is understanding how other people perceive me, particularly my favorite strength, ideation.
When I was in Ancestry, obviously I was credited for founding a company, having the vision for it, but a lot of my employees, unbeknownst to me and later I heard about it, would roll their eyes every time Paul would come up with this idea of the day. It was a disruptive, unfortunately, I didn’t realize that everybody doesn’t love ideation, they don’t love that change, better idea today than I had yesterday.
And so I actually had a lot of resistance in the company. And there were pockets of resistance that were extremely painful for me and costly for the company’s future because I was kind of unbridled ideation all the time.
And so now that I can look at other people’s strengths, obviously I have partners today who have ideas. And we can just go at it and we have input and ideation, we just go at it and there is kind of unrestrained and it’s super fun for us but when we start working with folks with execution strengths or relationship themes, we’re much more careful and deliberate about how we use our strengths in their presence because we wanna help them be their best and we don’t wanna jar or disrupt their strengths and how they get things done. So it’s just incredible. I just want everyone in the world to have strengths.
I do too. I do too. And you know, you bring to mind something about how you had the opportunity to dial up or down these talents, you can nudge … you know, I say often that my pastor is happy I don’t use my communication in the middle of church. But, with your also paying attention to the people that you’re ideating with, for example, my husband has ideation number 34 and he’s an executor. So as soon as I start ideating, one time we were in the car, I saw him tense up around the steering wheel and I was like, “Hey, hey, this is just my ideation and my futuristic popping ideas out and seeing into the future, we don’t have to act now, okay?” And then the relaxing that his immediate tension is like, “Okay, I gotta start doing something here with this.” And that’s not true for us.
Paul Allen: Oh my gosh, Rhonda, that is so identical. My wife has ideation 33, she’s a Gallup certified Strengths coach and so in the past, we’ve been married 30 years now, and only in the last two years, literally, have we been able to work together on projects. And we now respect each other. This is what you do, this is what I do. She’s like, “I don’t wanna brainstorm, you just do this and I’ll just do this.” So we actually work very well together now, we’ve done lots of work, retreats for couples, we’re doing family things and she does what she does well and I do what I do. And we don’t have to force each other to be like, Kyle the way you said that was beautiful about you and your wife’s relationship. For years, my wife had a need for me to be like her, she wanted me to be empathetic and sensitive the way that she is and I probably wanted her to be my partner in ideation and the business stuff. And yet, we are much better in doing what we do best and then bringing the benefits of that together.
Rhonda Boyle: I love that. Kyle?
Yeah, Paul, I wanna ask you, I loved how every time you talk about your strengths, like I envision like this choo choo train that is Paul Allen ’cause in each strength, there’s a car. Because you literally walked us down a journey of your train track and you just move from one car to the next and I’ve never heard anyone explain it in sequential order like that. And so how … what did that kind of evolution look like to where you really could see it, all the way from like one to 14 where you can kind of pull from those …
You know, ’cause for me, and maybe I’m just … you’re really smart, I’m not that smart. So I’ve just never gone beyond my five. Yeah, I just kind of sit in my comfort zone. So what did that look like for you to go what is my low teens that maybe I’m missing an opportunity in that now you’re finding are a great piece to your success.
Yeah, I mean part of it was when I was coached by great Gallup friends who said, “You know, you’re not just your top five.” Most of the eight or 10 or 12, they’re dominant So hearing about that, you start to think, “Okay.” And then other people … you know, a lot of people who have all strategic thinking themes and I was planning to go into academia, my dad was a professor, my mom was a school teacher, I thought I would be a professor. And it kind of is a nice fit.
But then when I have competition, activator, achiever, I’m not content to just read and write and research and teach. I actually have to do stuff and I have to win. I love sports and I grew up watching sports and I love keeping score and I love keeping stats, I memorized the stats of all my favorite players and teams. And so for me, I think because I was in my 40s, mid 40s when I took Strengths Finder and because I had already had several children, I’d been married for a long time and then I’d started seven companies, I had a lot of patterns that I could go back to. So that’s where the sequential thing came from, Kyle. I started thinking about why did I start this company, I didn’t know anything about this field and what was the sequence I went through? And it just seemed to add up that it was my sequence of strengths that really answered the question.
