
Dr. Andy Garrett from AG Thrive Psychological Consultation | The Power of True North and Resilience in Employee Leadership
In this episode of the HR Scoop, Andrea interviews Dr. Andy Garrett, a former private psychology clinician who now works in the business world. They discuss Dr. Garrett’s journey, emphasizing the importance of authenticity, resilience, and core values in leadership and organizational success. Dr. Garrett shares insights on how aligning personal and organizational values can lead to better outcomes and more fulfilling work environments. Andrea and Dr. Garrett will dive into the significance of agility in navigating modern challenges and encourage businesses to find their “true north” for sustained success.
Andrea: [00:00:00] Welcome back to the HR scoop today. I am thrilled to have Dr. Andy Garrett join us. Dr. Garrett started as a private psychology clinician and now has moved into working in the business world with coaching and workshops and. All sorts of good things. So today he is going to share with us some insights from his journey And things he’s learned and hopefully a few things we can all apply to our workplaces As well, so thank you And what should we call you?
Should we stick with dr. Garrett?
Dr. Andy: Just as long as we go with first name, Andy works great, uh, going with my last name feels way too formal. Uh, I start looking around for, you know, if they’re talking to someone else, when you start referring to Mr. Garrett or Dr. Garrett or anything, so Andy works great.
Andrea: Alright, Andy, it is. So, I gave a quick brief intro, but, you know, feel free to let the audience know a little bit more about yourself.
Dr. Andy: Yeah, as you said, uh, I had a private, [00:01:00] uh, practice in psychology. I started mine about 10 years ago. Before that, I was part of a large group practice. That was really fun. We had a major presence throughout all of Southern California from Los Angeles to San Bernardino to Orange County, uh, and really have loved doing that work, uh, but, uh, over time, you know, I really specialized in working with a lot of, uh, high achieving executives.
And we go through a kind of a particular process. So don’t. The way that I do, uh, uh, my work was, was never really traditional therapy. I had more of a positive psychology approach and. Did a lot more coaching and, you know, building tools. Uh, and so I had a lot of the clients that I worked with, I would say, we’ve got a Dr.
Andy or somebody like you, a consultant that we work with, but we really love the framework that you use. And would you be willing to come in and do a workshop or, you know, talk with my team? And so getting that request enough, I realized, you know, maybe we should just create a formal offer. And so we started to do that.
And, uh, really have found [00:02:00] it to be incredibly enjoyable and what I really love, because what motivates me the most is impact. And so I love going into, uh, organization and being able to affect the leadership and culture of an organization and the downstream effect of that, of how it impacts, not just the employees and their enjoyment of work and profitability and productivity.
These people take the skills that we teach around resilience and authenticity, and it really applies to any area of life. And so you see breakthroughs in their relationships, in their personal health and their marriages. And so that, that makes the work that I do extremely fulfilling.
Andrea: Yeah. I, I am such a strong believer that having any kind of psychology background, education degrees, I mean, my own degrees are in industrial organizational psychology, and I just think it is so The best preparation you can have for doing work in any kind of people related field, be it leadership, coaching, mentoring, training, HR.
I mean, cause we’re just people at the end of the day. So [00:03:00] it seems like a pretty easy jump, but not one that a lot of private clinicians make.
Dr. Andy: Yeah, yeah, I’ve certainly seen that. I have some friends in grad school that specialized in IO industrial psych and doing organizational work, but ones that actually did any clinical work, making that jump.
I’ve not seen many. I know a few that have done it. Um, and I agree. I think as a base, I remember hearing someone that talked about this concept of talent stacking at one point. Where I was saying, you know, that two ways to potential massive success is to be, you know, one of the very best at what you do in the top 1%.
Um, and that’s, that’s great. And, you know, we should always look to self actualize and be the best that we can be. But another way was to find valuable talents that you could stack on top of each other. And he said, certain skills, like people skills, writing skills, they just stack really. Powerfully with just about any, and psychology is one of those things is understanding, you know, motivation, why people do what they do and [00:04:00] looking at that, that I think is just a really valuable skill set to have in general.
