Amber Stitt [00:00:00]:
Hello and welcome to Pathways. I am your host, Amber Stitt, and today we welcome Kyle Gillette to the show today. Welcome, Kyle.
Kyle Gillette [00:00:07]:
Hey, Amber, thanks for having me. I appreciate it.
Amber Stitt [00:00:09]:
So, Kyle, you are the founder of Blue Shirt Coaching, and this is a business coaching lifestyle, I suppose. You have frameworks, you have books, you have all kinds of things going on and a wonderful website and very helpful. And so I wanted to tell everybody about that right at the beginning because as we go into the day in the life of your work, I want you to explain a little bit about what you do. But just quickly, going to your website, you can find a really good amount of information, which we're going to unpack a bit today. But can we start with a little bit about you, Kyle, and the name? Where did you come up with this name for your business and your business model?
Kyle Gillette [00:00:44]:
Sure. Yeah. So I grew up on an orange farm in the Central Valley of California. So for me, blue-collar life is what I grew up in for the first 18 years. And then I went to a blue-collar college and I thought I was going to do physical therapy, which is not a blue-collar job, but it ended up becoming a name because I had to rebrand. So I had a different name that I'm not going to mention because of a cease and desist. And so Christmas last year, I'm scrambling and panicking about what to do. And I rebranded to BLUE, which worked out perfect because blue is my favorite color.
Kyle Gillette [00:01:13]:
BLUE is blue collar, and BLUE is an acronym as well. So BLUE stands for (B)e a self aware leader, (L)ead with accountability, (U)se a growth mindset, and (E)mpower others. And it's the basis of my "Right Now Leadership" book as well. So everything kind of just tied together really helpfully. Even though it was a pain in the neck to have to rebrand over Christmas.
Amber Stitt [00:01:33]:
Yeah, over Christmas, exactly. Well, I would say sometimes we just have these obstacles that we face. My first title of this business that was in my head about, oh, I don't know, five, six years ago, was Crisp. I love Crisp. Clarity, crisp. No one could spell it. So I had all these DBA's of Crisp Financial Solutions, Crisp Coaching, and everyone's, "Crisp like crispy bacon?" And over time, I just said, I'm going with my name.
Amber Stitt [00:01:59]:
AmberStitt.com and Stitt Strategies. Keep it simple. So BLUE, I don't think anyone's really going to mess that up. But then when you work with memory coaches, they talk about ways to remember things and having acronyms, so that works out beautifully. So, and blue, it's not a bad color.
Kyle Gillette [00:02:14]:
No, it's great.
Amber Stitt [00:02:15]:
It's great for branding, it's calming.
Kyle Gillette [00:02:17]:
Yep.
Amber Stitt [00:02:18]:
So that's probably a blessing in disguise. And when you work with leaders and we've talked a little bit about personality types and self awareness, I like your framework. It's not too many steps. I think it goes back to maybe being a little "Crisp and Clear." Not to be silly, but I mean, really, I think you provide tools that can be integrated and not overwhelming, giving people a chance to go through this series of steps. And I know that there's a framework there. Did you build this framework based upon personal experiences? How did this come about? And did you actually use it for your own personal development?
Kyle Gillette [00:02:54]:
Yes. So yes to all those things. And when I was, geez, this was probably five years ago now, I just started the business and I had a different name, had my last name in it. And I knew that using DiSC®, which is a personality assessment that I use still with my clients, was not going to be the path I could take because it wasn't my own tool. So I use it, but it can't be my primary focus because I can't do whatever I want with it. So I'd been thinking for months about, "Okay, what's an acronym?" Because I love acronyms. I literally have 20 different acronyms that I use to help me remember what I do, how I do it, and help other people to do their thing. So it's a perfect fit for me.
Kyle Gillette [00:03:31]:
And I kept on coming up with these acronyms that were like two "S's" a "T" and a "R" or something, that it doesn't work, it doesn't make sense, it's just jumbled in your head.
Amber Stitt [00:03:39]:
Exactly.
Kyle Gillette [00:03:40]:
So then I wake up in the middle of the night, 03:00 a.m. I don't know if you're a 03:00 a.m. Person that wakes up and you have these brilliant ideas, you know?
Amber Stitt [00:03:47]:
Yeah, yeah, I do sometimes it's 4:30. I'm like,"Iit's time." I'm laying here thinking about it. Might as well go to my desk and have it all be quiet and get to work. Some people think I'm crazy, but I go to bed early just in case.
