Building a Legacy in Leadership with Leandro Dsylva

In this episode of Career Coaching Secrets, our guest is Dr. Leandro D. Sylva, a renowned leadership expert and career coach with extensive experience in guiding professionals toward success. Dr. Sylva shares his valuable insights on leadership development, career advancement, and strategies for building a thriving professional journey. Learn from his expertise on how to elevate your career and lead with confidence.

You can find him on:
https://www.linkedin.com/in/dr-leandro-d-sylva-b2025613/
https://millerwymann.com/
https://www.instagram.com/leandrodsylva/
Email: Leandro.dsylva@millerwymann.com

Transcript

Leandro Dsylva 0:00

Well, I think you've got to learn to say no. I learned to say no very early on in my class. I don't have an issue there. So whether I'm talking to a top diplomat, whether I'm talking to a higher executive or even someone who's junior in the organization for global clients, I would say I don't change depending on the designation. So if I plan very well, then for those who know me extremely well, I'm suck at a plan. And once I create a plan and I share, I expect them to have some discipline follow-through.

Davis Nguyen 0:37

Welcome to Career Coaching Secrets, the podcast where we talk with successful career coaches on how they built their success and the hard lessons they learned along the way. My name is Davis Wynne, and I'm the founder of Purple Circle, where we help career coaches scale their business to $100,000 years, $100,000 months, and even $100,000 weeks. Before Purple Circle, I've grown several seven and eight figure career coaching businesses myself and have been a consultant at two career coaching businesses that are doing over $100 million each. Whether you're an established coach or building your practice for the first time, you'll discover the secrets to elevating your coaching business.

Pedro Stein 1:09

Welcome to Career Coaching Secrets Podcast. I'm Pedro, and today I'm joined by Leandro da Silva, who has transformed over 268,000 plus participants across continents through his workshops and training programs. With 24 years in learning and development, his consulted with industry giants like JP Morgan Chase, Google, Facebook, TCS, Infosys, and Boston Consulting Group, earning recognition as Global Peak Performer Trainer and Superior Trainer of the Year. What sets Leandro apart is his unique blend of academic credentials from Harvard University and IIM Ahmedabad with his background as a trained theater actor, bringing energy and fun to professional development. He's currently pursuing his fellowship in leadership communication from Oxford University while serving as an advanced executive communication and presentation coach to corporate professionals, politicians, and business leaders. Welcome to the show, Leandro.

Leandro Dsylva 2:17

Pedro, thank you very much for that lovely.

Pedro Stein 2:22

Oh, I'm excited at you here. You know, from the first time we met, I was like thinking about how this would happen in the in the podcast episode because you have a very unique background, and I'm about to dive into it, okay? And I love the origin story, you know, because I'm curious how this actually started when you when coaching was more was more than just an idea, you know. Can we go backtrack to that a little bit?

unknown 2:47

Absolutely.

Leandro Dsylva 2:48

Uh so you want me to start right the very start, how does all start?

Pedro Stein 2:57

I mean, whatever you feel like put you in the right path that could serve our audience, you know, from other coaches and people looking for coaches, I would say. It's like those if you have an aha moment, if you felt like there was a natural or organic way that just happened, you know, on the flow, really up to you.

Leandro Dsylva 3:24

Uh I happened to be an executive consultant uh at a firm based out of Mumbai at the start of my career, and the training director at that firm realized that I had some amount of potential in the learning field, and so promised that I could perhaps start training. And when I approached the person, the person just said, Well, we don't have a position right now, so I decided to move on to better prospects, and I moved on to a training big card, who hired me hands down, and it so happened that I happened to go back to that same organization and when there's a consultant trainer, and when that trainer supposedly to give me that position initially, that turned me down, saw me, he said, What are you doing here? And he said, Well, I joined this consultant trainer with this uh external stakeholder, and you know, it was no rocket science. I had a job and then I didn't have a job because obviously a conversation had happened between that training manager and the leadership at an external consultant book that says, Hey, if you want this contract with us, this man needs to go. And so I had a job, and I didn't have a job in a few hours. Lo and behold, it can really throw you off being trapped. I stayed strong, I pursued my education further in the field of learning, and uh I started off first at the Bush Institute in India with the council, and uh from that it was just progression after progression. But failure is what got me into the middle of it.

Pedro Stein 5:10

Hmm. You said failure, I got that right? Yeah, I love that. It's so vulnerable.

