Torch Talk
Torch Talk is the podcast for bold local leaders.
Each week, we sit down with entrepreneurs, experts, and change makers to talk strategy, leadership, marketing, and what it really takes to grow a business today. Honest insights. No fluff. Real stories.
Torch Talk
Tools for Building Leaders
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In this episode of Torch Talk, Lindsey Chupp sits down with Rodd Welker, leadership coach and founder of Eagle Advisor Group, for a practical conversation about developing leaders, strengthening teams, and improving performance through intentional growth.
Rodd shares over 35 years' worth of insights from working with organizations across industries and leadership levels. The conversation explores common challenges leaders face today, including communication breakdowns, lack of trust, and navigating conflict. Rodd explains why these issues are less about systems and more about people, and why self-awareness is the starting point for real progress.
They also dive into the tools Rodd uses in his coaching, from behavioral assessments like DISC and Working Genius to trust and team evaluations. Beyond the tools, Rodd emphasizes the importance of reflection, feedback, and creating environments where teams can have honest conversations and grow together.
In this episode, you’ll hear about:
- The most common leadership challenges teams face today
- Why self-awareness is critical to effective leadership
- How tools like DISC and Working Genius improve communication
- What healthy, high-performing teams do differently
- Practical ways leaders can develop themselves and their teams
This episode offers a grounded, experience-driven look at leadership development, especially for leaders who want to move beyond surface-level fixes and build stronger, more effective teams over time.
The hardest teams are those that either see themselves as pretty successful or they indeed are fairly successful. Versus a team that knows. Okay, we got a lot of dungeons. We got a lot of dysfunction.
SPEAKER_02Welcome back to Torch Talk, the show where we spotlight bold local leaders growing their businesses and communities with grit and purpose. Today's guest is Rod Welker from Eagle Advisor Group. With more than 35 years of experience empowering teams and executives through coaching, training, and experiential learning, Rod brings a unique perspective on maximizing potential and performance. Today we'll talk about what it takes to build strong leaders, foster effective teams, and unlock growth through intentional development and insight. So welcome to Torch Talk, Rod.
SPEAKER_00Well, thanks for having me.
SPEAKER_02So nice to have you here. Rod is always a good time. That's what I just said. So we know each other from being involved with the branches community, and you're always involved with helping bring some fun, exciting, crazy activities. So I've gotten a tiny glimpse of what you do. But why don't you um tell us a little bit about what, like what have you been doing for 35 years slash the life before that? Um bring us up to date. Like tell us about your journey, Rod.
SPEAKER_00It's quite the journey. So uh grew up in in Wayne County. I'm a Smithville Smithy.
SPEAKER_02Woohoo.
SPEAKER_00I know. Not so much. Some listeners may like that, some may not.
SPEAKER_02Well, we're at Waynedale. Waynedale Gross. There you go.
SPEAKER_00There you go. A good old, you know, county school. And uh yes, after undergrad, I got into uh kind of a typical business entrance way that is sales. So out from Wayne County was working in downtown Cleveland, East Ninth and St. Clair. So did B2B sales. And actually one of my clients or customers asked if I would be interested in a managerial position. And you know, when you're 23, you're ready for management. Uh not, but it was a it was a great opportunity and uh worked in a small, it was a family-owned business, chemical business called Pioneer Manufacturing, but they did no manufacturing, it was all jobbed out. Okay, so but we had proprietary products, we even had some proprietary equipment. Um our claim to fame was a product called Bright Stripe. So if you would see athletic fields at high school, collegiate, even at the professional level, all those colorful stripes and colorful end zones, a lot of times that would have been our product and applied by some of our equipment. So it was kind of cool. We had a national sales force, and I was in all kinds of different managerial opportunities in that six-year stint. Went, earned my graduate degree in student development, and that brought me into the higher ed world, and uh worked at Penn State University for eight years, worked my way up to an associate dean level, and then became a dean of students at a small private liberal arts college in Virginia called Bluefield College. What brought us back to Ohio was to be part of a succession plan for the Christian Children's Home of Ohio. And uh, so I did that for a number of years, and then what I had been doing as kind of an avocation, moonlighting in this adventure-based team building, developing some corporate clients and leadership training, that avocation became full-time uh back in 2012. Also, I have done some a couple of ventures, um, some that were quasi-successful, some not so, but you learned a lot as an entrepreneur from failure just as much, if not more. So I even had a uh self-serve frozen yogurt, two stores, one in the Triadelphia area outside of Wheeling, where Big Cabela's is, and then one at the mall in New Philadelphia.