So, I’m, I’m certainly right there with you on that.
Andrea: I am endlessly fascinated to learn why people do what they do, which is why I’m in this. Okay, so I could just go on a tangent, but I would love for you to explain to our audience the concept behind the thing that you built. I believe you call it the True North Radical Resistance.
Curious, you know, the inspiration, resilience. Um, what inspired you? Could you explain?
Dr. Andy: Absolutely. So I think there’s, there’s two major influences that, that really, uh, were the inspiration. The first one was really my grandfather. So he was, uh, really the most influential man in my life and, and helping me to, you know, get through a lot of hardships in my own life and just set a great example.
And, uh, the last. 10 years of his [00:05:00] life. We were best friends and we’d do all kinds of things together. So he was a very successful businessman. Uh, his name was Carl Karcher. He actually started Carl’s jr. And so he had a successful business, but really what was most successful about him was who he was as a person.
And he constantly, he talked about his core values. You could see that he would reference what was most important to him. But then how he organized his life and his time and the consistency of how he showed up in every setting. You know, I’d, I’d seen him at work. I’ve been out in public with him. You know, I’ve seen him in a family setting and he’s incredibly consistent.
And so you saw this authenticity. And you saw how that built trust. And I saw him go through, you know, the height of success and really some amazing successes there. But I saw everything stripped away at one point in his life too, where he went through and really hit, uh, enough challenges and obstacles that would have brought many people to their knees.
And yet he, he didn’t change. I saw this resilience in him and it happened to be at a time of my life where I was going through, you know, kind of, uh, [00:06:00] some real hardships. And I recognized how contagious resilience can be right that seeing him being able to show that consistency of character to see him be able to kind of even grow through adversity gave me the strength and courage.
I needed to be able to face some really hard things. So, when I put together this program and how to structure it, some of it was reverse engineering the things I learned from him. Now he had an eighth grade education, so he certainly wouldn’t have used terms like intrinsic motivation and many of the concepts that we use, but it’s what he lived out and it’s what I’ve seen with people that we call exemplars that just seem to really show up and have almost endless amount of energy and tend to be incredibly resilient, phenomenal leaders.
It’s the same principles I’ve seen over and over again with those people. And so I think what we’ve put together is a way to. Isn’t meant to create more Carl Carchers by any stretch of the imagination. He wasn’t perfect, but it’s meant people to give people a structure of how to create their own version of how to [00:07:00] find that authenticity and how to lead from that place.
And when you operate in that authenticity, it’s amazing how it creates this organic sense of resilience. And so, um, so that was, was a major influence. And then I think working with a business coach, uh, back in 2019, Uh, had a very successful private practice, but he started asking questions like, how do you want to scale?
And as I was thinking about the traditional way, which is just taking out a bunch of therapists and coaches and building this, you know, practice that. Um, really seemed very, uh, unexciting to me because I know lots of friends that do that and, um, they’re beholden doesn’t give them a lot of freedom. And so I, I didn’t want to go that route.
And so he said, what if you formalized, you know, what it is that you’ve been doing with these executives and created a program, a course. And so we started working on that, uh, and it was, I realized it was a skill set that, uh, I didn’t, uh, hadn’t used since grad school, but I love curriculum building. I love finding really difficult complex [00:08:00] psychological problems, and then trying to come up with solutions for them and thinking holistically, barring from different orientations and different.
Domains and putting together something that holistically I think is, is a new way of approaching a very difficult psychological problems. And so those were two of the major influences that led to the creation of the program.
Andrea: Wow. What a gift your grandfather gave you of just role modeling authenticity and being who he was in all scenarios, which we have to remember a generation or two ago was not just a certain thing.
I mean, that was unique.
Dr. Andy: Yeah. Yeah, yeah, I agree. And, you know, it was amazing. Uh, unfortunately, not that him passing away was amazing, but we had several thousand people show up right to honor and we received hundreds of letters of people, some of which, you know, we knew that were strong, but many of which were people that had sometimes [00:09:00] single encounters with him and they shared stories about, uh, you know, how generous he was or how he had helped them through something difficult.