Leandro Dsylva 5:18

I was rejected, I stoned away, it I just didn't it get me down.

Pedro Stein 5:27

Oh, I love that. That's such a key asset. I always say this on a podcast. I feel like vulnerability is a key factor for a true coach, you know, being able to connect with their their coaches, you know, in a level that he's also vulnerable. So that that I think that helps with the relationship, you know, because coaching it's all about the relationship as well. Now, I love that reminder about the failure. Now, I want to understand it, you know, it felt like it was very inner in organic and uh natural progress, you know, through coaching. But at what point um did it stop feeling like a side thing or a calling even and start feeling like a natural business you were responsible for, you know? When you when you have that shift on, you know what, I think I can actually make this a business out of it. Does that make sense?

Leandro Dsylva 6:20

Oh, absolutely. That was right in my second year at Harvard Business School. That's when I was working closely with a fellow mate of mine, uh Tori Aiello, and then we decided to she already had a business background in the US, and I had no business background, but I had a lot of learning experience behind me. And so we put our heads and arms together, and that's when Miller Weiman was born. And that's when we realized we could really take our passion and our current skill sets for the next level. This is where we actually saw the needle move.

Pedro Stein 7:00

Yes, the synergy, I can tell. I can see the synergy and that made the the partnership, you know, uh I would say blossom. Because that that made just sense at that stage. When you said she was uh had her background in business out in the US, okay, that makes sense. Now, once you were out there helping people, right, who did you naturally end up attracting? When did you realize, yeah, these are the people I work best with, you know?

Leandro Dsylva 7:27

Uh bedroom there's more rocket science. You can take the force of water for the drink, oops. So the more student or a coach is thirsty than if you really need to move ahead, that's when at that point in time one realizes that you know you're in business. I always say, as a coach, you can come after the portion of the both come halfway. I mean, I can go ahead and pull them along, but it's a little more effort, time consuming, which I'm willing to as long as they are willing to walk that extra mile as well. So I always say if you have a willing learner, you can create magic.

Pedro Stein 8:13

I like that. Okay. Now let's zoom out for a second, right? If someone ends up working with you today, right, how do they usually find their way to you in the first place?

Leandro Dsylva 8:24

Oh well, it would be your honest response. Uh out of a coffee shop in Boston. And the three of us, Tori, Professor Ted and I sat together. We decided on the ethos of the name for Miller Wyman. And uh You know, I have to say that Ted Mollingworth came from a huge communication. Uh roughly around six US residents uh before we met and before he trained me as well. And uh how do people find us? So the initial footing is, I must say, some good clients, good industry giants we got to work with, like Zakabur, like whether it was the Murthis in India, whether it was uh certain top businessmen or politicians in Israel, we've got to work and spread our wings because we had great footing and a background and a guide, Ted Rollingberg. He was our beginning star force. But then there was no looking back because if you're not good despite all the connections, you will build yourself faithful. We were good at what we brought to the table at the same time, we had the right connects and contacts. And then we were really in the business of networking, getting people, one student or one contact and let them. You gotta be good at what you do, otherwise, there's no connectivity.

Pedro Stein 9:56

Okay, got it. Now, I want to talk about the mechanics behind the scenes for a moment, right? Because when someone decides to work with you, like through a referral base, you know, like you just mentioned, you're doing good work, people are referring your business to other potential clients. So what I want to understand is what does that actually look like from their perspective, right? Like when you have an onboarding client, what does structure entails?

Leandro Dsylva 10:22

Petro, it's very different. One size doesn't fit all. I think you know that by now. Sometimes I've worked with a very high-end politician or a diplomat, and time is a real essence. So sometimes you've got to work with them when they want to bear. And sometimes you've got to travel with them as well. That's why I've traveled to over 156 countries because sometimes I start training in perhaps South Africa, and then I move to the States, and then we finally end up in Australia. Depending where these big bigs keep moving around, I tend to move with them because of personalized coaching in the field of second getting. Um you've got to be flexible. Flexibility is the name of the game. If you aren't flexible, being a world-class coach, being easily accessible is going to be a problem. A hindrance in the future.

Pedro Stein 11:19

Interesting. I mean, your work seems pretty involved, right, Leandro? We're talking about traveling all across the world to deliver somewhat of a custom experience, right, to your clients because they're high-profile clients. So, how do you think about managing your time and energy so the business doesn't start only in you, for example?