SPEAKER_02Okay.
SPEAKER_00So yeah.
SPEAKER_02Interesting.
SPEAKER_00Did some franchise brokering along the way, so all different kinds of things that brought me to obviously what I do.
SPEAKER_02So what are you doing now? Like, do you work with set amount of clients? Um, like I said, you do like a lot of fun activities. I know you're involved with Leadership Worcester through the Worcester Chamber. So tell us a little bit about like who are you working with now?
SPEAKER_00So I've got local clients, uh clients throughout the state of Ohio, and then I have clients around the country.
SPEAKER_02Okay.
SPEAKER_00So a few of those clients I actually, from a partnership perspective, are on a retainer. So I handle the vast majority of their leadership development. I am available for all their employees and leaders, again, all different tiers, from the emerging leaders all the way to the CEO. And so that's been a a lot of fun working for long periods of time with the same client and customers. But then I also have the opportunity to travel and get to work with uh organizations and companies. Uh sometimes uh they're one-offs, right? We they they hear about me somehow and they say, Hey Rod, can you come? And uh but I I enjoy the opportunity to kind of develop more long-term relationships with some of my clients. Um But yeah, so certified Angus Beef here locally, uh, Western Reserve Group. Uh work with a lot of rural electric cooperatives at the statewide in Columbus, but then throughout the local co-ops in the state, here locally, Homes Wayne Electric. And uh but I have a client in Alaska.
SPEAKER_02That's crazy. Which is crazy when How long does it take to get to Alaska? It's not that bad. Okay, now I went to Mongolia this year with branches. There's nowhere further than that.
SPEAKER_00That's true. That is true. That is true. So it takes about five hours to get from here to Seattle. Okay, and then another five hours or so, Seattle to Anchorage, four hours to be.
SPEAKER_02Can you only go certain times of the year because it's dark where you're going, no matter whether it's light or dark.
SPEAKER_00Well, what's amazing, the first time I was ever in Alaska was in January. And of course, that's when it's the darkest, right? So there may have been two or three hours where it was dusk or dawn, I don't even know what they would say. But yeah, it was it was dark. Uh minus 17, minus 20. In fact, the Monday, which was like two days before I arrived, they had 17 inches of snow. Almost like what we just had. Uh, but the difference is, yeah, it all the roads are snow covered, they don't use salt. So but I love it. I love cold, I love snow. I missed not seeing the sun.
SPEAKER_02That would be really, really hard. And there's a whole whole lot of studies done on being.
SPEAKER_00Oh yeah, I don't know how I would be depressed. Now, I will say the latest in the year that I was in Alaska uh was just last year, so um June. And there it's like 10 or 11 at night, and you would still think it's like seven.
SPEAKER_02Yeah, right, because they have both. They get all sun and all dark.
SPEAKER_00It's crazy.
SPEAKER_02That is crazy. Okay, so because you get to work with so many different types of clients and different backgrounds and different levels of leadership. Um, talk to me about some of the common challenges you see in today's workplace, or like what are the some of the things that you're coaching or helping the most with?
SPEAKER_00Sure. I mean, there's the obvious, uh, the very common issues around communication, building trust, uh, dealing with uh difficult conversations, right, navigating conflict, all of that. Those are very common issues, and the content that we deliver addresses a lot of those through first understanding your style, you know, being self-aware, but learning how to regulate, but then also how to create environments and cultures that hopefully will bring about those strong, high-performing teams that everybody wants, strives toward. And the bottom line, people are messy. And so, really, the common denominator is we're human. And uh there's a lot of dynamics when you think of it from both an individual perspective and then collectively as a team. How do we navigate that? Right? And I always say you don't want to eliminate or remove tension, but you want to learn how to manage that tension. And healthy teams, high-performing, high-functioning teams are better at that endeavor.