Kyle Gillette [00:04:00]:
Just in case inspiration.
Amber Stitt [00:04:01]:
Just in case I need to write that down.
Kyle Gillette [00:04:04]:
So it hit me. I woke up when I heard the word "self-awareness", which is not that mind shattering or anything, but it clicked.
Amber Stitt [00:04:10]:
Yeah.
Kyle Gillette [00:04:10]:
And I jumped out of bed, ran into the kitchen, was just sitting in there, in my boxers shivering, from 03:00 a.m. To 07:00 a.m. Writing everything down that I could think of that connected everything to become what is now is BLUE. So that was a really cool moment that brought everything together and then has moved my business forward in that regard because what I didn't know at the time was I thought BLUE was just going to be a process that I did with people and it would be kind of random. Okay, let's empower over here. Let's lead with accountability over here. But then I've realized that it's actually sequential. So you do the four steps and then you start again and do the four steps because they grow through the process.
Amber Stitt [00:04:46]:
Cause I followed you and was listening to how you have a systematic approach, but it's not fluid because it's a framework, but ebb and flows. It just funnels into the next piece. But then as you keep learning, you keep adding on layers, it sounds like. And we do that as we grow through the beauty of growing up, I suppose, and getting older. So you have all this wisdom but applying that framework, seeing it go to work, but then using your coaching to help add those layers, I suppose, right?
Kyle Gillette [00:05:11]:
Yeah, exactly. Yeah. I mean, because the way that I do, the first step is be a self-aware leader. And that step is all about the release step. It's letting go of the things that hold you back, the limiting beliefs, the values that don't align, the self-sabotage, self-doubt. All that stuff is what people bring to the table, whether they know it or not. And for some they've matured through a ton of it, and for others they haven't. But everyone has some sort of baggage, and that baggage is blocking them from moving forward at the pace that they could.
Kyle Gillette [00:05:39]:
And so being a self-aware leader allows you to let go of all that. So then you can create from there, and you need accountability at that point. And if you're self-aware and you have great accountability, growth is guaranteed, period. It's just guaranteed. And so what I do is I walk them through the self-awareness step and I guarantee for them that they're going to break through whatever limitations they have in 6 hours, or less. And this is, this is what's come to fruition in six years worth of working and tweaking and changing things. And so I'm finally there.
Amber Stitt [00:06:10]:
So you're living proof of that. Back to my original question, it's, you've seen that happen, I think sometimes with leadership, or even entrepreneurship, sometimes things, and I've said this before with the podcast, we start with focusing on talents as step number one. It could be DiSC®. It could be...we talk about Clifton Strengths®, but it doesn't have to be just that. It could be anything. A series of books that you need to read from all different types of authors and experiences. But really we have to keep growing that self-awareness is so important. And, I mean, after you've worked with a lot of, you said over 20 years, I think, is there a commonality between leaders that it's just always, or is this just a human, a person thing? Everyone needs work and self-awareness.
Amber Stitt [00:06:47]:
Everybody.
Kyle Gillette [00:06:47]:
Yeah.
Amber Stitt [00:06:47]:
No matter who you are.
Kyle Gillette [00:06:48]:
It's true 100%, I think the exception, though, or not the exception, but the really important part for business owners is they're leading people. And the way that they show up impacts the people that they're leading. And then because those people that they're leading are impacted positively, or negatively, they take that home with them. And when they take it home with them, it impacts their family. And then if it's good, then that's wonderful. If it's bad, then obviously that's going to be a problem. And so the weight of what a business owner that's leading their team, the weight that they carry is pretty heavy. Beyond just the logistics of running a business, they're also helping people in their lives, giving them livelihood.
Kyle Gillette [00:07:25]:
If you don't do that well, it creates generational issues, actually, which is really scary.
Amber Stitt [00:07:31]:
There's a lot in the financial services industry that's traditional, and then there's some innovation happening, and there's like a meeting of the minds that at least in the groups that I participate in and trying to just modernize and innovate, but not lose the respect and the wisdom that comes with other previous generations and anything that we do, when you're talking about generational, we work with a nonprofit in Phoenix, in Arizona. But just breaking the cycle of generational poverty. And it could be a mindset. And you've talked about growing up considered blue-collar, but, like, it's just very interesting. I'm in my forties, there's these certain jobs or roles that are supposed to be the exclusive. "You've made it" jobs. And maybe that's why you were like, "I'm getting out of the orange groves, I'm going to go do this instead." And then you realize we can cultivate solutions for people and make our own businesses out of that.
