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Welcome to the new manager 
podcast. 

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I'm your host, Kim nickel. 
Hello and welcome. 

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I'm so glad that you're here. 
One of the things that I believe

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is that the skill of managing, 
people have some very 

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foundational and common threads,
no matter what industry you're 

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in, and no matter what kind of 
organization you're in, one of 

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the things I've seen, as I've 
been teaching, is that my 

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students come from every 
industry, every sect, For every 

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size organization, but so many 
of their questions are the same 

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and this is why today, I'm 
really excited to share a new 

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guest with you. 
He's not just an amazing person 

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and a great manager, but he's 
also my cousin. 

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I've known him for a long time 
and his name is Ross Suave and 

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he works in construction and in 
specifically working with very A

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high end mill work, which he 
will tell you more about and it 

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was so fun to talk with him 
about what he has learned about 

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managing people in the course of
his career and in his industry. 

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So get ready to take some notes,
he has a lot of great insight to

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share that. 
I know can be helpful to you no 

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matter what industry you're in. 
Here we go. 

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All right, Ross, I am so glad to
have you on the show today. 

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Well, thank you. 
It's nice to be here. 

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Yeah. 
So why don't you tell us who you

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are and what you do? 
I work for a mill shop, a 

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high-end interior. 
Woodwork shop do a lot of the 

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really wealthy clients Interior 
homes. 

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And my current role is to 
oversee all the blueprints that 

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are required to fabricate. 
All of that interior Millwork, 

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be it. 
All the doors or Cabinetry or 

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the crown or any type of trim or
beans, basically any would work 

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inside the home except for the 
floors. 

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So I'm in charge of overseeing 
all of those blueprints that 

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need to go to the shop floor 
that are then fabricated and the

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shop and then sent a site 
installed that sounds like a 

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lot. 
Like as you're talking I'm 

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looking just around my apartment
at all of the wood things that 

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are not the floor. 
That's a lot. 

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Thank you. 
Until you really start thinking 

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about especially the doors. 
The doors are a much bigger deal

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and I think people realize when 
it comes to Interior finish work

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but there's a lot for sure. 
Yeah and I was so we're also 

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cousins which is which is also 
true. 

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We should have wood line. 
Yeah, we share it. 

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We and you know, we share like, 
you know, family summer 

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barbecues and things. 
And one of the reasons I was 

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really, I'm just interested to 
hear about your experiences that

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In your industry. 
Like when you think about 

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building out a home you 
immediately think. 

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That's a lot of coordination. 
There are a lot of pieces, a lot

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of people to that. 
Yeah. 

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And so getting your take on. 
How do you Matt like, what do 

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you like, what have you learned 
about? 

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How to manage people effectively
and where I'd love to start with

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this too is in your career who's
the best manager you've ever 

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had? 
Best Buy. 

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I would have to say probably 
step and sakuma he was the one 

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that hired me into my current 
position about 13 years ago. 

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He has since retired but he was 
more almost more of a father 

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figure than a manager. 
Just really cared, wanted the 

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best for everyone at a small 
enough company at the time. 

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He knew everybody's spouses name
and your kid's name. 

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You know only about 50 employees
at the time they've since been 

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purchased by a much larger 
company Any. 

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So it doesn't have that that 
home that family feel any 

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longer, it's just how it 
happens. 

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But but he was a very pitiable 
individual in the success of me 

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being able to support and raise 
my own family. 

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You know. 
He gave me a lot of 

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opportunities and taught me a 
lot and a lot of freedom as well

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to to learn and just to try to 
do it right as opposed to doing 

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a quickly with just a unique 
scenario in. 

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Action. 
So I always feel really 

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fortunate for that. 
That was really just about, take

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your time, do the best you can. 
Because that's what we're trying

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to provide. 
And I think like, I was there. 

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He said, I think that's a very 
unique opportunity in 

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construction because usually, 
it's three legs writes like a 

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stool. 
You can have kinetic quick and 

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can have it cheap, or you can 
have it good. 