SPEAKER_02How do you um like work with a business owner and help them see or understand maybe they think their team is good? How do they you do you know what I'm saying? Oh, yes, yes. Maybe they don't I oftentimes when I'm talking, you know, with business owners and even in regards to marketing, there's some things they don't know. They don't know what they don't know, right? So they don't know what might be possible when it comes to building a team. Um, so I guess if we're looking at some tools, maybe somebody who's listening, what would be some key things they could think? Okay, I'm gonna run my business through this kind of checklist of can I answer yes or no to these things? I know it's not that simple, but I'm just like thinking about like if you're going in and assessing a business, what are you thinking through to assess how healthy their team is? Kind of help you learn, like, oh, this is where I need to start, or do you always start the same way?
SPEAKER_00No, you don't always start the same way, but I I will say this it's kind of interesting. You know, we all can have blind spots, and leaders, I think especially so. And sometimes we call it that leadership gap, where what I think, and the contrast between what they think, what I see, what they see. And, you know, actually a red flag for me is when a leader says, actually, we don't have a lot of conflict or things are going really, really well. And that's when I'm like, hmm. So the question is, do they, is it that they don't know what they don't know, or are they choosing not to see what could be very glaring, right? And you know, depending now, you know, with the clients that I've worked with for a number of years, you know, I have access to those employees. And so I know what they are telling me. And, you know, again, a good to great leader is one who not only has self-awareness but is also very reflective and allows for that kind of feedback from others to be known rather than kind of swept under the rug. So, you know, from a tool perspective, I mean you can do employee engagement surveys, you can do um gap surveys, but a lot of times with leaders, they kind of know the issues, or at least they know where they think we should start, whether it's I'm not happy with the level of trust that we have and the communication breakdowns that may exist. The fact that we we know how important psychological safety is, but pretty confident that that doesn't exist. Or it may exist in some departments or with some relationships, but not to the extent we want it. And so, you know, for me, I'm an assessment junkie, so assessments are another great tool, and there's so many out there.
SPEAKER_02Like give me some examples.
SPEAKER_00So the disc and a lot of people say What are you?
SPEAKER_02What are you? What's your disc?
SPEAKER_00I am an I D.
SPEAKER_02Okay. I'm a D I.
SPEAKER_00Okay. So we get that, right? Now I'm really, really high I, and uh my D will match it in stress. So, and a lot of people see that as a great tool. Some people see it as a personality, but it actually is more behavioral. So it helps us understand how we interact with other people and how we communicate with others. And of course, the goal is not that they adapt to us, but we adapt to their styles.
SPEAKER_02I we did the disk assessment as a team uh a number of years ago. We actually now use it in the hiring process so we can see where somebody will fit on our team wheel if we're bringing them in. It is not an end-all be all. So I want to talk about the other tests in a second, but it is for sure a tool not only to know yourself better, but to look at somebody else. Like one of the things we learned from that was oh, over half our team is a C, the blue, and they need to have our team meeting agenda at least three days before we're going in, or else we're never gonna get answers, feedback, and engagement the way that we want. It just, I'm a D. I'm gonna give you a question. You ask me a question, I'm gonna answer you right now. Like, there is no, I'll I'll just spit it out.
SPEAKER_01Right.
SPEAKER_02Not everybody is like that. So, but that's also that's true in coaching, but that's true in sales. How do I look at who I'm selling to and how we give them information? But okay, what are some of the other assessments you like to learn?
SPEAKER_00Use so I there is a trust assessment that we use. It's through a book called Trustology, and it looks at the three main components of that trust dynamic, which is integrity, competence, and compassion. So we can again look at that both individually and collectively, and from a team perspective, that gives us a way to see okay, where are we strong? Where do we need to give some attention? Where can we improve? There's also the team assessment that is through the five dysfunctions.