Leandro Dsylva 11:41

Well, I think you're going to learn to say no. And I learned to say no very early on my class. I don't I don't have an issue there. So whether I'm talking to a top diplomat, then to a client executive, or even someone who's junior in the organization for global clients, I'm the same. I don't change depending on the designation. So if I plan very well then, um for those who know me extremely well, I'm sucking for plan. And once I create a plan and I share the client, I expect them to have a certain amount of discipline follow through. Yes, I understand there could be contingencies in clements weather. Right now we have a warlike situation in West Asia. One needs to understand, one needs to be flexible. But if you just lo and behold, drop your hand and say, I can't do it now, when I already had that session in the group, then you just skip that session and perhaps when the time is right, we catch up when we are both available. So I try discipline and I expect coaches, whoever they are, to be extremely disciplined in their own learning.

Pedro Stein 12:55

I love that, you know, setting up the boundaries also, you know, it's not just about saying yes. That's a I think that's a powerful reminder for coaches out there, and especially if you're getting to that scarcity mentality, you know, and you're like, oh, I need to do whatever to just help this client so I'm not losing him. So I think that's a very powerful reminder. I appreciate you sharing that.

Leandro Dsylva 13:17

Now, better if I might say the faster you learn to say no, the faster you bring success to your business.

Pedro Stein 13:26

I love that. Now, looking forward a bit, right? What's the direction you're aiming, Miller Wyman, forward towards, you know, the business towards? I like, I mean, are you thinking more about growth, leverage, building a team, or refining what already works, you know? What feels most exciting right now, Leandro?

Leandro Dsylva 13:44

I think the scalability matrix really pitches higher. Let's put some three or five member five members. Today we're close to around 154 resultant coaches and trainers across the globe in almost 68 countries. So do we have scale? Now, what's the future? Does the future hold more? I like to be talking about defining for me. I'm a big believer in if you're not dates and upgrading your knowledge, you're relegated to set place. So at the moment, next quarter, the major focus of Miller Wyans is content refinement, enrichment, learners' learning curves as well. So we invest heavily in our trainers' approaches learning along with others so they become better versed themselves. They can get the best to online as well. And at the same time, we can grow to about 200 strong team coaches globally by year air 20.

Pedro Stein 14:48

Okay, now I feel like I need to ask you something because this is such a hot topic, and you have a pretty well-established business with several coaches under your brand, right? So the thing that really makes me wonder is like, because I had people that I was talking in the coaching space, and AI is such a hot topic. I've seen people trying to, for example, replace coaches with AI, right? So I would love to hear what you think about this, particularly about trying to replace the human component with AI. Do you feel like this is happening in the near future, or do you think they're just, you know, out of their mind?

Leandro Dsylva 15:28

I have very interesting special thanks. I have a two-pronged approach to this. One is I think it's for the advancement of AI, artificial intelligence. There seems to be a lot of natural stupidity around. The second aspect is for me, I'm a big believer that AI is critical and support, but it's not going to replace our thoughts because for me, AI plus HI is equal to CI, artificial intelligence, plus human intelligence is collaborative intelligence. So using that as a tool to leverage and bring out the best in terms of the economy of time, space, and speed of business, that's where AI can get to help us and bring us up to speed and bring the best to our clients as well. So I'm not against it, nor do I fear it. I want to collaborate with remember. If you don't have the HI, no matter what process or tool you have in front of you, your input is as good as your output, and your output is as good as your input. So input is as critical in the output process.

Pedro Stein 16:35

Oh, I love that. Okay. I mean, Leandro, you've been in the game around long enough to see trends come and go, right? You've been in business for a while now. Well, people give business advice non-stop, especially online, right? It's like so much noise out there. You read a post and it's AI is dead, the next one is AI is gonna take over, right? That it's that dichotomy. And so, what's something you hear repeated a lot that you think people misunderstand or overvalue? You know, towards business advice.

Leandro Dsylva 17:09

You know, I think for me, passion seems to be overrated at times. Uh, but I'm a big believer that passion without discipline, it's chaos. It's absolute chaos. For me, the third so you need a passion coach, but at the same time, you need a discipline approach from that course. That's when you really are you leverage the best in the business. And since we run a business, then we also want to sell your pebble. People keep working on CSAP all the time. Little tools to measure CSAT as well, customer satisfaction, but your ESAP is critical important to satisfaction. You cannot have rate CSAP if you focus on ESAP. Because for me, and I've seen this in the business world as well, happy employee is a productive employee. Keep your people, keep your teams happy, they keep your customers happy, and then they are in business.