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And you can only have two of the
three ever one time, you know, 

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you can't have all three again, 
have high-quality really quickly

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for chook, you know? 
So So it's really about my 

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industry is really about trying 
to manage those, trying to 

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manage the clients to a certain 
extent that you can't have all 

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of it. 
And you know, Stephen was very 

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integral and teaching me that 
and helping me navigate around 

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issues that arise from that went
on the job site because as I was

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the install for Min for 10 
years. 

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So I was on site every day 
managing Crews, sometimes up to 

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28 German carpenters and some of
these huge projects, you know, 

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one I'm but also having to deal 
with the contractor and all the 

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other subcontractors and 
occasionally when the clients or

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the client reps, there's a lot 
there's a lot going on. 

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That needs to be managed. 
How did you learn how to do 

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that? 
Like when you when you say you 

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had 28 journeyman carpenters and
you had to manage like clients 

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and subcontractor con 
subcontractors. 

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Was there a particular? 
I don't know. 

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Like was that like like what 
helped you to To, to manage all 

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of that, because I'm thinking 
that's a lot of people. 

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It's a lot of personalities. 
It's a lot of different, you 

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know, demands and needs, like, 
how did you do that? 

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Well, you know, try to sleep 
flexible 41. 

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And, and keep a, a larger 
picture in mind. 

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Not get caught up in the 
minutiae of daily details, which

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is pretty easy to do sometimes, 
but trying to take kind of a 

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more of a macro view of what's 
going on. 

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Helped me and really it All just
think it all just comes down to 

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managing relationships. 
Whether that the parent-child, 

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you know, lovers employees 
employer. 

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It's really just, you're 
constantly at least. 

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I am constantly collecting 
facts, whatever those may be. 

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And then assessing and adjusting
and continually. 

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Reworking my perspective, I 
guess to a certain degree 

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because it's you know, it's a 
every relationship as a is a 

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living thing and achieving is 
yeah, going to keep paying 

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attention and kind of makes it 
sound like it's difficult, but I

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have never found that it's just,
you know, I like people and like

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to communicate with people and I
like to get along with people 

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and that's really worked out 
well for me, you know, being 

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able to identify with people as 
close to their level as I can. 

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It myself, wherever I think that
level is you know and and 

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identifying and respecting other
people really relationship. 

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You know everyone. 
Yeah. 

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And I think I'm I so appreciate 
that. 

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You're like what you said about 
it's about relationships. 

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It's about seeing the bigger 
picture not getting caught in 

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the details. 
You know that it's about really 

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caring because you know you like
you like you you might think and

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what I hear sometimes with my 
students and what they do is 

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they say well I'm really good. 
Good at the thing that I do. 

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But now, I'm managing people and
that's a totally different skill

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and in your world and the world 
of construction. 

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I'm imagining, you know, it's 
one thing to know how to build 

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and install really complex would
work and that is a different 

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skill than managing, complex, 
relationships, and 

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personalities. 
Yeah, yes. 

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So I don't know. 
I've never really tried to break

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it down. 
Yeah, it's just Me as a starting

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point to get along with people 
and be more of the first things 

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I would always do when I got the
job site is, you know, there are

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a lot of moving pieces. 
They're like, sitting a lot of 

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other subcontractors, you have, 
you know, all of your 

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electricians and plumbers as 
well as the general, your 

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landscapers and people hanging 
the sheetrock and people didn't 

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fry me. 
And, you know, there are a lot 

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of people there and I would 
always make an effort to be as 

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helpful as I could to any of the
other subcontractors right out 

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of the gate if they ever wanted 
help because I know noticed 

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early in my career there there 
there could be a lot of tension 

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built between those 
subcontractors because you know,

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if you've got a lot of stress, a
lot of things to do to install, 

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but then somebody's asking you 
for help and you can figure out 

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where this Plumbing lines 
supposed to come out of the 

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wall. 
So when your Cabinetry gets 

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here, you know, it'll be the 
right spot and the P-trap and 

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everything will work in the 
water will flow out properly. 

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I found that there were some 
subcontractors that Just didn't 

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really try to get along with 
each other and almost every time

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by the end of the project was 
always a problem. 

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And I realized that. 
Hey, if I can help these people 

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out a little bit right at the 
beginning, even though it's not 

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my job and it's going to waste a
half an hour of my day, if I can

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help them. 
Now, that's going to create so 

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much. 
Goodwill that later down the 

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line. 
I'm gonna probably want a favor 

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from them to or some help them, 
something they're doing. 