Amber Stitt [00:08:15]:
And it might not come all at once. It could be working a day job and then having a side situation that turns into something full time. But back to when you're talking about the group and the leadership, it's how you're showing up, and then they're bringing that home. Even if they're not an owner, or have equity in the business, there's still a piece that if we can really develop them, really add to the value of their lives, and give them that opportunity to really show up and be part of that team and make it feel like it's their own. And I think sometimes when we do our leadership, we might invest in it, and then it could just kind of fall off. I've seen a lot of leaders bring something in. It was a one time thing for the year we had our event, and then the application stops, and the leaders go back to doing their thing and building ideas. There's kind of a disconnect.
Amber Stitt [00:08:57]:
And do you see that often where if people are not staying on task monthly, or continuously, the team might feel kind of left out?
Kyle Gillette [00:09:04]:
Yeah. I mean, a lot of business owners are visionaries, and so they can get scattered because of that, because there's so many different things. And because visionaries are big picture, they kind of forget that there's other people that can help them deploy that vision, or there's other people that can help them deploy it even more so. And part of the work that I do with my clients is I teach them the five steps to empowering their employees. And this has also been a long process of learning this and developing it so that my clients can model it. It works again, just because it's the modeling of a bunch of other people that have done similar things. And I just put it together into a package.
Kyle Gillette [00:09:40]:
So if you don't mind, I'll share those five steps.
Amber Stitt [00:09:42]:
Yeah, let's do it.
Kyle Gillette [00:09:43]:
So our brain, every second, is experiencing 2 million bits of information. Every second, there's 2 million bits we're experiencing through our five senses. And those 2 million bits need to be interpreted. Right? But mostly they need to be filtered. And so all we get to keep is 126 bits. The rest of it, it goes into our brain, and it's there but...
Amber Stitt [00:10:03]:
The sponge absorbs it.
Kyle Gillette [00:10:05]:
Right. But our conscious mind only keeps 126 of it. So what I'm seeing in your background, what you're hearing of my voice, and seeing of my background, seeing of me, is your 126 bits.
Amber Stitt [00:10:14]:
Okay.
Kyle Gillette [00:10:15]:
So the thing is that leaders, if they begin with the assumption of this employee, I have very high expectations for them. I expect them to succeed. I expect them to be brilliant and insightful and amazing. If they start with that assumption, with that expectation, then their 126 bits that they grab, grab every second, becomes a reflection of that. If you picture those 126 bits, or those 2 million bits being toothpicks, every second, there's 2 million toothpicks falling.
Amber Stitt [00:10:40]:
Oh, my gosh.
Kyle Gillette [00:10:41]:
And you put your arm in there and you reach in there, and if you think negatively about that employee as their leader, you look at those toothpicks, there's gonna be, "Well, this person shows up two minutes late in the meetings. They talk too much." Everything's hyper aware, and everything's gonna be leaning more towards the negative. But if you reach in there and you grab and you go, "Oh, they were two minutes late because they were making sure to finish up on an email. And they talk a little bit because they have brilliant ideas in the meetings." Now, your perspective shifts on them, which makes their perspective shift on themselves and on you also. Right? So you start...
Kyle Gillette [00:11:11]:
Step one is start with the expectation that they're going to be high performers, amazing, and have brilliant insights. Then you move to the next step, and you got to start with this first one, because if you do the second step before the first, it doesn't work near as effectively. The second step is to study. So, we talked about personality assessments before the study.
Amber Stitt [00:11:29]:
Okay.
Kyle Gillette [00:11:29]:
Yeah. We talked about personality assessments before the podcast started. And what I mean is not study books and study leadership. I mean, study the people that you're leading, because if you assume they're fascinating and you expect them to perform well, then your brain becomes much more curious about them. And since you're curious, you notice things about who they are, what they're about, and you learn how to communicate with them better. You learn how to ask better questions and give them assignments and work that fits them better.
Amber Stitt [00:11:54]:
That's so important.
Kyle Gillette [00:11:55]:
Yeah. So then you get to the third step, which is you're asking powerful questions because you're listening so well and you're observing so well. Now, you ask questions that are open ended that make sense, and the very practical question that I always suggest to people, and it has completely changed some of my clients businesses. Like, literally, a forward question changed their business.