Pedro Stein 18:11

Interesting. I love how you said passion is over here because I've seen people diving into passion projects personally, and just not considering sometimes economics, considering context, you know. Does this make sense? Am I helping someone to solve a problem? Because at the end of the day, when we're trying to establish a business, for example, we're trying we're trying to help people solve a problem, right? A pain. And if you if you're just browsing through it and you don't care about it, you're gonna have a hard time, right?

Leandro Dsylva 18:45

You'll be crying, you'll be crying, but you're not through the cow stumble.

Pedro Stein 18:50

Yeah, a hundred percent. I love that reminder. Now, on the flip side, Leandro, what's something boring or not as hyped that you wish more people actually paid attention to, you know?

Leandro Dsylva 19:04

Well, that's an interesting perspective that you asked me. Preparation. Preparation is the key for the world-class road. I see so often that the people walk into sessions thinking they know it all the doctor a thousand times. Fair enough. Good on them. But if they don't prepare, there's no background phone work done, it just shows up in the real session we're having. For me, preparation is the key. The more you invest back end, the stronger you are at front end with your client customers. I tell all trainers and coaches, please don't matter, even today. Let me share a personalized example. With 24 years of training behind me, I do not dare enter a session without going through my content, having a session plan and a lesson plan with a well-managed learning outcome time plan. I do not dare enter a session or a month. So please invest in prep.

Pedro Stein 20:02

Because people thank that just uh you just I just felt good because I had I did my research, you know, I did my intro, and I'm like, okay, I passed the test. Okay, I did my prep. Now the second thing that brings up to my mind here is that you have that interesting theater background, right? I would love to dive in a little deep on that because when you mentioned preparation and we're talking about theater, of course, there's some certain levels of improv, right? But it's not 100% improv. There's reading the script, there is, you know, practicing. So have you have you connected the preparation advice to your your coaching business and the theater experience? I mean, uh, do you do you see all of three topics having synergy between them?

Leandro Dsylva 20:55

Absolutely, that was a fantastic question. I look at this word edutainment. There's a major focus on educating your people and entertaining and entertaining them at the same time. Now, if you can educate and entertain your people at the same time, you are really in the business of being a world-class facilitator or coach. Uh, very often people are just dispensing information, rolling it out today at the touch of a button. You can get whatever I need to share with you, and that's it. That you come to attend, you know, you come to a session. So, but for me to engage you, to leverage your best skill sets, to bring you out before, it's imperative that I make role play into real play, and vice versa. So for me, getting out the best out of my students is putting them in that situation, getting their hands dirty metaphorically, and they learn by doing so kinesthetic learning was pretty clear that not just visual and auditory, but also kinesthetic learning.

Pedro Stein 22:00

Interesting. I yeah, okay. Now I want to do something a little lighter for a moment, Leander. Okay. I got a quick, rapid fire game for you if you're up to it.

unknown 22:10

Sure.

Pedro Stein 22:10

Okay. This is like think about investments you've made into the business, you know, coaching, programs, hires, tools, marketing, any of it. I'll throw out a prompt and you answer with whatever comes to mind first. Okay? Stories are welcome. So, first one, what was uh the very first investment you ever made into your business?

Leandro Dsylva 22:34

Going to a course myself.

Pedro Stein 22:37

Okay. Can you expand on that? On the type of course you did. I just I'm curious about that.

Leandro Dsylva 22:42

Absolutely. Let me share with you a personal example. I was an extremely shy child, almost reticent. My mom realized that very early on, and she introduced me to theater. I went to a couple of public speaking courses, very good ones in the in the city of Bombay, in India. And uh I realized that theater became such a redemptive tool for me. Today I go around the world giving people that same confidence, and I even have the child bringing up.

Pedro Stein 23:13

Being there, done that. I love it. I love that. Okay. Puts your but it puts in perspective, right? The skin in the game is always something like people can connect so easily because you you've you've already passed that. You did that, you understand their mindset. Leandro, what's uh the most recent investment you've put money into?

Leandro Dsylva 23:35

I put money into.

Pedro Stein 23:37

Yeah, your business investment recent, the most recent one that you know you've did made.