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And I kind of learned that we're
On the same team, you know, the 

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whole point is to produce the 
best product we can for this 

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client and do it in as timely 
manner as possible. 

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And I think that's part of that 
macro view. 

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I was talking about, it's not 
just about me focused in on just

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getting my would work in. 
It's a, there's a larger 

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perspective coming at it from 
the the the concept that we're 

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all on the same team even if 
they're not technically my team 

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members, I think really worked 
well for me over my career, 

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really. 
Is in that everyone's just, 

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they're trying to make a dollar 
feed, their family do the best, 

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they can get out of there on 
time, so you're not running late

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and not late to dinner or 
whatever it is. 

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And we're all just doing the 
same Rat Race, you know? 

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So having an appreciation that 
each individual is doing their 

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own thing and doing the best 
that they can. 

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At that time, I think really 
helped me in identifying with 

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people as individuals, I guess 
ultimately managing working on 

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managing each and every one of 
those relationships. 

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You know. 
Just like a Do with my family. 

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You know how I could do with my 
cousin, you know, I'm curious to

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know if there was ever a 
conflict or if someone, you 

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know, like dropped the ball and 
you had to talk with them about 

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that. 
Yeah well the worst part is on 

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the fire somebody that's for 
sure. 

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First for me as a manager. 
You know letting somebody go as 

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tough you know because again 
it's like this is their 

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livelihood and but at a certain 
point he do have to have to cut 

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the string. 
You got to pull that. 

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Plug if somebody is is not 
pulling enough of their own 

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weight, if they're dragging you 
down with them because you're 

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having to go in and double 
check, their work every time and

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And make sure that they're good 
things in the right location and

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if I'm spending hours of my day 
you know helping somebody do 

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their job in a way that they 
should be able to do. 

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It are many with the right 
Advanced information. 

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You know this is where this 
needs to go. 

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These are the grid lines that 
you need to measure from. 

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These are the numbers of the 
face of this cabinet needs to be

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in at go for, you know, and if I
come back and it's wrong, then 

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it's like, okay, that waste my 
Time's wasting their time 

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wasting money so they give him 
another chance and two or three 

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times have been a few people 
that just couldn't do it. 

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And firing people's terrible 
worst part of managing them like

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my opinion but also sounds like 
you know that's not the first 

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thing you go to like I really 
hear that you. 

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It sounds like you really give a
lot of benefit of the doubt and 

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also that you really try to help
people succeed with that whole, 

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you know, we're on the same team
mentality. 

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Yeah. 
I got ya, give me a chance and 

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well it's part of my job to is 
to you know, make sure it all 

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worked and that everybody was 
doing what they could to be 

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successful. 
I found that it was important to

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give the right job to the right 
person. 

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That was something that took me 
a little while to figure out not

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everybody has the same set of 
skills. 

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Obviously you know some people 
are better at setting the door 

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or installing Crown. 
Also a difficult thing to do 

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because of the angles, you know?
Certain people are good at it. 

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Certain people struggle. 
So I was, I found myself often 

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times doubt trying to balance. 
Is this a scenario where I can 

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help make this Carpenter better 
at the skill that they're 

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lacking at, or do we not have 
time to do that? 

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And they just have to get the 
same thing that they've proven, 

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they can do over and over again.
And that would change on each 

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job dependent on the time frame 
and how many people I had and 

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what all was going on. 
But, you know, sometimes you 

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just gotta give the right job to
the right person. 

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Because they can get it done. 
Even though they might not be 

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the best overall person. 
But, you know, they still have a

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skill set that they can work 
with him. 

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And it sounds like, you know, 
you don't always know at the 

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outset. 
What the right job is for the 

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right person. 
No like people a chance to 

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succeed. 
Well and what I think is a great

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about that too, is it's not like
something is terribly wrong. 

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If the person who's really good 
at installing installing Crown 

245
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molds, can't do like the cabinet
were Or the door framing or 

246
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something. 
Right? 