Uh, and it really showed, you know, something I experienced with him. But again, I think one of the things that you see with a lot of successful people is compartmentalization is that, you know, they show up in one way at work that doesn’t translate, you know, it’s like they, they often have clarity of who they are at work that makes them successful.
But they’re very unclear and uncertain of how that shows up then and their marriage or at home. And and so, um, I, I often work with people that are very successful from an external standpoint, but internally, right? They create chaos everywhere they go. And so it was really great to experience someone, uh, who was very influential for me, but, you know, to see that consistency, I think it’s such an important issue around being a great leader and resilience.
Um, one of my other great, uh, role models who I never got a chance to met, meet, uh, but it’s Viktor Frankl, um, in his, you know, book, Man’s Search for Meaning. [00:10:00] So he was in five Nazi concentration camps. Uh, had his, uh, you know, mom was killed, dad was killed, his wife was killed, and yet he was able, in the worst of possible circumstances, to find meaning, freedom, to find joy, uh, and it was really about that ability to, you know, choose his attitude, to access his higher self, even in terrible circumstances.
And so, Whenever I’m going through something difficult, I often think of my grandpa or Viktor Frankl. And you know, whatever I’m going through is not nearly as bad as what Frankl went through. Uh, but I also think about, you know, the examples that they set. It does help me to find a pathway to choosing resilience.
Andrea: Yeah, those are great examples. And I think really do highlight the power of authenticity and the ripple effect it has out to the rest of your organization, your community, your family, your friends, your circle, people may be met one time, you know, it’s very often we think, Oh, this leader is just this way, [00:11:00] but we’ll contain it, we won’t have them take on new direct reports, or we won’t extend them to this other project.
But those impacts, positive or negative. Definitely float out more. So when you’ve been working with kind of those people who have the traditional markers of success, but are feeling unfulfilled, almost, you know, like you might have gotten into, if you hadn’t kind of set a different path with that career coach, you know, how do you guide individuals to what they really want and how they align with their, their values?
Dr. Andy: Yeah, that’s a great question. You know, the reason that we use the term true North, um, to be fair, I didn’t know this until we actually, uh, was on a boat ride with my mom who was saying that, uh, she was reading, I’ve got an email newsletter that goes out and, you know, thankfully she opens up and shares it with her friends and she said, you know, my friends love the content and it speaks to them and, you know, many of them are, are business owners themselves.
And so she said, [00:12:00] but, you know, they were asking, what is it that you specialize? What’s your expertise? And so I started talking about authenticity and identity and what it’s like to be out of alignment in about 3 or 4 minutes into the explanation. I realized her eyes are glazing over, you know, I’m, I’m, I’m losing focus.
I’m like, I need to reign this in quickly. And I said, I help people find their true North and be resilient to that. And it was a very quick, easy answer. Later, I discovered there’s a difference between true North and magnetic North. And so, and I, and I think it’s a significant difference that even though I’m sure if there’s hikers that are listening to this magnetic north certainly might be a reliable, uh, true north is a fixed location.
It’s something that remains constant, stable, and so it doesn’t shift magnetic north. On the other hand, is constantly reacting to the electromagnetic field of the environment. And so they very rarely line up, you know, I think if you were to look at a map right now, magnetic north is like a degree or two off from where true north is.
And that might not seem like a significant difference, but over a long enough period of [00:13:00] time, being a degree or 2 off from those things that really point true. Nor can lead you in a business or a relationship to outcomes that you never would have expected. Right? Can lead you to really unfortunate and I think it’s important while you can’t have certainty and clarity and everything.
If you don’t have a few things that remain really constant and stable that help you to make decisions, who you hire, uh, and so that’s what we do. We really help people go in and define what are these handful of things, your core values, your mission, your purpose that really remain pretty constant and stable over a period of time.