Leandro Dsylva 23:43

Well, uh, we've just picked up a very new and a big client, uh, and they are based, in fact, out of Asia, and a part of it is in Europe. So the huge investment we've made is we've actually kept coaches on site with them. We've spent about 20 coaches in Europe and 20 coaches in Asia who are poaching at the same time these two big clients. I can't talk for the clients right now because we've just signed deals. Uh they're pretty much high-end, and so that spells good news for us for business, as well as I think payout uh for the coaches and trainers.

Pedro Stein 24:22

Nice. Okay. Now, looking back, okay, what investment paid off the most for you and why?

Leandro Dsylva 24:32

I think the biggest payoff would be is investing in the trainers, constant and continuous learning. Because today, not only you'd find that every trainer or coach at Miller Weiman has to be IVD getting date, but they also have to have a regular and timely score sheet in terms of their learning curve. If they haven't done more than four new courses in the year, they did not get another coaching session from Miller Weiman. So we have to make sure we see a progress forward at the end of the year, which has four new adult students.

Pedro Stein 25:18

Okay. Interesting. That's an interesting filter. Okay. And what's an what's one investment you'd think twice about if you could rewind, you know?

Leandro Dsylva 25:31

Well, you know, if I could revive, I could there were a couple of coaches or very high lines, was paying a stop dollar, but with the attitude, I could easily give it back and say thank you, but no, thank you.

Pedro Stein 25:47

Okay, interesting. And and were there any lessons on that? Like maybe we could caught that earlier, you know, that set up a talk with an alignment conversation, or is this just part of the business you feel like it?

Leandro Dsylva 26:01

So you I'm trying to ask this, but I'll be able to see a DNI is doing its identification. And so sometimes when I meet either mid-level or senior level, I'd like to do a pre-assessment to them, to understand where they come from, what they bring to the table, what they want to take out of the course. Because Petro, if I'm bringing gold to the table and they are looking at diamonds, they're never going to be happy. Okay, I know that's a very loose uh analogy, but the fact of the matter is if they come to the program expecting A and we are offering B, they're never gonna be happy. And it's not gonna it's gonna be a loose-lose, and the whole idea is to make it a win-win situation. Apples for apples and oranges for oranges.

Pedro Stein 26:48

And not apples to oranges. So it's a leveling ex the playing field for expectations, basically. So they uh they understand where they're getting, you understand what they need to do, they need to do some work, also, right?

Leandro Dsylva 27:02

Yeah, right. And people provide it because they need it, but they want something else and between what they need and what they want. Maybe what they need is what they offer right now, but we want X, and we know they don't need that right now as a learning expert.

Pedro Stein 27:27

I think I understood that. It's like, for example, we had uh uh I I met coaches that they were like, for example, that uh they were helping pharmacists get jobs, okay? That's in a career path. And uh they told me that that person told me that in reality they were like the soft sell, let's call it soft sell, and we're gonna help you land the X, Y, and Z job. But in reality, they were selling confidence. So there was a mixed up. It was like there they didn't want the confidence, but they needed it to get the job. Did that make sense? Right, yeah.

Leandro Dsylva 28:09

Very clear, Christopher, is what we bring to the table, and they need to understand what we bring to the table. And the the pertinent question is do they need this at this point in time in their career?

Pedro Stein 28:23

Got it. Interesting. I love that. Okay. Now, hearing those side by side, right? The game we just played. How has your mindset around investing in the business changed over the years? If it has, you know.

Leandro Dsylva 28:38

Uh my mindset has not changed anything. I'm very clear on my basics, basics for today. Number one, as adults are babies in big bodies. So, you know, they're always gonna play around with even anyone above 18, right up to, you know, 65, right up to 70. Recently I had a gentleman at the UK who was quite a big wig in the caboca industry, and he was almost 60 plus. But uh it was happening as working with him because he was so open to learn. And yes, I had some who was uh starting off his career in uh uh an Asian company, but not so open to learn. So you're gonna have either end of the spectrum. I think that openness to learn is so critical for us to make magic happen. And so if someone's gonna pay me top dollar pedro, but is not so open to learning and feedback, I'd rather say go at the very start. And I don't mean to do a white line, crystal clear that okay, this is what you want, that this is what we can offer, but you don't want what you actually need. Let's be friends, but uh let's follow flip and you'll be happy where you are, and I'll be happy where I am.