Now, I love your choo choo train thing, I think from now on, I’m gonna think … train that I think I can I think I can. I think your metaphor, I’m gonna use that for probably the rest of my life, thinking-
Kyle Draper: Go for it.
The train has a hill to climb. And each engine that I’ve got is gonna help me get over the top. So Kyle, thanks for that metaphor, it’s actually-
Yeah absolutely. What you said that’s brilliant is, and I think your ideation probably allows you, well I guess maybe context would be more … but I think most people don’t pause long enough to actually look backwards to actually put puzzle pieces together. Like we just get so focused on what’s in front of us that we just keep messing up, new and over again and go, “Oh hey, if I just pause for a second and go, wait, what happened back there?” It’s amazing how that allows things to unfold. I mean, that’s awesome.
I wanna come in on that, Kyle, ’cause I have a thought on … so the book Strengths Based Marriage talks about mirroring neurons and how when you’re with another person, their talent or their strength may kind of rub off on you or help you. My wife has context in her top five. My wife has an incredible emotional mentor and she has traditions for our family, we always do these certain things and it’s just an amazing culture.
If they were up to me because of strategic and ideation, we would have never done the same thing twice, we would have no culture and I probably never would look back on the past. Look but this forced me to think back on our marriage, our relationship, I think that helped me to understand the need to look back on my companies and some of the failed relationships that happened in my company which were inexplicable to me at the time but now are very clear that if I had had the lens of Strength, I could have easily adapted and had much greater relationships and greater business outcomes. So I credit my wife for her context and kind of allowing me to be thoughtful about the past.
Kyle Draper: That’s awesome. No, I love that, very cool.
Mm-hmm (affirmative). So I tell you, I really wanna talk to you, Paul, about the … I know that you have a vision like I do of a billion people being coached and understanding their talents and you’re actually working on a coaching platform. So I wanna dig into that and have you share what’s going on there for us.
Well, thanks Rhonda. So, obviously, in my five years of Gallup, I fell in love with Strengths, I fell in love with Don Clifton, so the whole body of work. I fell in love with the Gallup organization and the thousands of coaches that are out there, I admire them so much. I love so many of my coaching friends, I can’t believe what incredible human beings they are and how devoted they are to helping other people find talent.
Tom Rath said at the last Clifton summit that probably the greatest talent of all is spotting talent in someone that they hadn’t seen before. It gives me the chills to think that all of these coaches with this lens and with this language are going out to spending all of their hours trying to help other people believe in themselves and see their gifts and see their unique beauty. And the world needs a huge dose of this.
You know, I just saw a infographic about deaths of despair claiming and skyrocketing in the past 20 years and that includes suicides, it includes overdoses. You know, when people are just checked out. They just don’t have anything to live for. And yet, they each have talents, probably undiscovered, probably undeveloped. So I think the coaches of the world with this tool have a chance to really save people one at a time and help them thrive in their life. And that just blesses everybody.
So, I haven’t left … I haven’t lost sight of the great need that many coaches have for business, for sales and marketing help, for technology help. There are so many wonderful coaches, including my wife, who are not going to go out and do internet marketing and selling and so they need a platform, they need a place to showcase them, they need a place to showcase their uniqueness and what talents and gifts they bring to their coaching engagement that make them unique.
And so we’re building a platform, I’ve got good funding, a great investor. I just … I can’t even believe, our lead investor and the other team investors are so strengths oriented. I won’t announce who the investor is yet but I’ll just say that he just brought strengths to many, many, many thousands of people, all his employees, their spouses, their families, his faith group, his school community. He actually said to me, and I’m not kidding you, he said to me only two months ago, “Paul, I don’t know anyone who hasn’t taken Strengths Finder.”
And I thought to myself, “Okay, there is a model of leadership, this man is enormously successful and influential, he wants everyone in the world that he’s ever met, to take Clifton Strengths.” And I just thought to myself, “How do we spread Strengths to the entire world? We find a 1,000 leaders like him. Or maybe 10,000 leaders like him who believe in the instrument so much and they see the positive impact, not only in individual life but also in teams and in business. There’s just positive impacts galore.”
So we find 10,000 people like him and all of a sudden, the world starts to be filled with Clifton Strengths and coaching because it’s not enough to just take the assessment. As Jim Clifton always says, “The magic is in the feedback, the magic is in the coaching.” And all of us that are a part of this Strengths movement realized that that magical moments that we can help people experience are life changing moments.