Amber Stitt [00:12:13]:
Okay, so this is the secret power, everyone. If you're driving, you can take this in, but don't, you know, don't write it down. Write it down. Yes. Take notes.
Kyle Gillette [00:12:23]:
"What do you think?" That's it. And it's not complicated asking when the employee brings you a problem instead of pulling out your Wonder Woman or Superman suit, say, "What do you think?" And that's it. And then wait. Shut up and wait. Because leaders talk too much, period. We just talk too much. So then once you've asked them powerful questions like that, or various ones that are similar that are open ended. Now they have accountability because they've answered the question, they've come up with the ideas and they want to follow through on it.
Kyle Gillette [00:12:51]:
And so accountability is easy.
Amber Stitt [00:12:52]:
And so you can use this on spouses, too.
Kyle Gillette [00:12:54]:
100% you better.
Amber Stitt [00:12:58]:
It was your idea.
Kyle Gillette [00:12:59]:
Yep. So now...
Amber Stitt [00:13:00]:
And also just gives respect for... but they do say surround yourself with people like, don't be the smartest one in the room. So what if you're not really sure? If you don't ask that question, you're not going to allow them to be open and share.
Kyle Gillette [00:13:14]:
And you didn't hire dumb people and if you did, get rid of them because you made a mistake and so get rid of them. But after they feel accountable, now you do the fifth step. And this one we have to do as well. They all go together and that is celebrate. And you celebrate the employee. We don't celebrate the results. We celebrate the actions they took.
Kyle Gillette [00:13:32]:
And if they're setbacks, or their successes, we want to celebrate both. And the way you celebrate a setback is what did you learn from this? How can you do it better? I'm really appreciative that you went into it and put this effort into it. What can we learn from this? Right?
Amber Stitt [00:13:46]:
Yeah.
Kyle Gillette [00:13:47]:
And since they're already accountable, that conversation is easy.
Amber Stitt [00:13:49]:
Yeah. I think that can take the tension out.
Kyle Gillette [00:13:51]:
Yes.
Amber Stitt [00:13:52]:
If you mention to somebody, "Let's do an annual review and we're going to talk about you," it just, it can make you have this sense of anxiety. But it's really because I want to know what's working, what's not working, and I've used that and it opens up, "Oh, they're not mad at me. They want to know more." And then we, like, I use a word, innovate a lot. But, yeah, let's look at the data and use that to then improve upon it. And so that accountability factor, I like that. But then we can share and celebrate it.
Amber Stitt [00:14:18]:
Yeah. And I think sometimes it's not about technically money, it's about verbalizing the good. And that can go a long way. At least I've seen that.
Kyle Gillette [00:14:26]:
Yeah. I mean, I had a conversation with my mentor probably two and a half months ago that I still remember because he said something to me that was like, "You are doing well. You are making an impact," because I was beating the crap out of myself like a lot of leaders do. Right? We beat the crap out of ourselves because we feel like, we're on an island, and sometimes for seasons, we are. And then he's like, "You know, Kyle, shut up."
Amber Stitt [00:14:47]:
Keep it simple. The kiss method. No, keep it simple. Yeah. And I like that you're talking about mentorship, and two months ago, this means you are taking on training for yourself. Mentorship or whatever. I think leaders that don't. You might want to look at that because we all need to do the work, just like improving on communication skills.
Amber Stitt [00:15:06]:
And I talk a lot about next generation and the business opportunities I really think are going to be there. Whether or not they go to college, there's going to be a lot because you don't have to wait for a classroom to really put something together and start a company or a business. But as business owners with crazy ideas, you do feel like you're on an island. Sometimes things just do not make sense to another person, and you need someone to validate it. And sometimes you just got to go to that third party that's not emotionally involved in the program. And I think that true leaders seek out the work, too, and continue that. I mean, that's what we've learned from the greats, I think from others that I study.
Kyle Gillette [00:15:37]:
Yeah. Masterminds, coaches, mentors. I just wrapped up at the very end or towards the middle of November, where I did two weeks worth of training, where I was 10 hours a day getting trained. And I mean that, it was so intense. But that type of thing, when you develop yourself and put that type of attention on, becoming a better leader, becoming a better version of yourself, it pays forward in so many powerful ways. And then, obviously, ongoing coaching and mentorship is another thing. But having someone to bounce your ideas off, that's not a spouse. Right?