SPEAKER_02Okay.
SPEAKER_00And that covers all five areas.
SPEAKER_02That's like a Patrick Lancioni.
SPEAKER_00Yep. His book that really put him on the map, which is believe it or not, over 25 years old now.
SPEAKER_02The five dysfunctions of a team. Yes, I've covered that one.
SPEAKER_00It's to me one of the must reads. And and if you have read it, but it's been a while, reread it.
SPEAKER_02It's an e all of his books are so easy to read. Yeah, most of them.
SPEAKER_00I mean, they have that fable format, so people kind of get into the the story, the characters they can identify pretty easily with them. But um, and his latest one now is The Six Types of Genius. So we got certified in that program, which is the working genius.
SPEAKER_02I did that, so I read that book on the way to Mongolia.
SPEAKER_00Awesome.
SPEAKER_02I read it. I'm not 100% sure my test was accurate. It's uh discernment and not one wonder is in the middle.
SPEAKER_00No, wonder would be first, and then invention, discernment, galvanizing, enablement, and tenacity.
SPEAKER_02So um enablement and tenacity are my two lowest. Okay. Wonder and galvanizing were in the middle, and that leaves discernment and invention as my strongest.
SPEAKER_00That's your those are your geniuses then.
SPEAKER_02What I was curious about is invention and wonder, I could very easily like flip-flop. I don't know how close they were in the test assessment, but yeah, like when I was thinking about how accurate that was. I am very curious about that one. And when I did that and read it, I was like, okay, well, now how does this apply to my team? And thinking about reading the book and and hearing the in the fable, he's saying, Well, why did I always get so frustrated when I got to this point? So, like that self-learning that about yourself of like, oh, why do I always like basically self-sabotage when I get to this point in a task or a process or whatever, and being able to be aware of that, but as a leader to be able to see that in my team and say, Oh, well, maybe we're asking them to do strategy and they're really good at tasking. They're really good at finishing.
SPEAKER_01Sure.
SPEAKER_02Or maybe they're really want to be a strategist, but we're asking them to I'm very curious to see how some of the cards fall with that.
SPEAKER_00And and there's guilt and judgment associated with those feelings, right? Whether it's that self-sabotage andor how I judge others as to they seem they don't care. Or why are they so lazy when it's just not in their geniuses, it's in their frustrations. And so it actually complements very, very well, you know, for my clients that are using both the disc and the working genius. Actually, your your C type, that style loves the working genius because, as Lincioni would say, 80% of the results are all about productivity, which is that task orientation that C's and D's have. So my geniuses are galvanizing an invention. How that is manifested, how those geniuses are manifested, are through my high eye. And so when I am trying to galvanize a team rally, which is interesting because now that's kind of my role, not just for a team, but for individuals and teams and organizations for whom I serve. And, you know, I'm gonna do it with that high eye. So when you were saying, you know, oh Rod, he's all that fun and games person, you know, a lot of energy, a lot of enthusiasm, a lot of positivity. That's because I'm this real high I. You could be a galvanizer and be this real high S, more reserved. You'll still galvanize, but you're gonna galvanize differently.
SPEAKER_02Yes.
SPEAKER_00And so that working genius has, I mean, it has received a ton of traction. I've never been a part of a of an assessment from the beginning, from its earliest of stages. And it's been fun actually being a part of that.
SPEAKER_02I'm excited to we're we're going to do a team exercise here in a couple of weeks and have everybody do the test. So I'm really excited to see how it all plays out.
SPEAKER_00But let me know, be happy to do that.
SPEAKER_02Interesting. I also did not realize that C's are high on the task, like the driving, the task-oriented side too. But that makes sense because like I have some employees. I have one employer in particular, I always joke, I'm like, we're exact opposites on the the disk, but we work really well together, but that makes sense why.
SPEAKER_00Right, right.
SPEAKER_02Anyway, okay. Any other assessments or things that you're going in?