247
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Like, yeah, kind of there's 
still a use for that skill, for 

248
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sure. 
So I'm curious to know what have

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00:14:27,100 --> 00:14:32,700
you learned about managing up 
like managing your manager or 

250
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communicating, to the folks, at 
words, for me, it's the same 

251
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thing. 
It's managing a relationship, 

252
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you know, whether or not that 
person has the ability to fire 

253
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me or I have the ability to fire
them. 

254
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It's really about Out. 
I mean, I feel like I manage my 

255
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managers just as much as they 
manage me, but just how you 

256
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would in a relationship of any 
sort. 

257
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We gotta pay attention to what 
that person finds important and 

258
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try to be able to identify with 
them when you talking with the 

259
00:15:04,600 --> 00:15:08,100
owner of the company and me 
talking with a carpenter that 

260
00:15:08,100 --> 00:15:10,300
is, you know, working with me. 
They're still a person, they 

261
00:15:10,300 --> 00:15:13,600
deserve respect unless they 
don't show respect, you know, 

262
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it's a two-way street obviously.
But for me, it's kind of all one

263
00:15:17,800 --> 00:15:21,200
in the same. 
I need You identify with and 

264
00:15:21,200 --> 00:15:26,200
meet my managers somewhere where
we can, you know, connect 

265
00:15:26,200 --> 00:15:30,500
mentally and even emotionally. 
Oftentimes just as I would 

266
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somebody that work beneath me 
and I know that someone is going

267
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to listen to this and think, how
do you do that? 

268
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Like how do you connect 
emotionally? 

269
00:15:40,100 --> 00:15:44,100
Or how do you understand what 
your manager cares about? 

270
00:15:44,200 --> 00:15:48,700
Listen, listen and ask 
questions. 

271
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S, you know, people tell you 
about themselves. 

272
00:15:50,800 --> 00:15:53,700
If your be respectful and ask 
questions and things, you want 

273
00:15:53,700 --> 00:15:55,600
to know. 
Most people people like to talk 

274
00:15:55,600 --> 00:15:59,600
about themselves, which is not a
bad thing at all. 

275
00:15:59,600 --> 00:16:02,800
You know, you're sharing and 
that's growth in a relationship.

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00:16:03,300 --> 00:16:09,100
Another question I wanted to ask
is that you, you work from home 

277
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now, which I love because, yeah,
because normally, when we think 

278
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of construction, we think of, 
like bodies on a construction 

279
00:16:16,600 --> 00:16:20,000
site, building things and it, 
Like, that's what you did at the

280
00:16:20,000 --> 00:16:24,400
first part of your career and 
you've now shifted to a role 

281
00:16:24,600 --> 00:16:30,900
that lets you work from home and
I man and I also want to point 

282
00:16:30,900 --> 00:16:34,900
out this was way before the 
pandemic sort of required 

283
00:16:34,900 --> 00:16:37,400
everyone to work from home. 
And I've been working for home 

284
00:16:37,400 --> 00:16:39,400
for around four and a half five 
years. 

285
00:16:39,500 --> 00:16:44,000
This and was that something that
you negotiated for and you 

286
00:16:44,008 --> 00:16:47,700
decided for yourself or was that
something that like already 

287
00:16:47,700 --> 00:16:52,000
existed and that He said it was 
that it was kind of organic, it 

288
00:16:52,000 --> 00:16:56,500
wasn't a plan, you know, on the 
job sites there will be times 

289
00:16:56,500 --> 00:16:59,600
inevitably where we don't have 
enough work to install it at a 

290
00:16:59,608 --> 00:17:02,900
given period, right? 
So the odd, I mean, the, the 

291
00:17:02,900 --> 00:17:06,800
options for the company are lay 
off the installers, you know 

292
00:17:06,800 --> 00:17:10,400
which nobody wants or find 
something else for them to do in

293
00:17:10,400 --> 00:17:12,599
the next couple of months until 
we have something new to 

294
00:17:12,599 --> 00:17:15,900
install, right? 
So we had some of that down time

295
00:17:15,900 --> 00:17:18,400
and when I started with the 
design would work in the 

296
00:17:18,400 --> 00:17:22,000
company, Stephen hired me with 
13 years ago, the first thing 

297
00:17:22,000 --> 00:17:25,099
they did was they gave me a 
computer that had AutoCAD on it 

298
00:17:25,099 --> 00:17:28,900
and had all the drawings which I
have never had never dealt with 

299
00:17:28,900 --> 00:17:30,500
or knew anything about at the 
time. 