Kyle, like what you said-
Rhonda Boyle: No kidding.
And what the previous guest said, you know, it changed her life, Rhonda, for you to ask her to think deeply about what she wants and how can she use her talents to get there. This is just needed everywhere. And I’ll just say one more thing about our platform. As I was saying to you before the call, Rhonda, each person in this Strength movement has a different set of talents. Some are great communicators and love to do podcasting, there’s just a handful of you that are incredibly talented and devoted to that.
There are people that just do keynotes or facilitate workshops, there are people that love one on one coaching, there are people that love one on one coaching with people that consider themselves broken, maybe someone with restorative who just delights in taking somebody who’s down and out and restoring them to the … and then there’s others who say, “I don’t wanna work with people that have problems, I wanna work with really good leaders and make them great.”
So you got the maximizing coaches out there, you’ve got all these different types and each one needs a platform that allows them to do what they do best and not try to be what they’re not. Not try to do the sales and marketing, not try to coach the engagements that really don’t work for them. If we don’t align the talents and gifts of the coach with the needs of the client, then we don’t get a really good outcome. We don’t get a magic moment. There’s something in the coaching industry, as I researched it, called a chemistry meeting.
So all the fortune, 500 executives who hire an executive coach, they try out the coach a chemistry meeting to see if it’s the right fit. And so we’d like to see a platform that allows the millions of people that are just beginning their Strengths journey, they know they need a little bit of help to meet with the thousands of coaches who might be the perfect partner for them and do that chemistry meeting or at least online profiles of each person to kind of predict a really good match. Make sure it’s a good match and then make sure that that match plays out with the kind of outcomes that the clients are hoping for.
So, I’ve got a great team of technologists, we’ve got some great marketers, some really brilliant marketers that are gonna be helping the workflow that you not only need to discover your top five, you need to discover your all 34, you need to have a coach to help you and your team unlock the potential. And as that message spreads, the coaches on the platform will be able to fulfill the needs of all those clients.
I think we got a lot of people out there hearing angels singing, Paul Allen. So, when? Can I ask when, can we get a when? When are we gonna be able to start working and testing and so forth with Strengths Inc ’cause I’m like signing up number one right here.
Okay, Rhonda, awesome. So I’m in New Park City, Utah, at a beautiful resort called Zermatt resort and the folks who own Zermatt resort are strengths-based, they want to build the world’s top Strengths inspiration center and learning center. They are hosting events here, last year, they hosted 350 corporate events and they’re introducing Strengths to more and more of those. So my team came her for a three day retreat, it’s a working retreat because we’re actually trying to launch our website in the next few days. We’re trying to launch the original or initial version of the platform for coaches probably here in the next two or three weeks where coaches can begin to sign up and start to tell us and the world about who they are and what they offer.
It’s probably a couple of months before we have a full fledged launch and then we’ll start some intensive marketing campaigns to educate the world. I won’t tell you all of our strategies but I have to say, it’s been 21 years since I started ancestry.com, the internet marketing world has changed a great deal in those last 21 years. So for the last year, I’m trying to get up to speed on what works now. We have to kind of through that same process, I have to learn, I have to input, I have to look at all the tangible tools. And then we have to ideate and then we have to test and then the analytical, we have to measure what works.
And I’ll tell you, just a sneak peak, video marketing is where everything is at and story telling through video, if you think about the YouTube, the consumption of media on youtube and Facebook video, let alone Netflix binge watching and all that stuff. But the world is watching video.
Rhonda Boyle: Yes.
Coaches have stories that need to be told. And they need to be told over and over again to different audiences. If you think about all the different types of clients who have had impact from Strengths coaching, you know, I count about 32 benefits that the Gallup literature indicates that Strengths can have a positive impact on. We all know about engagement, but what about quality of life, wellbeing? Dropping out of college, there was a study on Gallup News earlier this month or last month, Tom was the coauthor, and it indicated that freshmen in college who take Strengths and had some coaching, 90% of them re-enrolled. Those who didn’t take Strengths or had coaching, 80% re-enrolled.
Rhonda Boyle: Wow.
Paul Allen: So you’re twice as likely to drop out between your freshman and sophomore year if you don’t get the Strengths experience.
Rhonda Boyle: And coaching.
