# Swell AI Transcript: Chris Ramsey (First Edit - Intro FIX) - Your Finest Hour.mp3

SPEAKER_03:
Welcome to the Beyond High Performance podcast featuring content and conversations from me, Jason Jaggard, along with our elite coaches at Novus Global, their high performing clients, and the faculty of the Metta Performance Institute for Coaching. On this podcast, you'll hear some of the world's best executive coaches and high performing leaders, artists and athletes discuss how they continue to go beyond high performance in their lives and businesses.

SPEAKER_05:
Welcome to Your Finest Hour, a series of interviews going behind the scenes with world-class leaders and their coaches on how to make the most out of coaching and life. I'm David Miller, Chief Expansion Officer at Novus Global. Today, I'm joined by Chris Ramsey, Vice President of Operations at Denso, and his executive coach, Deb Foy. Denso and Chris are driven by two missions, carbon neutrality and zero traffic fatalities by 2035. I think you'll agree, those are huge goals. And Chris is a walking testament to the work and dedication that is being put into these causes every single day. I've seen it myself as I had the opportunity to tour one of their facilities and train a portion of their team. This is a unique episode, as Chris not only took advantage of an executive coach for himself, but then made the decision to spread the gift of coaching through his entire team. And if you're looking for tangible results, Chris credits this move with eliminating unnecessary overtime on his team in just six months, saving Denzo millions. It's an example in a long list of incredible results Chris and his team created. We can't wait for you to hear it. Let's jump in.

SPEAKER_01:
The wait is finally over. Our new book, Beyond High Performance, What Great Coaches Know About How the Best Get Better, is available for purchase wherever books are sold. This USA Today bestseller is more than 250 pages of expertise, anecdotes, and insights from Novus Global coaches, as well as faculty from the Metta Performance Institute for Coaching. We are so excited to put our proprietary framework that has helped thousands of leaders achieve more into your hands. And we can't wait to see how you'll use the book to enhance your life and leadership. To learn more and obtain this essential resource for yourself, visit novice.global forward slash book.

SPEAKER_05:
Chris, Deb, it's great to be with you today, often on your finest hour. We're talking with individuals about the impact that coaching has on them specifically, but today we're in for a treat. Today we get to look at the impact that coaching has on an entire team. And so Chris, as we dive in, I'd love to start off by hearing a little bit about Denso and then moving specifically into more about you and what your team is working on. And now here's the thing. You have full permission to brag here because I've been on site at one of the sites for Denso and you you are truly working on some incredible things, your team specifically. And so and so don't don't hold back or I'll call you on. Hey, man, a little more bragging, please. So tell us about Denso. Tell us about your team. Sure.

SPEAKER_06:
So Denso is not well known in the global market other than we're the second or sometimes first largest automotive supplier in the world. We're really a mobility solutions provider. We have two great causes, green and peace of mind. And what we mean by that is by 2035, we're aiming for carbon neutrality and also zero traffic fatalities. So we have a real mission and purpose driven company that I love to work for. My team specifically here in East Tennessee, we're a big part of that in our North American region. And we manufacture many of the automotive parts that go on virtually every car that's on the road. You probably cannot find a car on the road that doesn't have a Denso part in it or on it.

SPEAKER_05:
That's amazing. And how interesting is it to have a company that, as you said, maybe is not incredibly well known, but you have a part, there's something from Denso, you know, that's a part of almost every car on the road. And yet, so many hadn't heard of Denso. And I'll tell you, I hadn't heard of Denso before actually coming in and starting to coach and work with your team. And then to actually, as I mentioned, be on site and to see the scope of what you're working on. And I mean, it was just it blew my mind to kind of go, wow, this is happening in my backyard. And I had no idea. Really incredible. And I don't want to overlook, will you say again, you know, the two initiatives that you're working for? Because If I'm listening to that and I'm hearing you right, that will be a game changer, not just for the car companies, but that's a game changer for anyone who's, you know, writing or driving a car. So I would love to hear that again.