Kyle Gillette [00:16:10]:
I do that, obviously, and I do it a lot. But having a professional to bounce ideas off, that's gonna not have the whole relationship dynamics going on with me. That's huge. And they call you on your B.S., and I call my clients on their B.S., too, because that's what they need. That's what I need, and I want, and that's what they need. And those moments where a reframe happens or a shift in perspective happens, that can be literally life changing for people.
Amber Stitt [00:16:35]:
Talk about keeping the emotions out of it. In the financial industry, there's different ways that you can achieve financial freedom. A lot of it goes down to basic core principles that if you're having a bad day, the economy's doing something, you can just go back to what's the framework? And that's. I know part of the reason you built yours. It takes the emotion out. I talk about five steps of peak performance. Have resilience in life by following a framework. You can't get upset if you've done the work in advance, like you're going to have things happen in life. So if you do the planning in advance, you know, you can overcome obstacles quicker, faster.
Amber Stitt [00:17:07]:
The fifth step of mine would be finding the community, and that's what you're talking about. It could be mentorship, it could be the network, being around others that are like minded, that want to, even if they don't understand maybe your industry, or your idea, they understand the "why" behind the need for it and can kind of push you to that next level. But, yeah, I think we all can have those days where there's some doubt and we're working with different personalities, too. And I know that you've studied, like, the studies I know you talked about DiSC®. Are there certain personalities that you just have seen over time that are just always pretty good together, or any polar opposites that you should be aware of? Like, hey, you might balance each other out if you have this or that. Have you noticed anything about personalities in your experience?
Kyle Gillette [00:17:50]:
Yeah. In terms of business relationships, like personalities work well together. In terms of marriage relationships, opposite personalities work well together. And so...
Amber Stitt [00:17:59]:
Whoa, wait a minute. The opposites attract thing?
Kyle Gillette [00:18:02]:
Yeah.
Amber Stitt [00:18:02]:
Even if they're different than you?
Kyle Gillette [00:18:04]:
Yeah. There's scientific proof, you know, over the course of time, with all these assessments being taken in that regard, they do fit. To be specific, usually you have someone that's a dominant person and influential person. So there's someone that is, you know, wants a return on investment. They want results. They're fast paced, and then they're very typically fairly talkative and a little bit more "salesy", if you will. They want to influence people to take action and then their partner, in terms of relationship partner, their partner's much slower paced, much more analytical. They want things to be clear.
Kyle Gillette [00:18:38]:
They're logical, not emotional in comparison. They want to collaborate rather than be the lone person on it. And they're much more introverted versus extroverted. And so typically, that's the combination that happens. Not all the time, of course, but that's a pretty common combination. But in leadership it can be balanced. Yeah. And in leadership, you're more of the influence and dominant in the leadership.
Kyle Gillette [00:19:00]:
And then the employees are, more often than not, they're more of the steady type where they want consistency, they want to feel safe, and they want order and schedule and logic and follow the policies and procedures. And so that combination works really well together in the workplace.
Amber Stitt [00:19:15]:
I mean, it sounds like you're delegating the different tasks because like you said, visionaries might need a certain flow pace, but the clients or the product that you're selling needs to have a system and a process to be consistent and good over time.
Kyle Gillette [00:19:29]:
And I generalize very...I've made it very general. So a leader can be in any type of personality, period, and they can excel in any type of personality, period. But there tends to be a little bit more of a pattern there.
Amber Stitt [00:19:39]:
You've had a lot of application in this episode, I feel like, and I always wanted people to take something from this. They don't have to just go read or write down application. And I think easily we could say investing in your own personal growth is one of those things. And working on self-awareness, finding a system, is there anything else from like, implementing today that you'd want to share just as like an easy look in the mirror, have some reflection. Is there anything specific that you always just share is like, you can implement this today?
Kyle Gillette [00:20:05]:
Yeah, I would say two things, and one of them is a little quirky and most people don't do it because it seems to be a little bit of a surprise to people. And the first one is we change roles all the time. So you're right now you're a podcast host. You told me what you're doing next. I don't quite remember, but you're doing something next, and then you've got something else after that that you're doing that's also different. So each one of those things is a different role.
Amber Stitt [00:20:26]:
Yeah.