They can shift at certain times, but by and large, they remain pretty, pretty secure. And when you use those as a basis for dealing with adversity, when you use them as a basis for the decisions you make, it’s amazing how quickly already that starts to create a sense of purpose, meaning resilience. And trust, right?
When people see the consistency that someone says they value honesty and they consistently are [00:14:00] honest, right? Everybody’s gets a chance to kind of, you know, their, their defense mechanisms go down and they start to feel safe. And now all of a sudden you can focus on, well, how do we optimize, right?
Creativity thrives. You can start to grow. So we, you know, that true North component is the most. Significant everything needs to start there. And once we’ve established a strong sense of what that true north is, it’s amazing. The base it’s, it’s like putting a primer, a coat of primer down before you paint everything else that we’re going to do on top of that is so much more likely to stick because we can anchor it to the things that remain secure and really significant.
Andrea: So many good tidbits there. And I will just say, if your own mother’s eyes are glazing over, you definitely needed to shorten that definition.
I think it’s so applicable to the workplace because very often we catch ourselves using jargon, over explaining, over complicating, and then people are like, but what are we [00:15:00] doing? And so clear, concise, repeatable, and staying true to your values. This is another. Really good call out. And I think, you know, companies have values and maybe we write them down.
Maybe we kind of know them, but are you actively pointing your strategic initiatives, your goals, your programs towards those? I think the easiest example I have of this in my career is when I worked, um, at the Oregon Humane Society and in every meeting, if it would ever start to go sideways, it was so easy to come back and say, is this helping the animals?
Yes or no. And if no, then drop it. And so I’m sure there’s something in all of our workplaces, our jobs, even the task, is this getting me to the goal of what we’re trying to accomplish? If not, no, cause you stick to that true North and then you can apply that, you know, to your own personality.
Dr. Andy: I love that [00:16:00] example, the simplicity of it.
And you’re a hundred percent right. Even in, you know, over complicating things with jargon, professional language. You know, sometimes we’ll go into an organization and they’ve done core values work before, but sometimes they’ll pull out a list of like, here’s our 25 core values. That is way too many, right?
You really need to ideally limit it to three to five, you know, enough that they’re easy to access, you know, in times of, of adversity so that they can help shape, uh, the direction, what to prioritize. And then turning those values either into short action statements or something that’s, that’s memorable and meaningful.
So that again, they become very, uh, practical and pragmatic is, is huge. So I love that example that you gave. We, we had someone that we were working with that, um, you know, they again, had a consultant that could come in and they had a set of core values. Uh, and then she was sharing with me about their, uh, biggest, uh, customer customer and how this person was causing literally [00:17:00] my.
Uh, was causing all kinds of stress and conflict within the team. You know, they were growing this massive social media organization. And I said, just out of curiosity, did you know, does this customer align with your core values? And she said, I’d never even considered if that was something that I should think about.
And so we went through real quick and, you know, didn’t align with a single, in fact, was in contradiction with three of the five core values. And I said, you know, I, I know this isn’t going to sound like something you’re gonna want to do, but. It might be in your best interest to find a really great referral, right?
Make sure you take great care of this person, but the amount of discord and disharmony this person’s creating is really affecting you and your team. And so eventually she did make the move and within a few weeks, she found two clients that were perfect fits with her core values that more than replace that income and the productivity in the sense of enjoyment, engagement, alignment that the whole team was experiencing.
Uh, it was amazing how that set them on a course where they had a record year, but those, those core values [00:18:00] really do need to serve as a compass, you know, that guide how you act the decisions you make. So that’s, that’s great.
Andrea: What a good example of how often we as humans hold on to things that don’t serve us, that aren’t for our highest good or the best business sense because we think, well, I can do it faster.
Nobody else is going to want to do it. It’s easier for me to just handle it versus training someone or stretching someone to let them do it. Or in that example, letting it go loosen your grip and then you make space for things that are better for you, better for your culture, better for your bottom line.
But what is it about us that makes that so hard? We just grip tighter instead of letting it be a little loose to make space for better things.