SPEAKER_06:
That's right. I mean, we're trying to create harmony in society, so we don't want to just be a company that manufactures or produces. We want to be a partner with society. So our carbon neutrality by 2035, leaving no footprint for carbon And also zero traffic fatalities. So we tell our associates on a day to day basis, you know, yes, you're in here making parts that go go on cars, but really you're making safety. You're making something that keeps people alive and comfortable and also thriving in the world. That's our goal.

SPEAKER_05:
Wow, that's really inspiring. I want to dive into some of the timeline around your coaching experience. And so, you know, first, I'd just love to hear how were you connected to Novus Global and specifically to DEP? Sure.

SPEAKER_06:
So honestly speaking, I was assigned through a class at first to the Novus Global team. Right. So I didn't know really what I was going to experience. I'd been through several different leadership programs before with my company. But I tell you, you know, I was open to a whole new world of how I could think and how I could imagine myself and my team to be through working with them.

SPEAKER_05:
I'd love to even hear first, like when you say you were assigned, was this like a it was like a supervisor of yours or is it was H.R. from on high that said, hey, here's the way to do that. Yeah.

SPEAKER_06:
So our H.R., our corporate H.R. team, you know, we're looking at the talent in the company and who needs, you know, that next level development to reach their full potential. And so from time to time, it depends on the level. We'll get assigned to take different trainings or leadership programs so that we can bring more value to the company. in that way.

SPEAKER_05:
Yeah. And you mentioned being open to a whole new way of thinking. And I'm curious for you in your specific story, how you were impacted with the coaching experience. Give a couple of those aha moments, those moments that it felt like, oh, that's that's a different way of thinking.

SPEAKER_06:
Right. So I was an athlete, if I can use that word growing up. I played baseball and, you know, I was used to coaching, uh, hard coaching, difficult coaching, but the goal was to win a championship. You had a destination, right? There, there was only one destination. It was the championship. And what I really got from Deb was, is that there is no destination. There is only what we can think beyond that. So yes, we can hold a trophy, but there's always going to be something else. If you really want to reach, reach your full potential, you've always got to be pressing. that next level, working in the dark, working in the abyss of the unknown to find out what's truly possible for you and for the team that you work with.

SPEAKER_05:
Yeah, that's really good. Deb, as you got started specifically working with Chris, I'd be really curious around some of your notices and then maybe even some of the breakthrough that you saw in him along the way.

SPEAKER_02:
Yeah, I remember Chris, when we started working together, I would say he started to really date and flirt with what was possible, and then he fell in love with what was possible. And as he wrestled through some of those things, I believe like the whole limiting belief concept really took you by storm, I would call it. And when we started digging into the limiting beliefs and what was holding him back, that's when things really started to open up. Would you agree, Chris?

SPEAKER_06:
Totally. I think, you know, recognizing what those are for yourself, for others, it creates a conversation around something tangible that you can talk about rather than just saying, We can't or that's going to be hard or that'll be tough. Why? What's really holding us back? What's happening in our mind to bring that situation about that matter?

SPEAKER_05:
Yeah, and I even like when I'm working with clients, it's not only why that I think that not enough people are asking that question, but it also then moves into is that actually true? Is this belief that we hold that that's going to be hard or that my supervisor would never let me do that or, you know, fill in the blank with whatever that limiting belief is. the amount of times that that's actually a story that we've just told ourselves that actually has no place in reality. And so to examine it and to look at it from different angles and to test it, and then you all of a sudden can realize, hey, actually, either A, it's not as hard as I thought it was, or B, it was never. That was never true in the first place. I just somehow caught that. Do you, Chris, I'm putting you on the spot, but do you remember any of the limiting beliefs that you walked in with?

SPEAKER_06:
Yeah. So for example, I think that's where experience in some ways experience is a great thing to have, but it also can build this library of stories or images that create this limiting belief. Like, well, we tried that so many times before, or I remember when I was in this situation, I did this and then it resulted in this. So then you start to build this dialogue internally. Uh, and then after a while, that experience that really is valuable, can sometimes turn into the thing that you can't move out of the way that you can go further.

SPEAKER_05:
Yeah, that's really good. Deb, anything that you would add to that?