And coaching. And so that’s one of 32 measurable things. What’s cool is, think about the leaders of the world, leaders of business, government, education and faith, each of them has their own kind of primary goal. What are they’re trying to do as a leader? You know, I love the diversity and inclusion movement. Oh my gosh, last July, 200 CEOs of major corporations signed on for the CEO Action for Diversity and Inclusion. Silicon Valley reports.
Paul Allen: All the major companies in Silicon Valley do a report every year on their diversity and I’m telling you, it’s not where it needs to be. There are certain populations, very underrepresented in high tech and that’s where a lot of wealth comes from. So what we need to do is stop hiring people based on what college you went to or what your work experience is, we need to hire based on talent and potential even more than we do on your resume which is easy to be misleading anyway.
Paul Allen: Those core innate values that you have, so Strengths, actually, has a potentially massive impact on diversity and inclusion. Gallup has done studies that show inclusiveness can increase a great deal if people understand each other’s strength. Doctor King’s vision of a country where we don’t judge people by the color of our skin but by the content of our character, my friend Bill Graham from New York City says he thinks Strengths will be the key to helping us judge each other by our character and our content, skin color.
Paul Allen: So I think, there are people out there who are in the diversity inclusion movement who don’t even know about Clifton Strengths. They’ve never … we did a little study about a year ago and only 10% of the United States has heard of Clifton Strengths and about 5% had heard of Strengths Quest, so the total is about one in seven people has hard of this. A long ways to go, right?
Paul Allen: So we need evangelists in every city around the world. We need evangelists in every state in the United States, we need evangelists in every country. And one of the things our platform is gonna do is put a call out there for those of you who are in the Strengths movement who want to sign up and become the evangelist for Strengths in your area. Now that might require some strategic thinking and some influencing things and then it will require relationship building with all the other coaches in your area ’cause no one person can run the whole Strengths movement in any city, school or workplace.
We all need each other but the evangelist can be the spark. Just like Mike Ritz and Kevin Cooper in Rhode Island. Holy cow, look what Rhode Island has done with Strengths.
Rhonda Boyle: I know.
Eating away to become the first Strengths based state, re-energizing the state, giving the state reasons to believe in itself again and just imagine if their leadership can be replicated in cities and states all around the world. We can have the type of world that God envisioned, a world built on the strengths of every person.
Kyle Draper: Wow, I’ll take Dallas.
Rhonda Boyle: I hear angels, angels are singing.
Paul Allen: Dallas. Kyle’s got Dallas. Okay, let’s talk.
You know, I’ll never forget, it was a theme Thursday, it was the very first theme Thursday so this is like five or six years ago. He was talking about the woo talent theme, our number two, #woo, if you’re with me. And he said, “The Strengths movement need evangelists.” And I remember exactly where I was and feeling, I call them holy ghost bumps racing all over me because truly, truly, I tell you, I am a Strengths evangelist. And you know, on the spiritual gifts inventory, evangelism is my first talent.
Paul Allen: Oh that’s so awesome, I love that, Rhonda.
I know. So it was like you know, I cannot not talk about Strengths Finder, Clifton Strengths and what it has done for me and my family. It’s a language, we are truly, truly Strengths nerds around here.
Well, I’m with you Rhonda, I love it, it’s such a blessing to everybody that is truly introduced to it and immersed in it. I kind of feel a burden because as our lead investor says, he doesn’t know anybody who hasn’t taken Strengths. Now my strategic is kicking in, I’m like, “Okay, how am I literally gonna get everybody I have ever known to take the assessment and to get coaching.” It’s everyone I went to elementary school and high school with, everyone I’m friends with on Facebook or LinkedIn. My mind is constantly thinking about how do I introduce them, do I have to gift it to 10% of them or 50% of them? How will I do that? How will I be able to finance that?
But it’s a burden, but it’s an incredible blessing. Those goose bump moments, you know what? I’ve been having those almost every day for the past several months as our team hires new people who are also feeling like led to this. There is a lot of people who feel the calling, we really want every human being to understand how truly unique and created they are to do what only they can do.
And it’s a disservice to the world if we try to standardize everybody. You have the school system, standardized testing, standardized curriculum, we just mark people through a factory model, we ignore the talents that they bring in the door on day one and think of the cost to each of us and to the world if we don’t understand and individualize their journey in life around their God-given talent.