300
00:17:30,600 --> 00:17:33,500
But over the years always having
that computer on the job site 

301
00:17:33,500 --> 00:17:37,500
and, you know, just slowly kind 
of learning how AutoCAD worked 

302
00:17:37,500 --> 00:17:39,900
and trying to pick that up and 
then asking questions to the 

303
00:17:39,900 --> 00:17:41,900
guys in the office, you know, 
call up. 

304
00:17:41,900 --> 00:17:44,400
So, how do I do this? 
How do I make this rectangle? 

305
00:17:44,400 --> 00:17:48,000
How do I move this line, all 
that those little little tricks 

306
00:17:48,400 --> 00:17:50,200
to wearing? 
Eventually I had learned enough 

307
00:17:50,200 --> 00:17:53,000
for one time we had some 
downtime and I was like, hey, 

308
00:17:53,000 --> 00:17:54,700
just let me draw something like 
gold. 

309
00:17:54,700 --> 00:17:57,200
You know how to draw? 
And I was like, well, yeah, so 

310
00:17:57,400 --> 00:18:00,500
they gave me something and, you 
know, I drew it and, and there 

311
00:18:00,500 --> 00:18:04,200
are bombs great. 
And so I tried to play on that 

312
00:18:04,200 --> 00:18:06,800
as much as possible because I 
knew I didn't want to wear bags 

313
00:18:06,800 --> 00:18:09,600
my entire life, and be crawling 
around on my knees and getting 

314
00:18:09,600 --> 00:18:12,000
up at 4:30 in the morning to 
drive to San Francisco every 

315
00:18:12,000 --> 00:18:13,900
day. 
Because I live about two hours 

316
00:18:13,900 --> 00:18:19,300
away from there. 
And ultimately, I really Don't 

317
00:18:19,300 --> 00:18:22,400
know how it worked out. 
So well, to be quite honest, I 

318
00:18:22,400 --> 00:18:27,400
feel like I got lucky and the 
transition from when the old 

319
00:18:27,400 --> 00:18:30,800
owner sold it to the new 
company, I kind of fell through 

320
00:18:30,800 --> 00:18:32,900
the cracks a little bit there. 
There weren't that many people 

321
00:18:32,900 --> 00:18:37,900
working remotely. 
So I was able to transition from

322
00:18:38,100 --> 00:18:41,500
the in known as the lead 
installer to be known more as an

323
00:18:41,500 --> 00:18:43,400
engineer with the change of 
company. 

324
00:18:43,700 --> 00:18:47,200
So it just kind of kind of kind 
of all just fell together. 

325
00:18:47,200 --> 00:18:50,100
I think I think there's a fair 
amount of Luck in some of it, 

326
00:18:50,100 --> 00:18:53,000
but it definitely wasn't a 
conscious. 

327
00:18:53,300 --> 00:18:58,100
I'm gonna try to carve out a 
work from home position for 

328
00:18:58,100 --> 00:19:02,600
myself, in a mill shop because 
there really weren't any of 

329
00:19:02,600 --> 00:19:05,500
those to begin with. 
That's kind of a relief to hear.

330
00:19:05,500 --> 00:19:09,500
I think, you know, like you 
don't have to have kind of a big

331
00:19:09,500 --> 00:19:13,400
master plan, but I mean, it 
sounds like by listening by 

332
00:19:13,400 --> 00:19:16,900
asking questions by being right,
being open to learning new 

333
00:19:16,900 --> 00:19:23,900
things, it Like, you really 
ended up designing this stage of

334
00:19:23,900 --> 00:19:26,900
your career, in a way that works
out really well for you. 

335
00:19:26,900 --> 00:19:29,800
And I'm guessing for the company
to because now, there are all 

336
00:19:29,800 --> 00:19:32,600
these things that you can do, 
when the job site doesn't 

337
00:19:32,600 --> 00:19:34,800
require you to be there. 
Well, absolutely. 