SPEAKER_02:
I just think that when you talk about the team and the culture, that's exactly what they kind of lean into, not just at Denso, but other places that we get to work. And how does that continue to get in the way? And we get to go and partner with Chris and his teams and kind of explore that and eliminate that from the equation.

SPEAKER_06:
Well, and I think that to, you know, the looking good part, right? So when we first started working together, I probably would have said, I don't have any limits. I can do anything, right? I'm going to challenge anything. But the reality is. I didn't recognize that I had these beliefs that were telling this scenario or story in my head. It was holding me back. Truthfully.

SPEAKER_05:
How long were you individually coached before you decided to bring coaching into the team that you lead?

SPEAKER_06:
So we were in a program, so to speak, for about six months that we worked through. Then as I ended the time with Deb, you know, that I was I was like, why does this have to end? I kept asking myself, I was like, and also, why should this only be shared with me? Because I saw the merits of The possibilities with others that were struggling with the same things that I was struggling with in my team in my organization. And it was like this gift that I wanted to be able to share with them and I was trying to figure out how do I continue this? What's the best path forward?

SPEAKER_05:
And so you made the decision to invest in coaching for, you know, beyond you and into your team. Walk us through a little bit of that decision. And then what were the next steps? Like, how did it go from you to, you know, your team as a whole?

SPEAKER_06:
Sure. So in the particular scenario that I was in at the time, we were really challenged with high overtime in this one particular plant. And I knew that if we could solve this problem, it would mean not just, okay, we reduce overtime or give work-life balance back to some of our associates, but it would really help us break through in so many other areas that we could tackle. And so then I looked at, okay, who are the best people that can contribute to victory in this situation or breakthrough And then I said, OK, let me get those folks involved. I think if they were exposed to this kind of coaching, not only could we break through, but we could help others break through. So I selected about 21 individuals and then I decided, you know, I was individually coached, which is great. Quite frankly, it's one on one coaching is great, but we actually put these folks in three person teams. And so that was a new experiment for me, at least. Right. not only are you getting coached, but your peers are being coached right beside you. And so then this whole kind of environment of like this peer to peer coaching started happening that I didn't know would happen through this scenario. So, I mean, it really helped us break through, help people make so many recognitions that they were kind of blind to in the past. And I think, you know, the results spoke for themselves. I mean, that particular challenge, We ended the unnecessary overtime in our team and this particular team within a matter of six months, you know, that, and to give people context. I'm not talking to like one, one department of like 10 people. I mean, this is an organization of almost a thousand people that we turned the ship around on. So, and then, you know, how to carry that through to the other teams was then my next goal. But that initial engagement with those people in my team, you know, they were really grateful for this opportunity. Not at first. But after they had been through it, I could tell the gratitude they had, you know, and the love they had for the gap.

SPEAKER_05:
So I love that you said that, because I was on my mind as like a next follow up here, which is how did the team respond when they were offered coaching initially?

SPEAKER_06:
Yeah, I think they all took it maybe similar to the way that I got into it was like, OK, I have a job. This is something going to be extra, you know. So, you know, coaching, what do you mean? Like I'm middle aged, I don't need coaching or whatever. I've got lots of experience, but, um, I think they started to quickly see the benefits and the conversations around our organization. Really different empowered language. Um, uh, not about discussions about the barriers seem to melt away and start to be like, well, okay, well, how could we do this? Instead of thinking on why we couldn't do it. So I mean, there's just those little bitty twist of the word and thought changed everything.

SPEAKER_05:
Yeah, that's wonderful. The experience that you're that you're mentioning, I think, is a common one where when someone else suggests or in some companies, right on teams, it's when someone else says you are going to get coaching, we can have We talk about limiting beliefs. We have stories that come up where it's like, well, wait a minute. What makes you think that I need coaching? That's a question that I've received as a coach. I don't know why my supervisor thinks that I need this. Are they saying I'm not doing a good enough job? Or is this an or else? scenario that if I don't step up in a way through this coaching, then X, Y, and Z will happen. And as coaches often, and then as leaders, it's part of our role to help someone to kind of go, wait, wait a minute, there's another perspective here. Rather than feeling like this is a punishment, what if we actually viewed this through the lens of this is an incredible opportunity that this leader sees so much in me that they want to invest in me. that the team sees that I'm capable, that I have so much at my fingertips, that with a little bit of like, you know, we always say in the coaching world, pouring a little bit of gasoline on it through coaching, like incredible things can happen. And you already started to mention some of the shifts that you saw in language, you know, moving into, you know, from, you know, either that would be hard or that won't work to now starting to think more about how it could work. And that shift is so powerful. What other shifts Did you see in your team through this process?