Dr. Andy: I think it’s insecurity and understand there’s no, no judgment in me saying this because I certainly have had my [00:19:00] own insecurities. But when we’re fearful and we’re operating from a place of, you know, that I need this, uh, then it’s amazing.
It really, uh, even from a neurological standpoint, it shuts off our prefrontal cortex and we start operating out of scarcity mode from survival standpoint. Uh, and we, we tend to get tunnel vision, so we have a tough time seeing kind of the full picture and we only see a very limited perspective. We’re completely detached from our problem solving our values in that, like, primitive brain, uh, reactionary state.
Uh, that’s why the true north component is such a significant part of setting the foundation when you re anchor to your values in tough situations like that. We know the research shows that when you feel connected to what matters most, you feel like you can overcome just about anything. When you affirm your values and your daily actions, you start to create a belief of self efficacy, right?
Believing that you can overcome, uh, hardships and challenges. And once that belief sets [00:20:00] in, it’s amazing how you will start leaning into challenges and it will enable prefrontal cortex from a place of greater security. Trusting I’ve got this, right? This might be scary, but I know, you know, how to take out of this chaos, bring order to the chaos and start to move forward in a way that aligns with, you know, what matters most.
Andrea: Oh, my gosh, I could nerd out on this all day. I love it. Yay, brain science. Okay, all of it’s true. And a couple of times we’ve, you know, we’ve talked about self awareness and authenticity leading to resilience in these personal core values. So how have you seen That very personal internal work translate into the workplace.
You know, do you have any examples of maybe where it’s made a difference or maybe where it was a misstep or just some connection there?
Dr. Andy: Yeah. Yeah. I have a couple of stories that are kind of run through my head, but, um, [00:21:00] We know self awareness is one of the most critical skills to success in general, right?
It really, you’re just starting to hopefully applied self awareness. I should maybe say that knowing how to put that into practical, uh, applications so that you’re knowing what your strengths are. You’re knowing, uh, the things that light you up with a sense of purpose. And so knowing how to put that into action.
Is incredibly powerful and, you know, the most successful among us typically tend to be very self aware. Um, I mean, I’m sure we could all find examples of that. Not necessarily being true, but it is a really important skill set in that authenticity piece. We had someone that I was working with. Who, uh, had set a company core values, the co founder of a huge CPA firm, and, you know, they had created, uh, health as a core value of the organization.
And part of that was that he had a significant health issue. And so they said, we’re going to do this initiative for this year where we’re going to really emphasize taking great care of ourselves. And it was wonderful. But when I went and talked to this founder, I said, well, [00:22:00] explain to me what does health mean to you and why is it important?
You know, you could, you could tell that, that health was not a core value. It was something that his wife and his partner and all these people were telling him he needed to take serious. Uh, but there was no real authenticity behind it. There was no real emotion. Uh, when I helped him to recognize that trust was by far his number one core value.
And when he told stories about it, you could see how important this was to him. And I helped him align because, you know, with Not finding that connection to, uh, health, uh, naturally, you know, he was smoking on the smoke breaks, eating junk food every day, and it was undermining the resilience of the team because they saw hypocrisy, uh, you know, not being in alignment with your values and having leadership act in ways that contradict, uh, you’d be better off not posting values than having hypocrisy, uh, you know, that the whole team can see.
But when he connected trust and realized that by him not taking care of his health, he was undermining the trust of his team and his wife [00:23:00] and people that really counted on him. That was the lever that helped him do a complete 180, right? So he was able to apply that self awareness of what really mattered to him and make that alignment from the organization to his personal.
That completely shifted and, you know, really changed his health habits and the team rallied around him in a way that was, it was really special. And so you saw, uh, the team, uh, coming together and performing at an incredible, uh, level. Uh, and it just requires that, that, that. Ability to be self aware enough instead of trying to force things and, and, you know, say, well, uh, I’m just going to try and make this happen through willpower is being able to use, well, this is what actually matters to me.