338
00:19:34,800 --> 00:19:37,500
You know, I don't have to be on 
the job site hardly ever and 

339
00:19:38,600 --> 00:19:41,900
and, you know, working remotely.
I think does work for the 

340
00:19:41,900 --> 00:19:44,400
company, you know, I mean, I 
always, they do is pay my 

341
00:19:44,400 --> 00:19:47,500
salary, right? 
And provide the, the computers 

342
00:19:47,500 --> 00:19:50,500
and whatnot. 
All the the heating and cooling 

343
00:19:50,500 --> 00:19:54,300
and somehow and electricity and 
you know, all of those office 

344
00:19:54,300 --> 00:19:56,700
space things, right. 
They don't have to provide any 

345
00:19:56,700 --> 00:20:00,900
type of overhead for me to work 
anywhere because I provided all 

346
00:20:00,900 --> 00:20:03,100
for myself. 
So I do, I like to believe that 

347
00:20:03,100 --> 00:20:05,700
there's a, you know, a benefit 
both ways and there must be, 

348
00:20:05,700 --> 00:20:07,400
otherwise, they wouldn't let me 
keep doing it. 

349
00:20:08,800 --> 00:20:12,400
Well, and it sounds to, you 
know, just like everything 

350
00:20:12,400 --> 00:20:15,900
you've shared about, you know, 
how you, how you have learned to

351
00:20:15,900 --> 00:20:18,100
manage people. 
Everything that you've learned 

352
00:20:18,100 --> 00:20:21,200
about Relationship, building 
everything you've learned about 

353
00:20:21,200 --> 00:20:26,200
the business can only be. 
I'm sure of greater value than 

354
00:20:26,200 --> 00:20:28,900
you probably realize, right? 
Because I feel like it's easy. 

355
00:20:28,900 --> 00:20:32,000
It's easy for us to overlook the
things that we do. 

356
00:20:32,000 --> 00:20:35,600
Well, very much. 
So, I mean, it's like teaching 

357
00:20:35,600 --> 00:20:37,600
you don't really know how. 
Well, you know, something is 

358
00:20:37,600 --> 00:20:40,700
totally teach it to somebody 
else, you know? 

359
00:20:40,700 --> 00:20:43,400
And that's that's been an 
interesting thing for me as 

360
00:20:43,400 --> 00:20:46,800
well, you know, those being in a
position as a manager to teach 

361
00:20:46,800 --> 00:20:48,600
people things I realized like 
wow. 

362
00:20:48,700 --> 00:20:50,700
Now, I really know a lot more 
than I thought I did. 

363
00:20:50,900 --> 00:20:53,500
And yeah, I think there's value 
for that and Company, I think 

364
00:20:53,500 --> 00:20:56,200
one of the most important 
things, at least, for me in 

365
00:20:56,200 --> 00:21:00,300
life, and in my role, as a 
manager, or as an employee, is I

366
00:21:00,300 --> 00:21:02,000
try to be as adaptable as 
possible. 

367
00:21:02,600 --> 00:21:07,600
I feel like the more useful I 
can make myself better, right? 

368
00:21:07,600 --> 00:21:10,300
Everybody wins. 
I gained knowledge, I learned 

369
00:21:10,300 --> 00:21:13,100
something new, the company gets 
an extra benefit without having 

370
00:21:13,100 --> 00:21:17,500
to, you know, send me to 
seminars or, or pay for extra 

371
00:21:17,500 --> 00:21:18,900
schooling or something just 
like, Right. 

372
00:21:18,900 --> 00:21:20,700
What can I learn? 
I want to learn something new 

373
00:21:20,900 --> 00:21:24,600
and you know, sometimes those 
vocational courses are required 

374
00:21:24,600 --> 00:21:29,400
and that's fine too. 
But I do think that is one of my

375
00:21:29,400 --> 00:21:34,200
strongest suits is my ability to
adapt and I Rely heavily on it. 

376
00:21:34,300 --> 00:21:38,100
What advice would you give to a 
new manager? 

377
00:21:39,200 --> 00:21:44,600
Patience be calm. 
Is honest as you can be. 