SPEAKER_06:
Yes, I think that one of the start differences was the peer to peer interaction. So within an organization, you have departments and the tendency, even though they know their first team is their peer, the leaders tend to stick to their own little teams. And, you know, then all of a sudden now the organization that you see as a group, is really fractured into so many different pieces. Right. So what I started to see was the peer to peer discussion, and then they would go off into a room by themselves without me and have some, you know, debate or discussion around, you know, how could we challenge this? How could we think differently? What how can we engage others? Also, I think then I started to see the conversation being brought into other elements of the organization outside of that organization. So you had a lot of teammates that hadn't worked together in a while from other manufacturing plants, and they were reaching out and having different kind of conversations. So I think it really opened up a whole new world of what is possible for each one of them.

SPEAKER_04:
Hi, my name is Mike Park and I'm a proud graduate of the Metta Performance Institute for Coaching. The faculty of the Metta Performance Institute not only provided the training, tools, and experience to learn how to coach people toward powerful growth and thrilling results, but also advocated for that kind of growth and results in my own life. unique opportunity to have world-class executive coaches invest in my development both professionally and personally. It's a privilege to be part of a tribe of coaches fiercely committed to exploring what we are capable of together. If you're looking to become a coach or to set up your coaching practice to reach the next level, I highly recommend the certification from the Meta Performance Institute for Coaching. To fill out a free assessment of your abilities as a coach and to connect with someone to find out if the Meta Performance Institute is for you, check out www.mp.institute.

SPEAKER_05:
Deb, we talked about some of your initial notices with Chris. I'm curious what some of your notices were with that initial team at Denso that we were coaching, and then again, maybe some of the shifts that you saw, because I guess if I pull the curtain back a little bit about our process at Novus Global, we do individual coaching, but when we're coaching in either entire organizations or entire teams within an organization, we typically have you know, someone who is like the lead coach or kind of the person that that leads the charge. And that was you within the context of Denso for so much of it. And so you started recruiting some of our coach. We have, you know, 40 plus coaches in our organization right now that are all trained in the same modality of coaching. And so you had the opportunity to not only get to know the team at Denso, but to really play matchmaker and leader within the context of what coaches were going to be working with which groups. So talk a little bit about that experience and that partnership that you had with Chris.

SPEAKER_02:
So just to brag on Chris a little bit, like the results and the momentum and the passion and the love that he has for his team was just really coming through. And I think what I was experiencing is the thirst of the work was being shared because of his passion, because of the results and the life work balance that was coming back. It was like they were coming alive. And so our team was getting really excited around the results and all that was going on. So we were able to, through client services and Novus Global, work through who were the right fits from our coaching team, like how many hours of reps did people have and who were the best fit to actually team up and partner with the different teams, right? Like Chris was saying, we had multiple groups three people, and so who from our team had the experience and the depth and knowledge in order to team up and partner to then continue the momentum of getting the results. And that was a fun experience that we got to explore, we got to do new things. I love when we got to spend the day with you guys, Chris, and all the fruit and what was produced in that space that continued the growth and the journey of transformation for those teams and individuals.

SPEAKER_06:
Deb, just to add to it, I think that's it. You can see that people started to love the journey and understanding that we're not just trying to get somewhere, but we're going to do this continuously. I think just the challenge in each other's conversations, the positive words of Thinking differently than they've ever thought before, uh, really made a difference in, you know, their team, but also. I think the level of debate increased meaning positively many times we'll debate and everybody, everybody wants to be right. Everybody wants to be right. And that, that makes you feel good, but you started to see through those type of, uh, dialogues also that they understood, well, we have a common goal. So how do we get there? Maybe I feel I'm right, but in the end, we got to go to this place, not my place.