SPEAKER_00So I have a lot of that are self-assessments that are part of the training. So there's a conflict assessment that's really valuable because people learn their conflict style, and that helps them understand a little bit more. But again, the idea, the self-awareness, others' awareness, but as you know, it's what do you do with that awareness that matters most.
SPEAKER_02Absolutely. And don't use that as a license to fly your freak flag, as I like to say. Exactly. This doesn't mean you get to be a butthole just because you're like, oh, I'm a high D. No. It's so you're aware of how you might affect other people on the team, um, for sure.
SPEAKER_00Well, the people that struggle with assessments or they have some reservations, I understand. If we're using it to label people, which is not the purpose, and or if we use it as a crutch, which is what you're saying. Right. I'm a high-d, get over it, deal with it.
SPEAKER_02Yeah, I'm gonna drive through and get this all done.
SPEAKER_00It's the idea of now that I am aware, that helps me understand my behavior or what are my strengths, how do I leverage those, but also how do I regulate so I don't become an issue for somebody else.
SPEAKER_02Correct. So I've been, I've said for years, I it sounds like you kind of do this in your coaching, but to create like a uh self-assessment, I love all of the different personality tests, but they're also individualized. I'm like, why don't they just put them all into one? So we have like your love languages, your Enneagram, your disc test, your because everything, like you had said, you might be these working geniuses, but your disc is this way, so it presents in a different way. Often I've just felt like it, you're only seeing one little sliver of the whole entire person and their true uniqueness. So I I've talked about doing that here as a team, mostly so people can get the full picture of themselves because we do lead a group of young people. I tell my kids all the time, I'm like, if you could learn now what took me 20 years to learn, that would be great.
SPEAKER_00Like I mean in reality, a lot of them are way further ahead earlier in their lives. And I think because they're being a part of things and and opportunities and having experiences that we didn't get until later, so they're being exposed to a lot more. But yeah, I mean with any uh assessment, uh there's like we're this a thousand-piece puzzle, right? And not one assessment is gonna give the complete picture. We're way more complex than any one assessment, any two assessments or five. Each assessment adds more of those puzzle pieces to gain a clearer picture of what you're gonna expect, what you're gonna experience. You know, my favorite line of the the disc is what's it like on the other side of me? That's the awareness I really want to be known. What's it like for you when you're experiencing my profile?
SPEAKER_02So, do you have ways that you coach towards that self-awareness? Because I think that I mean you have to be self-aware or have a desire to want to be self-aware in order to take full advantage of not only any of the assessments, but coaching in and of itself, really any type of feedback. So self awareness is I don't know. How do you assess and realize am I actually self aware or not? Um, how do you open somebody up to that? Maybe they're I don't know if you ever experienced resistance in your coaching, maybe somebody's hired you in, and then people are like, Yeah, I got you know what I'm saying? Yeah.
SPEAKER_00you help somebody kind of well they they have to have that desire they want to know more about themselves that self-awareness that you're saying but they also have to have the willingness to do something about it right and so more often than not people want to become better versions of themselves they they want to be better teammates and team players they want to have you know a greater contribution for their team or organization they just don't know how to get there and sometimes the biggest hurdle is themselves and so you you kinda just help them and honestly it's through a lot of dialogue uh some of it is very difficult conversations uh you know like almost in your face like really that's how people perceive me or that's what they're getting when they're working with me yeah sometimes and that's even with from a team perspective it's it's teams that are willing to actually have those tough conversations with one another and so sometimes what's most fun for me is working with an intact team facilitating those kinds of conversations to get them moving from where they are to where they want to go. You you asked a while ago about you know various teams or organizations um and and how do you get them to to move forward the hardest teams are those that either see themselves as pretty successful or they indeed are fairly successful versus a team that knows okay we got a lot of dysfunction we got a lot of dysfunction right and so it's it's moving an organization or team that's actually doing pretty good work and and they're succeeding and they're getting a lot of production or output and how to move them versus that really struggling team or organization. And so again part of it is we just got to get out of the way. So do you do any um or have you helped create any curriculums for companies for like onboarding new employees leadership curriculum I was just I Yeah actually there's I mean again depending on the the client um we have put together various leadership programs like a development series and sometimes we've created content around you know that specific audience is this emerging leaders first time supervisors is this at that mid-level C-suite and then even some curricula around that is specifically for that CEO individual so yeah and and a lot of it is too is just the packaging so inventory of of the tools and curricula and assessments and all of that I have a pretty wide quiver and it's a matter of choosing the arrows that we think you know I work with my individual the conduit or or the um uh HR person or the leader whomever to put together what we think is the best package for them interesting yeah I tell the team all the time I um I was in banking for 12 years before I got into marketing and I started out I was a young manager too I think they promoted me when I was like 20 to be like the teller supervisor and like what's wrong with you now but um the thing that they did well was they had training programs and I don't run into very many organizations now that are structured this way.