Pedro Stein 29:51

Interesting. And how how would you frame it to understand, just for our listeners to understand, right? You're talking about a person that's not really coachable. Let's use that word then, right? It's not aligned with the need, it's aligned with the want, but not aligned with the need. And maybe that's the way your work runs, right? You have how Miller Wyman works, but how would you detect that in like in a in a discovery call or in the first point of contact? Like just giving an example out there for coaches that might need to you know have that perception of, hey, maybe this person is not coachable. How would you say that?

Leandro Dsylva 30:33

Let me start off your qu you know by answering your question by the very statement itself. Everyone is not coachable. Now, to help you understand that, one is to body language, behavior, facial expressions, gestures. Sometimes when you're having a one-on-one with them, they just don't want to be there. They they they all how perfect their tone is, so tonal quality plays a critical role as well. You can see it with years of training experience, also with my theater back, I can see that they really want this or they don't want this. Because sometimes a lot of people are prisoners of the HR department, and so they want them to be there, they'll pay for them to be there, but they don't want to be there. Some come for the menu and the win. Some come to just check it out. So you can get all types, you know, all five is not the same. The whole idea is to take people who really want to learn because you rather have those two taken out and add two people who are not up to the serve but have to gauge in the world. Motivation will, believe me, that is something that comes from within. You can take the guy to have him back. He doesn't have the motivation and will for them at A type of interest.

Pedro Stein 31:51

Oh, I love that. Um, special the soft skills, right? Arms crossed, low energy. You you can sense it. Like, hey, do you have so you're the guy to have all the answers, you know, that type of mentality that is not curious, it's about it's I would say it's a little bit of a judgmental mentality.

Leandro Dsylva 32:10

Like I know it all.

Pedro Stein 32:13

Exactly. I love that. That's a powerful reminder. And I've seen coaches with that mentality as well, okay? Loved it. Okay, and Leandro, before we close this out, right? If someone resonated with what you shared and wants to follow your work, okay, where do they where should they go?

Leandro Dsylva 32:32

They should go to www.millowwine.com, or they should write in directly to me at leandro.sil at millowine. We're happy to answer them at any point in time, depending on the time, it's all nine.

Pedro Stein 32:50

Okay, I love it. And just for the record, we have all the links here in the description. You don't have to stress about it, okay? So people can reach out to you. Um, I would say, Lorraine Leandro, there were a few moments from this chat that really stood out to me. Okay, I would point out your acceptance of failure right at the start on the origin story. I think, and I said that at the moment, I but I will I need to highlight this how important it is to have ownership of your own failures. If you're gonna help someone to overcome theirs, you know, at the end of the day, I I really, really like that. You mean you're sharing it so openly, you know, not trying to play an act, not trying to hide from it. It's like I did that, I've been there, and now I'm moving forward from it, okay? And trying to help people don't follow through the same pitfalls. Now, I also love the fact that you told me you're a sucker for planning and the importance to say no, right? I love that reminder, you know, setting up the boundaries, leveling up the play field, you know, so people don't get surprised. Even you, you know, if you're even if you're a coach and you're like, oh, I didn't expect that, it's important to set up those boundaries right at the start. So that's also a powerful reminder. And when I asked you about AI, right? You gave me some some new ones here AI, HI, CI. So I took note of those, okay? How to collaborate, how to, you know, the human component. I I had to say I agree with you 100%. I don't think it's it's gonna replace, especially in the coaching space, gonna replace people. It's more about collaboration, being more efficient, you know, and and delivering great results to your clients instead of just, hey, I'm gonna replace Bill or John as a coach with a notification or chat bot. I don't think that's not gonna fly. People can think different, not a problem. If that's just my opinion as well. So this is my long way of saying, okay, Leandro, that I really appreciate you taking the time and being open with us today. It was great having you on.

Leandro Dsylva 35:00

Pedro, thank you very much. I just leave the listeners with if you fail to plan, you plan to fail.

Pedro Stein 35:10

I love that. Okay. So great to have you, Leandro.

Davis Nguyen 35:15

That's it for this episode of Career Coaching Secrets. If you enjoyed this conversation, you can subscribe to YouTube, Spotify, Apple Podcasts, or wherever you're listening to this episode to catch future episodes. This conversation was brought to you by Purple Circle, where we help career coaches scale their business to seven and eight figures without burning out. To learn more about Purple Circle, our community, and how we can help you grow your business, visit joinpurplecircle.com.