SPEAKER_02:
I'd also like to add, Chris, that an important part of the coaching experience is that you coach the entire person. And so you were impacting their entire lives, not just the Denso part of them. And they were feeling that love and experiencing those shifts and changes at home and in their personal lives, which then just enhanced them coming to work and going, I love this company who's investing in me as a human being.

SPEAKER_06:
But if you remember, we talked about my daughter, right? She was looking for an internship for the summer to expand her capabilities and, you know, could have taken an internship locally. But I asked her, like, what's your dream internship? And she said, well, I want to work at, for example, Nike. And she didn't end up working at Nike. But that thought that thought of what is possible, she ended up working with another internship. that was much far away from what she thought she was actually going to do. Just having that conversation, I mean, the thoughts around it could just change the way you think about life and how you can approach each and every day.

SPEAKER_05:
Chris, as we explore the impact that coaching has had on your team, I've become a little bit of a leadership nerd over the years. I love studying incredible leaders, and I've had a chance to interact with you and the way that I see you with your team, and I would put you in that category. And I'm curious, as you think about the vision that you have for yourself, and your leadership, the way that you want to impact your team. Give us a little bit of context, because in some ways, again, we heard Denzel's vision, and it's huge and it's going to impact the world. And I think that's amazing. And you get to be a key player within that. I'm just really curious around your vision as a leader and the way that you're impacting the people that you serve.

SPEAKER_06:
Right. So my personal leadership philosophy is I want to leave things better than I found them. And then also I want to help others reach their full potential. And I made that kind of those two points maybe 10 years ago, but I really didn't understand what it meant to help others reach their full potential. And I'll tell you why that is, because, you know, I strongly believe in our company's value and mission, but it's not going to be reached by me. It's going to take everyone. So my role, my purpose has to be, how do I get the others? going towards this direction and reaching their potential such that we can impact the world, right? So again, business is business and everybody wants to talk about sales and profit. But in the end, we're trying to make this world a better place. So how do we do that? Right. So that means that people have to unlock what's possible for them. And so I see that as my role, my mission. And if we're going to reach the carbon neutrality by 2035 and zero traffic fatalities, I want to be a part of that. I have to help everybody else get to that point where we can make that possible.

SPEAKER_05:
That's good, Deb. You know, we talk a decent amount at Novus Global around the way that our clients impact us. And so as coaches, you know, we obviously hope to have significant impact on the people that we coach and to, you know, whether that's inspiring them to have new stories and new way of thinking to accomplish things that they never thought were possible. There are so many, you know, aspects of what I mean there. But in my personal experience, every person, every team that I coach, you know, I learn, I walk out with new thought and I've been impacted. And I'm curious, Deb, for you, as you were coaching Chris, as you led the charge and coaching so much of the team at Denso, you know, share a little bit of the impact that Denso had on you.

SPEAKER_02:
Well, Chris in himself continues to inspire me as we continue, like, what's the next round? How can we continue to go to the next level and next gear? When these guys came to us with some of the things that they were up to, that was super challenging as a coach, like, oh my goodness, you guys are up to huge things. And so that really challenged me as a coach, like, well I really want them to crush their outcomes and so it upped my game as a coach. Like it challenged me and kept me on my toes if you will and you know I'm as good as my last session with a client and Denso has made me a better coach because of what they've been up to and just continue to up the game.