Mm-hmm (affirmative). Well, and you bring up a good point. You said it’s like school is a factory. Well, hello, if you know anything about the school, the public education system, you know that it was created to develop people so they could be good factory workers. And a few of them, at the eight grade, would be bumped up to management. And so I think the people who are working in the schools and who are spreading the good news about Strengths based parenting and getting Strengths into … the younger the better. I was 48 years old when I found out.
Paul Allen: Amen.
That should never happen in our day and age where someone is older, where they learn what their talents are. You know, because I have lived my whole life but you know, I tell the story often about seven years old, finding my report card and having the teacher giving unsatisfactory, having the teacher say, “You know, Rhonda will not sit still and she won’t stop talking,” and then at the bottom saying, “Rhonda is not living up to her full potential.” Well, no I wasn’t because you couldn’t see my potential. You didn’t know what my potential was nor could you have encourage me to develop it because you didn’t know how.
So, I am … oh my gosh, if we could get Clifton Strengths into the early education system training in the colleges where the teachers were trained to spot talent in a four year old, what can we do then?
Right, exactly. Exactly. I came up with a six clue to talent. Don Clifton has his five clues to talent but after listening to lots of stories like yours and Mike Dauphinee telling me he got in trouble for talking all the time, he was always told to shut up, now he gets paid to be a coach and a consultant. In school, we don’t kind of label that. Well, my six clue to talent is what did you get in trouble for?
Rhonda Boyle: Mm-hmm (affirmative).
For misinterpreting what you really had to offer and they were trying to shut it down and you got in trouble.
Kyle Draper: So good.
Paul Allen: Yeah. We’re almost out of time, Rhonda, but I just wanna say one or two more things.
Rhonda Boyle: Yes, we’re good.
‘Cause I’ve been wanting to share this on a blog or an article or write an article for the Atlantic or something because the college admittance system in the United States in the 1930s, Harvard started using the SAT as a filter to keep certain students out ’cause they wanted those with high scholastic aptitude, high IQ which is kind of where the SAT test came from, the inventor of the SAT test never intended it to be used as an admission for college. He wanted it to be used for the student and the teacher to find out what the student knew already and what else they needed to learn
But instead, it became widely adopted in the United States as a college admittance exam. Now there is a book written in 1959 in the UK called The rise of the meritocracy. You know, in the United States, if you ask people, “Hey do you believe we should be a meritocracy?” Guess what everybody will say? “Yeah, we are a meritocracy, it’s good to deserve what you get.” And guess what? If the books, The rise of the meritocracy, by the man who invented the word meritocracy and he was trying to warn the world that if our view of a meritocracy is high IQ or scholastic aptitude, if you take that to an extreme where you find all the most bright people in every part of the world and make them the ruling class, the world we end up with, if you read his book, is a very violent ending.
You can’t just take the IQ talent from around the world and make them the leaders in Washington and Wall Street. What you have to do is what the inventor of the SAT test wanted to do which was create a census of all abilities. I think the inventor of the SAT test and Don Clifton both realized that there is an enormous amount of talent and ability in every human being. And if we could identify that through assessments that we could then value each person’s talents, reward it, recognize it, celebrate it and the world would be a better place.
We can’t just reward a very narrow set of people. We have to actually say, “In ninth grade, who has a great relationship strength could be a phenomenal nurse or a phenomenal manager.” You know, you gotta find what each person is gifted towards and then encourage them towards that and reward them and recognize them for it, too.
I think there’s too much money at the top and there’s all the rest of the world that we’re starting to see develop is a little bit scary. And I think the antidote to that, its inequality in the future, is to give all of us an incredible lens of the talent and strengths of everybody around us. And people that we didn’t value before, we start to say, “Oh my gosh, you have this? That is a great gift, I appreciate that.” And everything benefits when we all recognize and need each other for what we bring.
It is so true. And the assessment really quite frankly for some talent that we don’t have, the only way we’re gonna be able to recognize that as a gift and a strength is with the assessment.
Paul Allen: Right.
Because it allows us to see what that talent is supposed to look like in its best, as its best. And if it’s not there, help that person meet their needs so we can get it there because they have so much value and we need what they have in our world today.
We do. We do need everybody, we need everybody’s God-given talents in order to solve the problems of the world, all it’s gonna take is unlocking the talent potential in more people.