SPEAKER_02But I used to go to East Ninth Street in downtown Cleveland and we had a very structured I will never forget sitting in a class and learning how to tell somebody that they had body odor like you just this is how you have a difficult conversation. And I really truly did not realize how valuable that was then and really what kind of found it you know it's a year and a half like development program you go once a month all of those things um banking's kind of hard because of the structure but also that structure has really set me up for success now. So um I I wish I saw more companies kind of developing structure I mean especially in the area that we live in I feel like people want to live in the wild, wild west, at least our clients do, and kind of I don't know they're almost anti-structured to a degree, but there's some value in bringing those things in. I think it brings stability for their employees.
SPEAKER_00Oh and it's also a retention effort really because employees typically will stay with a company that is investing in them right and so I see that as a as a strong proponent or or a reason for this kind of training. And your larger corporations even some mid-level or mid-size companies um they'll have their own universities right so probably what you did was through their very structured kind of like you said program and that is valuable more and more companies are seeing even some of the smaller companies are seeing the value of leadership training. We all know that this significant leadership cliff that we're at the cusp of right on the edge right we're seeing a lot of senior leaders ready for retirement who's coming yeah that's the concern right so how are we addressing that well hopefully we're preparing and training and working with so that we have able body individuals to to take the helm.
SPEAKER_02Any other key tools or um things you'd want to share to somebody listening they we've talked about a lot of different types of assessments.
SPEAKER_00Yeah I mean there's just so many I I will say that the another actually it's it's more of an activity and most of us probably are not doing it but we would benefit if we did and that is journaling.
SPEAKER_02Okay.
SPEAKER_00The idea of keeping journals so you can keep journals for all kinds of reasons you know the gratitude journal can be so valuable even in the workplace though uh when you're dealing with a a team member who tends to struggle with self-worth or they suffer with self-sabotage they see themselves as failing over and over again. Well what wins have they had in putting together this list of the successes uh things to be thankful for as I said with the gratitude journal um when change happens when I can go back and see how I successfully navigated a past change gives me a little bit more courage boldness and you know I've got that comfort level that oh you know we're gonna get through this also just like we did two years ago. So and and that whole self-reflection as I said earlier that that really can separate a a good leader to a great leader. Journaling is a way to kind of put that down in writing and it allows me to see the journey I'm on.
SPEAKER_02I I love a new year because I always sit down and I'm doing planning. This was the first year that I actually went back through a journal through an entire year and reflected over that and it was so insightful I was like oh my and I don't journal like long paragraphs like sometimes it's just like two or three words of a bullet point list like this is all I can get out today. Well that's your D you would be bullet yes bullet point right I'm not writing long flowery no not a narrative I'm like oh grateful prayer list you know like here's what was accomplished but it was so insightful to look back and say oh my goodness this is where I was at a year ago and just flipping through and that's something I will do every year from now on. It's actually motivated me to stick with it this year because I'm like oh I can't wait to be sitting here a year from now and not be, you know, see what happened with this problem or you know how did we get through that so it was definitely motivating I really second what you're saying and encourage people and I wanted to say it doesn't have to be like I think you say journaling and people think it has to be such right I'm pouring my heart out. No it can be however you're thinking quick thoughts or it could be you know maybe you are a more poetic writer. That's okay too.