SPEAKER_05:
Yeah, you know, I'm consistently inspired by the people that I coach when they have something like, I don't know if this has happened to you. I mean, you're kind of describing it right now, Deb, but I know I've experienced and we've talked with other coaches on the team that have experienced such an audacious and wonderful and outside of the intuitive fence goal that an individual or a team has. And I'll be honest, there have been times as a coach that I'll go, Huh, I wonder if that'll happen, right? Because even as a coach, I'm confronted with my own limiting beliefs, right? And so to be a student of the work that we walk our clients through and then to watch as as clients like denso and so many others not only accomplish the vision but sometimes blow that vision out of the water and then you being really intentional because what happens very often with this concept of meta performance and but the idea that i'm talking about here is. is that like, you know, to metaperform is to is to be asking the question, what comes after high performance? We're already the best at what we do. Denso, though, as we established in the beginning, not a company that that everyone has heard of, which, again, is mind blowing because everyone has experienced Denso. So already at the top of the game to decide that you're going, hey, is this it? We have parts in every car that people are driving. Is this, have we won already? Or is there more to establish? Yes, there is more. And then to make a full-on run at that is so inspiring and so incredible. I'm curious, Chris, you had said a little bit earlier, you know, hey, like most people when they're talking about companies, they want to talk about sales or, you know, kind of some of the bottom line. But what it's striking me as we're talking is that this vision that you had for your team, even that vision of, you know, getting rid of or what was the language that you use there, you know, ending unnecessary overtime and, you know, and then hitting some of these guys, you had some goals your your team was hitting to that you were able to move timelines up. And like, do you feel connected to what the the financial impact of that would be? Do you have any roundabouts on how that affected the bottom line of the company?

SPEAKER_06:
Yeah, I mean, we're talking millions, you know, several several millions of dollars in that realm. So and I talk to my team in respect of like business is complicated. Right. But there really are really three elements that are going to impact. You have to have safety, quality. You don't have that. You have nothing. Then you have to have a sustainable business model, which is, you know, that's that's where you get the results, right? That's where you you bring the results. You have to have sustainable business. And then you have to have that awesome culture. That's the third piece, right? And if you put those three together and you're successful with those three, that's where the impact and legacy can come in. That's where carbon neutrality, zero traffic fatalities come because if you just do those three, okay, great. That's high performing. So what? But the next step is the legacy and impact that you could leave on the world. And I think that's, you know, that's, that's what I, how I connect to it is that Why do we need to make changes? Why do we need to add value to our bottom line or our associates or our culture or our safety or equality? It's because we want to make the world different. We want to make the world better.

SPEAKER_00:
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SPEAKER_05:
Yeah. And the thought that as a leader, you not only by investing in your team impacted their lives, right? I mean, you impacted their lives in a way that moved into their families, that moved into so many other aspects of who they are as individuals. And by doing that, you impacted the bottom line of Denso by millions of dollars. And it seems so often like within leadership, it feels like you have to choose one or the other. So many leaders are, I think, wrongfully deciding, will I have impact? or will we have, will we make the numbers? And what's been beautiful about working with you, Chris, and hearing your story, and then seeing, I've had the chance to coach within Denso myself, and to see the impact that's happening within not only, again, every individual, but by impacting that individual's life. We're impacting the bottom line of the organization and having profitability and that i think is if more leaders and organizations if more teams would lean into that as a concept it would honestly i think revolutionize the way that we view work. today, because the sad reality is that team engagement scores are way down across the world. It's not a denso. Across every industry, reading through books, Gallup talks so much about how disengaged employees are. And that was actually in their study before COVID, and then they have a new one after COVID, and it got so much worse. And a big piece of as they're asking questions a big piece of where that disengagement is coming from is the belief that. My supervisor my company my boss they see me as a cog in the machine rather than a contributor like an individual contributor that has merit and value. And what you're doing, Chris, is that you have engaged so much with that person that's on the line, that person that leads that part of the process, that individual who is in the meeting with us. If we can impact their life, then their engagement at Denso will increase. Their buy-in to the mission as to where we're headed will increase. And I'm curious how much of that has rung true for you. Have you been noticing that? In what ways have you been noticing that within your specific team and maybe even you as an individual contributor yourself? How are you seeing that lived out?

SPEAKER_06:
You can see people are starting to bring their whole self to work. You know, it's not just like, well, I'm a participant or this is what I got to do today. It's now it's changed to I get to do this today because we're going to make a difference. And I think you brought up a key word, which I want to give dev kudos for. She challenged me so much on curiosity and being curious. All right. So you talked about either or mindset. So we talked about that a lot. Oftentimes we got in those situations. Well, it's either we can do this or we can do that. What about both end? Can we get curious around both end and see what's possible? Maybe you fall short on some level could be. But if you challenge it with that curiosity, I think that's where you start to see people getting really engaged, open the door to curiosity, and then they can think about, well, what's holding me back? What's my real current reality? And then where do we need to go from here? So I think that will increase people's engagement, not just the people we're talking about here, but everybody that person comes into contact with. It's that multiplying effect that we want to create. Right.