And how do I apply that?
Andrea: Yeah, that’s a great example. I always think of willpower as, you know, the engine that can short circuit and burn out if it doesn’t have the fuel, but the underlying value and passion is a renewable resource.
Dr. Andy: [00:24:00] I love that you say that willpower is amazing, right? There’s no doubt.
And there’s, there’s like great studies, like the marshmallow test and all these things. So we know, uh, willpower can be a superpower, but it is, it’s kind of like a bass tank when you use it, it depletes. And if that’s your go to resilient strategy, you are going to push people towards burnout. It’s unsustainable.
And so being able to tap into things like intrinsic motivation, right, which is where passion kind of comes from. That’s how you create people who can perform at high levels. But at the end of the day, they’re tapping into that clean energy. It’s like endlessly renewable. It’s amazing how much more with the right, you know, a resilient motivation source, how you can have a highly motivated team, uh, but that has a very low likelihood of ever burning out.
Andrea: I love it. This is all very helpful and insightful. And I’m curious if you have any other. Skills or, you know, competencies or skills that you’re seeing that we should be paying attention to kind of in the [00:25:00] same vein, you know, for the next five plus years.
Dr. Andy: Yeah. I saw a post that came out, I think it was through, through Sherm and I’ve seen something that came out with Gallup poll as well, uh, that certainly highlighted, you know, some of the, the most important skill sets over these next five to 10 years.
Resilience was certainly listed, uh, right towards the top. Agility is one of those skill sets, and it makes sense when you realize, you know, we live in the information age, uh, that we often have, you know, so much information coming at us on a daily basis, uh, you know, opening your phone and the new cycles, uh, when technology, uh, improves at such a rapid pace, uh, there’s so much uncertainty in the world.
So the ability to, uh, You know, make decisions in a very efficient and effective manner, but also having the ability to pivot when the ways that you’ve always done things no longer work. You know, I remember during COVID, during the pandemic, uh, you know, we had launched our program, uh, and [00:26:00] had about 20 people that had completed the true north program and several of them, the way that they had done business was, was no longer an option.
And we know that many people unfortunately had to shut down their businesses during COVID, but because they were secure in who they were, They were able to tap into those inner resources of, you know, intrinsic motivation and know what their purpose is. They were able to find a creative solution. You know, some of them created online options for their business or created community where people can connect, uh, you know, without getting together in person.
And they actually, uh, you know, created record profits during coven, but it really does require that ability to be agile. I believe that’s going to be the most important skill set. And you’re going to see the most agile amongst us as the ones that are really going to stand out in this next 5 to 10 years.
And I think agility, like if I had to do a hierarchy of skill sets, I think authenticity is, is, you know, has to come first resilience and agility is really a subset of [00:27:00] resilience. And so when you put those 3 things together, I believe those are the skill sets that are going to absolutely stand out because it leads to increase creativity, greater leadership, a love of learning.
I mean, all those things, uh, create and lead to, I think, some of the other skill sets that are important. But those are the foundational ones.
Andrea: I like that. And as you’re, you’re talking about it, what jumped to mind, and maybe this is silly, but I feel like agility is the more developed, like next level evolution of multitasking.
You know, like we’ve all been multitasking and just doing so many things at one time without that underlying thought process of how we’re flexing, what we’re prioritizing, how we’re moving through it more thoughtfully versus just how many things can I get done at once? Can I answer the email and chat and da da?
So it just feels like a little bit more grown up version.
Dr. Andy: Yeah, I mean, [00:28:00] as you said that it’s like, uh, you know, and maybe this is just a reflection of my struggle multitasking, but kind of laser focused agility, right? It’s that that ability. Certainly, I don’t know if intentionality, but, but yeah, that it is in an age where decisions have to be made.
I’ve used the metaphor. I’ll try and say this 1 really quick of an airplane of, you know, I don’t know about you, but I think every time I’ve ever gotten on an airplane, I’ve landed at the, at the airport that we hope to go to. Right? Airplanes are pretty consistent getting you. You know, I think if you took off from LAX, we’re trying to go to JFK and they got you to Boston or New Jersey and said, well, this is good enough.