And then developing it, for sure. Yes, I love it. Paul, I’m so glad that you came to visit with us and I hate that we are out of time because we could … gosh, we could be here forever and so I would love to elicit a promise out of you to come back.
Paul Allen: I will come back, Rhonda, for sure.
Rhonda Boyle: Especially in a couple months again.
And I can’t wait to show you our platform and make a space for evangelists. Dallas, Kyle, was my first trip as a Gallup employee was to Fort Worth, Tarrant county where I got to meet with Debbie Kratky, and others who are coaching hundreds of ex offenders and it was a remarkable experience.
Kyle Draper: Wow.
Who use this assessment and coaching to help people with no hope to gain hope and self-competence and to be able to get a livelihood again and to reenter into society and to be productive and fulfilled. It was incredible to see how they were using it.
Kyle Draper: That’s awesome.
I can’t wait to come back to Dallas, Fort Worth and just kind of be a part of the Strengths movement as it grows everywhere.
Kyle Draper: Yes, sir. Let’s do it.
Roger Cude says, “Coaches have stories that need to be told.” Amen. And Jeff Flowers says, “Sign me up.” So I really think that you know, we may need to talk commission or something here in a minute. I’m just kidding, maybe, maybe not.
No, no, no, no, no, that’s part of our mission statement. We are a mission driven company with an abundance mindset and the abundance means-
Rhonda Boyle: Abundance.
Everybody gets a portion of what they are able to create for the whole and so there will be an affiliate program, Rhonda, you will be a powerful affiliate. You start to grow my platform.
Daniel Ferguson, he is confirming my evangelism. He says, “The first thing I’ve talked to him about.” Was Strengths Finder. I cannot not. That’s where you know you’re an evangelist when you cannot not say something. And that’s certainly where I am. And look, Melanie Schneider says, she wants to coach veterans.
Paul Allen: Nice, awesome.
Melanie, you are so needed in that veteran community. We know what tragedy that they sometimes end up in, you know, coming back after being deployed or whatever. So anyway, such hope that we have, knowing that you are out there, leading the mission for our billion and then we get to learn what our part is in that Paul and collaborate with you and come on board. So I’m just so excited to be sharing you and sharing the information about the upcoming platform.
Rhonda Boyle: So tell everybody where we can reach you.
So, a great way to reach me is Linkedin. I’m very active on Linkedin. Our website is gonna launch in a few days and my new email address will be ready in a few days but in the meantime, if you wanna reach out my email address is [email protected]
Perfect, I’ll put that up there and you’re probably gonna be inundated by the afternoon. And so anyway, I am so grateful again that you came by. So we’re gonna pop you back into the green room and see you hopefully in a minute, we’ll be off in a minute.
Paul Allen: Thank you Rhonda, thanks Kyle.
Kyle Draper: Thanks Paul.
Kyle Draper: Wow.
Rhonda Boyle: Wow, I am so hopeful. Are you hopeful?
Kyle Draper: Gosh, amazing. Unbelievable.
It is unbelievable. And you know, coaching has finally come into that place where people are starting to recognize how valuable coaching it is and that it’s not just sitting in a coffee shop, that we actually get good things done.
So anyway, listen Kyle, tell us … I want everybody to know how they can reach you, tell everybody.
Yeah, you can go to my … my website’s kyledraper.com. You can find me on Facebook at Coach Kyle Draper. And I guess, I’ll give people my cell phone number too since Paul did it.
All right, there you go. Kyle Draper with … Coach Kyle with kyledraper.com. He is a social media king and so I am so grateful that you had time today to come and hang out with me.
Kyle Draper: Me too. Thank you for inviting me back.
Rhonda Boyle: Always fun to have you, always fun.
Kyle Draper: Yes, Ma’am.
So with that, I will tell everybody, if you’d like to reach me, you can find me at rhondaboyle.com. You can also find me in the group The Very Best You if you’re interested in growing your amazing talents and strengths. Wynne Jacobson is in that room as a moderator so come on over and join us. And I have a free tip sheet for you. You can go to tips.rhondaboyle.com and I will gladly give that to you, some ideas on growing and developing your amazing talents.
And with that, we will see you next week, Wednesdays every week at 11 Central Standard Time. Thanks so much everybody for joining us and participating, we will see you next week.
Kyle Draper: Bye guys.
Rhonda Boyle: Bye bye.