SPEAKER_05:
Yeah. And you talked about it even earlier as you were talking about the impact that coaching has had on your team. And based on what you just said, I'm thinking of this word contagious. Like, I think that engagement and quite frankly, disengagement is contagious. My experience as a leader and as a coach is that success is contagious you know when you see a team that is being successful when you see a leader that's accomplishing things that everyone thought was impossible to accomplish all of a sudden you start thinking to yourself wait a minute like what are they doing that i'm not doing how can i be successful in that same way what would shift in me if i were working on chris's team And so I remember working with one of the team members, and he's one of the senior managers at Denso. And one of the games we were playing was, what if the best and the brightest within Denso were clamoring to be a part of your team? Who would you be as a leader? How would you need to function as a leader in order for the best and the brightest, not only to not have a lot of transition off of your team, but for you to have a waiting list of people who are clamoring to be a part of what you're doing because of the way you engage with the team, because of the way you resource them, because of the way you see them and that you understand that they are more than a cog in the machine, that they are individual contributors with visions of their own, that they have something to contribute, that without them being there, it wouldn't happen. And so even within like an industry like where you are within Denso, but as you're talking about the difference of either or thinking and you're thinking about some of the binary ways that that, hey, well, we tried that before and we can't do that again or or we're not sure if this would work. People need to understand we're talking to a company of engineers that are trained often to think through you know how few steps towards six you know it's word accomplished word success and and so to be able to like keep that as a as a tool and a gift when you're making a component. But then to be able to break out of that mindset when you're thinking about impact and leadership is is an incredible feat that I've been really impressed to watch Denso continue to, you know, it's like cracks and it's seeping out into the organization as a whole. And I think a lot of it is starting with your team where your team has you as individual and then your team are you're doing something that is contagious and there's something really beautiful there. I'm curious for you, Chris, what's what's next? You know, as you as you think about your impact and the way that you're investing in the team. And again, this is more generally around leadership. You know, maybe it has to do with the way that you're going to invest in coaching moving forward. But I'm curious for you, what's the next iteration of of you investing in the team at Denso?

SPEAKER_06:
Well, first off, you both are way too nice. Thank you very much for your comments. I think what's next is We have to continue to find the breakthrough moment. So I think coaching and development, it cannot be these moments. It has to be this perpetual model. Right. So you think of all the greatest Michael Jordan, Kobe, all these different top tier performers, even they had coaches, even they knew development was part of it. And I think knowing that. As a part of everybody's life, I'm willing, you know, right now I'm working on what does that look like? Devin are working on what does that look like for everybody? It may be different, right? So some people might need. Might need direct one-on-one coaching. Some people may need some challenge project with guidance. You know, these are the things that we're talking through, but I think the key point is. You talked about the vision for everybody, you know, what is that person's vision? Understand their vision, what they see for themselves, and then also explain to them what you see is possible for them. That was one of the things that we actually did as an experiment going into this first triad group that we had was had each of the leaders of these individuals write down, you know, how do you want to see this person and how do you see them now? And we got so much feedback from the coached individuals That was one of the most impactful things because sure, we have conversations about performance or how you're doing, but to share your long term vision for someone in the context of how you see them being able to impact others was really powerful to those individuals.

SPEAKER_05:
I think that's really great. Switching gears here a little bit, I'm curious, you know, we've established a couple of times as we've as we've been talking, Denzel actually has a pretty decent development culture. where they have – I remember when Deb and I were on site just a few months ago, there was an emerging leadership internal conference that was being hosted. And I think you were actually going to be one of the speakers at that. And so Denso is investing. I'm curious, maybe for the listener that's out there that's thinking to themselves, well, we do these things already. internally in the way we develop our people. And these things are really good. How would you juxtapose your experience with internal development and then the bringing in of Novus Global as a coaching partner?