Kyle Gillette [00:20:26]:
Two things that are really powerful to do within that frame is one, take a moment to close your eyes when you're done with that role and transition out of it. Just pause for 10 seconds for station identification. I mean, pause for 10 seconds and think about what's next. Right? And then as you do that, also think about how you want that event to end up, what the outcome is that you want for that, and picture that. What's the event? 10-15 minutes after you've completed that next event, that next experience, what it's going to be like. And you can do that in 10 to 30 seconds. Just take that moment, picture what you want to experience.
Kyle Gillette [00:21:00]:
This is great for sales calls as well, but do that and then you're putting that out, putting that energy, that effort out into the future. So that's one simple way to do it. It takes you 30 seconds. Every leader has 30 seconds to do that. And it can make a huge difference. I do it every morning before anything happens in my day. I get up at 5:30 and I work through my calendar and I project out what I want those experiences to be like for myself and the person I'm experiencing it with. And then the second thing is also fairly simple, and it could take you five to ten minutes, which is just journal, journal in whatever way that you like to do it.
Kyle Gillette [00:21:32]:
There's all kinds of different models, and in my case, I'm just literally journaling about what the previous day was about and what I learned from it, what I experienced. Other people do gratitude journals, there's all kinds of options. But when you journal, we think in two dimensions all the time is the way I like to describe it. We're in our head and we're thinking about something, and then we hear the voice in our head tells us something about that, and we're just back and
Amber Stitt [00:21:53]:
forth in our head.
Kyle Gillette [00:21:54]:
When you put it down on paper and then you look at it, it's like you get this 3rd dimension, this new angle, just like a mentor and coach would. You now have this 3rd dimension to look at what's going on in your life and in your business.
Amber Stitt [00:22:05]:
If people are using voice to text audio like Otter AI is journaling like that, then reading it later, good or bad, when you're trying to get to the 3rd dimension of that aspect, does it not work the same unless you're writing literally?
Kyle Gillette [00:22:19]:
I think writing requires more thinking, but if you're more of a processor that likes to process with your voice, you know, audibly, then I would journal audibly, just do it and have it be put into a digital device that then has it typed out. But if you're more kinesthetic, then get a pencil out, or a pen out and write if you're more...
Amber Stitt [00:22:38]:
My handwriting's pretty bad. But I like fun pens and cool journals, so...
Kyle Gillette [00:22:44]:
Yeah. So for you, there's a kinesthetic appeal to journaling for you, so leverage that, and then later you can read it through. And that's your 3rd dimension of thinking as you reflect back on what you wrote, and then you'll have an insight.
Amber Stitt [00:22:55]:
That's really neat. Yeah, I love that. So if people want to find you, I know that we'll link up your information in the description box, but anything that you want to share to...so they know they need to go find this thing. And I kind of already know the answer, but I don't want to spoil it. So let's talk about that.
Kyle Gillette [00:23:12]:
Sure. So there's, we've talked about a few of the mindsets and habits that I mentioned in my book "Right Now Leadership". And I go into detail, obviously, about empowerment, about accountability, about the four different pillars of BLUE. So you can go to my website, BlueShirtCoaching.com/book. You could purchase the book through all kinds of different retailers, and you'll get much more in depth insight into the 20 mindsets and 20 habits of today's leaders.
Amber Stitt [00:23:36]:
Nice. I love that. I'm looking forward to checking out more and really love the "take action." I wasn't going to tell you this earlier, but I am that take action type of person. My husband might be a little bit dominant in other ways, but, you know, there is that balance, which was funny when you're talking about that today. I was like, "Yep, he's the one that will probably pull me on vacation versus I would just, just maybe keep working." So definitely need that. Yin and Yang.
Kyle Gillette [00:23:58]:
Yes.
Amber Stitt [00:23:59]:
So, but I love the application that people can walk out of here listening to our episode and really try to put the work together. And even if it's baby steps, like they say in "Atomic Habits", let's just start. Just a little change can go a long way. Like you've seen. I think that sometimes when you're working through things in business, something might not seem ideal, but then it can really turn into the right thing, and that's what's cool about life. But you gotta give yourself some grace and allow it to happen. Well, thank you so much. And we're going to link up, like we said, information on how to find you for today's episode.
Amber Stitt [00:24:33]:
Really appreciate you being here today.
Kyle Gillette [00:24:34]:
Yeah, thank you, Amber. I appreciate it.
Amber Stitt [00:24:38]:
Thank you for joining us on today's episode of The Amber Stitt Show. For more information about the podcast, books, articles, and more, please visit me at: www.AmberStitt.com. Until next week, enjoy your journey at home, and at work. Thank you for listening!