378
00:21:44,700 --> 00:21:46,800
I mean don't tell people you 
don't know what you're doing if 

379
00:21:46,800 --> 00:21:52,300
you're trying to wing it, but 
keep your eyes open, you know, 

380
00:21:52,300 --> 00:21:56,300
and communicate, ask questions, 
you know, get to know the people

381
00:21:56,300 --> 00:21:57,700
that work with you and around 
you. 

382
00:21:57,700 --> 00:22:01,200
Whether they're above you or 
below, you manage the 

383
00:22:01,200 --> 00:22:04,300
relationship. 
I'm not managing somebody's 

384
00:22:04,300 --> 00:22:06,100
occupation, they do that 
themselves. 

385
00:22:06,400 --> 00:22:10,100
I'm managing the relationship 
that that person and I have in 

386
00:22:10,100 --> 00:22:14,400
order for me to explain I need 
them to do how quickly I need 

387
00:22:14,400 --> 00:22:17,700
them to do it and then they do 
it and then I critique it, you 

388
00:22:17,700 --> 00:22:22,700
know, and that's hopefully how 
there's feedback for them and 

389
00:22:22,700 --> 00:22:27,000
progress for their career and 
for the company and ideally the 

390
00:22:27,000 --> 00:22:32,100
whole team wins. 
Such good insight and you know 

391
00:22:32,100 --> 00:22:35,100
it when I hear you say, it 
sounds like oh, so obvious. 

392
00:22:35,100 --> 00:22:37,200
So simple, right? 
Look, we all want to be managed 

393
00:22:37,200 --> 00:22:39,400
that way, but it's really 
amazing. 

394
00:22:39,400 --> 00:22:43,100
How often people forget to do 
those that you think? 

395
00:22:43,400 --> 00:22:45,700
Well, yeah, so easy to be 
overwhelmed. 

396
00:22:45,800 --> 00:22:48,800
Yeah, no, I mean, it's just life
in general. 

397
00:22:48,800 --> 00:22:52,100
The loop endemic thing now and 
I've got three small children. 

398
00:22:52,100 --> 00:22:54,800
You know, are at home that I'm, 
you know, it's summertime and 

399
00:22:54,800 --> 00:22:57,300
trying to work and the whole 
covid thing. 

400
00:22:57,300 --> 00:22:59,300
Yeah, there's it's really easy 
to get over. 

401
00:22:59,900 --> 00:23:04,600
I just got to keep breathing. 
All right, take five minutes to 

402
00:23:04,600 --> 00:23:08,500
sit on a cushion and do a little
reading and home. 

403
00:23:08,600 --> 00:23:10,800
Calm yourself down, be patient 
and listen. 

404
00:23:11,400 --> 00:23:13,400
Yeah, anticipate in the 
relationship. 

405
00:23:13,400 --> 00:23:16,100
Don't just bark orders. 
Nobody wants to be barked at. 

406
00:23:16,100 --> 00:23:20,100
You know, you can give people 
Direction respectfully and it's 

407
00:23:20,100 --> 00:23:21,900
not hard to do. 
Just treat them like you would 

408
00:23:21,900 --> 00:23:24,300
like to treat when your friends.
Yeah. 

409
00:23:24,300 --> 00:23:28,800
Nice Ross. 
Thank you so much for taking 

410
00:23:28,800 --> 00:23:31,500
time out. 
Out to share with all of us 

411
00:23:31,500 --> 00:23:33,100
today. 
Hopefully somebody find 

412
00:23:33,100 --> 00:23:36,200
something useful there. 
I certainly have. 

413
00:23:36,700 --> 00:23:39,100
Thanks so much. 
Okay thank you very much. 

414
00:23:39,100 --> 00:23:46,600
Fucking do you want personal 
confidential help with your 

415
00:23:46,600 --> 00:23:50,600
situation at work, I offer 
one-on-one coaching and can help

416
00:23:50,600 --> 00:23:54,700
you overcome challenges reach 
your goals and become a more 

417
00:23:54,800 --> 00:23:58,000
effective leader to schedule a 
consult. 

418
00:23:58,000 --> 00:24:04,300
Go to my website, Kim nickel.com
coaching and we'll schedule time

419
00:24:04,300 --> 00:24:08,100
to talk about what's going on 
with you and how I can help talk

420
00:24:08,100 --> 00:24:08,800
to you soon.