SPEAKER_06:
Well, I guess the way I can frame it is first, you have to understand what your development system is. You have one, even though you may think you have one or you don't have one. You have a great point, right? Then you have to understand, OK, like I mentioned, Development is not cookie cutter. Not everyone can reach their potential through the same method. Some may, and that's perfectly fine, but you have to understand your system of development such that, along with the individual needs, and I think you have to marry those two thoughts together. So understanding the individual, have a system that you can recognize what your development is, but also be willing to think, okay, well, You know, we already do, like you said, we already do these particular things that should be sufficient, right? But are you getting the results that you want to have? Are you reaching the goals or breaking through the barriers that you think you should be breaking through? If not, I would get curious about what that development system you currently are employing is. Not a judgment, just, you know, let's get curious about what it is.

SPEAKER_05:
That's really powerful. You know, Chris, Deb, I really have enjoyed this conversation. And Chris, for you, the way that you so obviously care about your team. It comes out as you talk about them that again it's not just what they're gonna do for you or what they're gonna do for the company but it is who they're gonna be as as people and that that is a beautiful way to approach leadership i'm curious as we wrap up our time. No i want you chris will be like a word of wisdom or a final thought that you would leave our listeners with as we wrap this up ok so.

SPEAKER_06:
I really refer to this quote from Arthur Ashe quite often. Start where you are, use what you have, do what you can. And in essence, what that means is, what is your reality? Recognize that reality. Then get curious about what's around you, what do you have? And then take an action towards, take a bias towards action. That's the key, right? Move forward. The journey of a thousand miles started with one step.

SPEAKER_05:
That's beautiful. Deb, I want to I want to throw that same question over to you as we've been talking about the impact of coaching. You know, what would be kind of a final thought that you'd have for our listeners?

SPEAKER_02:
What comes up for me is what is possible. And if you're continuing to ask yourself, what am I capable of and what do I want to just kind of lean into that and find it out, get curious, stay curious until you find it, until you actually achieve it.

SPEAKER_05:
Yeah. And so for those who are listening, maybe today you are starting to unlock a little bit of what's possible in and through your leadership. It's possible that you have a goal and a vision that feels like something that no one's accomplished before, something as audacious as carbon neutrality. I mean, wow. We would invite you to sit in that and think through how will you develop yourself and your team towards such a beautiful and audacious vision. We hope you have an incredible day and thank you for listening.

SPEAKER_03:
Alright, we have a few more things to let you know about before we go. First, podcast reviews really help us serve more people. So if this podcast is helpful for you, we'd love your help to get it into as many leaders hands as possible. Please leave us a review even if it's not five stars. And if you really want to go the extra mile, let us know what you'd like to hear more of or what you think we could do better to serve you and the people you care about. Okay, second, We have more resources for you online and they're all free. We have free assessments, educational videos, articles from sources like Fast Company, written by our coaches and clients, all designed to help you use our tools in your everyday life and leadership. To dive into the free treasure trove of goodies we have for you, go to Novus.global and then click on resources. Some of you have been listening for a while and you haven't yet taken that next step to hire a coach. This is your time. I can't tell you how often I've heard from clients around the world that they wish they would have talked to us sooner. If you have a sense that you're capable of more, we would be thrilled to explore what coaching could do for you and those you influence. Simply email us at begin at novus.global or click the link in the show notes. You also might be listening to this thinking, Maybe you want to be a coach, or maybe you already are, and you have a vision to build a six or seven figure practice coaching people you love in a way that brings life to you and your clients. Well, that's why we created the Metta Performance Institute for Coaching. It is an in-depth coaching apprenticeship designed to help you create the coaching practice of your dreams. The first step in exploring that is simple. Just go to www.mp.institute. There we have free assessments to help you see what kind of training you need to create the coaching practice the way our coaches do at Novus Global. Finally, this show was produced by Rainbow Creative with Matthew Jones as Executive Producer, Steven Selnick as Producer, and Rob Johnson as Audio Editor and Engineer. We love working with this team. Find out more about how to create a podcast for you and your business at RainbowCreative.co. Thank you so much for listening. We love making these for you. And remember, dare to go beyond high performance.