SPEAKER_00Well and a form of journaling is what entrepreneurs do a lot of times with their ideas. But it it takes whatever it is that you're thinking andor feeling and move from just in the brain to okay now I'm writing it down and there is something about handwriting. You know that's why anytime I do training I always have handouts that I ask and expect people to do note taking right and there was a study that just came out that there's a difference in being able to remember that recall is called application and that's why I want the why did they make us write in school exactly but and reading reading is is a you know and I'm not a reader. I do not believe it or not if you went to my home office you would see literally hundreds of books I I read I couldn't even tell you how many each year I don't necessarily have a goal I just keep reading it's not because I actually enjoy reading I do not like the act of reading never have but I enjoy what I'm reading the content so that's the motivation right you never stop learning right as a lifelong learner. So where do you get that input? Where do you feed that urge, that desire, that need to learn do you like audiobooks or are you just a hard book so what's funny with me I I have to have the hard book and I'll tell you why I've tried um but my mind wanders those who know me were like yeah of course we know that so if I'm listening to something I'm only partially listening. Reading I I feel like I'm more forced to actually pay attention to the words on the page and go back to that handwriting notes and things like that. I'm a highlighter okay and I will write little you know I'll put a symbol a star an exclamation point a question mark or a couple of words on in the margins and so that helps me also not only remember but when I go back and I want to look at kind of the summary of of what I just read my eyes will pick up those notes and the highlights and whatnot. So yeah.
SPEAKER_02I like to do audiobooks but trip typically try to do it like while I'm driving I find I'm a little less because I'm doing two things at one time. Yeah I don't I could definitely not just sit there and listen to an audiobook but I do prefer a hard book in real life as well it's more of a time issue like okay how can I be make the best use of my time I did feel slightly convicted this year. Instead of uh watching entertaining shows while getting ready I might be listening to some leadership content instead. So we all need to make sure we're investing that time however it it sees fit agreed. And I get it time is limited so it is but it's not like thank you for saying that look at your social media I'm preaching to the choir here like we have more time than what we think we do.
SPEAKER_00The reality is we will spend the time the way we see and what is important to us.
SPEAKER_02Yeah literally that's what if it's important to you you're gonna make time for it.
SPEAKER_00You're gonna make the time for it.
SPEAKER_02I understand at the end of the day you're just beat and sometimes you don't want to do anything else.
SPEAKER_00Right I understand that there's rest too but if we really start dissecting the time we have time during the day so yeah but I just had this conversation with somebody um it can be you talk about convicting when your iPhone and I'm sure the Android phones do the same thing will tell you how many hours you spent every Sunday during church. Yeah it's like ooh yeah and then I try to rationalize well I was looking at emails reading something I work on my phone. That's right. But I also know how many hours are also within that scrolling and going down that route it's pretty easy.
SPEAKER_02It is it's a slippery slope and honestly social media is an educational piece too. I mean there's a lot to learn in those places and honestly I I utilize it in that way but sometimes it's just too much we need to disconnect from that all of my clients don't listen to that. No I'm just kidding. Stay tuned in the social media for sure well thank you so much for being with us Rod. I really enjoyed it for coming this was a blast love hearing a little bit of your expertise and how you coach teams if somebody wanted to talk to you more how would they find you?
SPEAKER_00They can reach out I I do have a a website at EagleAdvisorgroup.com and they can also reach out via my email which is Rod R O D D at EagleAdvisor Group dot com.
SPEAKER_02So that's local, regional national international rod is willing to help you have the best team every international training was in Germany of all places.
SPEAKER_00Well at least you had an international training not yesterday I did it I did it that was right before COVID and then that kind of shut that door maybe we'll this will open the door for an opportunity that's why I love branches right we get to do some international stuff we love the branches community.
SPEAKER_02Thanks for tuning in to Torch Talk if today's story sparks something for you share it with a colleague community leader or future change maker. Until next time stay inspired stay intentional and keep your fire burning