People probably wouldn’t be super pleased with that. The 3 things that airplanes do is, is they 1st set coordinates, right? They have a clear understanding of where they’re going and that serves as their true north. Right? It’s kind of that sense of, um, you know, this is, is what the plane is on trajectory to, but I’ve heard that planes over 90 percent of the time when they’re [00:29:00] in the air are off course because of rough air or, you know, weather or, or birds or other flights that are.
And so they’re constantly needing to course, correct to that true north. That’s essentially resilience, right? There is no pathway to any type of really significant success where you’re not going to experience rough air or adversity and need to bounce back. But ideally, bouncing back to that true north is going to lead you to write your greatest success.
And agility though, like you, you have to bounce back quickly in the air. If you wait too long, right, you’re not going to end up again, being even a degree or two off can, can lead you far away from the intended place you went to. And so that ability to quickly pivot, choose a new flight path, you know, is what effectively gets airplanes to consistently and reliably get us to where we want to go.
And I think that’s a good model as far as how business can operate, uh, with maximum success.
Andrea: That’s so good. I think, okay, everybody throw away the [00:30:00] metaphor that we’re putting the wheels on the bus as we drive down the street. Okay. We’re going to resign that mantra. We are flying an airplane. Good. Now we could just pull that off.
I think we’d all be very happy. Yeah. You, this has been so great and learning so many things. I hope everybody can take a lot away from the conversation and if nothing else, figure out what your personal true north is, what your organizational true north is, what your career’s truth north is and start trying to point towards that with more of your day to day activities.
Is there anything else you would add to that summary of this amazing work you’ve done?
Dr. Andy: Yeah, I mean, I really do that. That’s that’s the starting point. And, you know, we talked about there’s doing white knuckle resilience and radical resilience and really that white knuckle is just [00:31:00] trying to be resilient through willpower, right?
Just trying to keep trying to force it. But when you attach resilience to the self awareness and to a true north. It really is amazing how it creates a resilience, one that just consistently works, but it’s so much powerful. You’re not just getting up from, you know, falling down, but you’re getting up stronger, better, wiser, right?
You’re really getting up with increased sense of purpose. And so I absolutely think that that true north is, is the most important component. And, you know, resilient strategy is some good resilience programs out there that have proven. You know, resilience, but the more you have a customized resilient strategy that reflects who you are as an organization and as individual, of course, customized strategy is going to be much more effective than a generalized resilient strategy.
Andrea: Sure. Yes. All excellent points. But thank you again for joining us. But before we let you go, I have to ask my favorite question, which is [00:32:00] if you would tell us something about yourself that most people may not know.
Dr. Andy: All right. So I have one skill set that I haven’t used in a while, so I believe it would still be true.
But I played a lot of foosball as a kid and I got very good. So I believe if there was an Olympics of foosball at minimum, I would be an alternate, but, uh, but I think I could actually metal. So not many people know that, but every once in a while we’ll see a foosball someplace that we’re at and, uh, someone will ask me if I want to play.
And, uh, it’s, it’s really fun to see, you know, shake off the cobwebs. The other thing that’s more of a, a current skillset. Is I’ve really gotten into pizza making and so we love to go get, you know, fresh whole foods and make a homemade and I feel like I could open a pizzeria. So, um, you know, there are some great pizzerias, at least.
Your
Andrea: pizzeria has to have a foosball table in it.
Dr. Andy: [00:33:00] Love it. Yes.
Andrea: Oh, that’s good. Wow. Well, if you’re ever my way, I would love to have some of your pizza. And thank you as a potential foosball Olympian, uh, for coming to our little show here.
Dr. Andy: This was awesome. I really appreciate, appreciate every conversation that I’ve had with you and, um, really enjoyed, uh, this.
So thank you, Andrew.
Andrea: Yes, it was a pleasure. Thanks everybody. We will see you next time.
