1 00:00:04,800 --> 00:00:07,600 Welcome to the new manager podcast. 2 00:00:07,700 --> 00:00:16,700 I'm your host, Kim nickel. Hello, and welcome. 3 00:00:17,000 --> 00:00:20,500 I'm so glad you're here and I hope you're doing well today is 4 00:00:20,500 --> 00:00:27,000 a very special episode. It is the 100th episode of the 5 00:00:27,000 --> 00:00:31,400 new manager podcast. I will tell you that when I 6 00:00:31,900 --> 00:00:36,800 started this podcast a couple of years ago, I did not realize I 7 00:00:36,800 --> 00:00:41,500 had so much to say and I did not realize how many people all it 8 00:00:41,500 --> 00:00:45,200 would reach. One of the things that happened 9 00:00:45,200 --> 00:00:53,400 this year is that Spotify sent out a summary, like a wrapped of 10 00:00:53,400 --> 00:00:57,800 information for podcasters. If you are a Spotify listener, 11 00:00:57,800 --> 00:01:01,100 you also get a wrapped like a year in review of what you 12 00:01:01,100 --> 00:01:04,400 listen to. Well as a podcaster they 13 00:01:04,400 --> 00:01:07,200 gathered all this data and then presented it to me in a really 14 00:01:07,200 --> 00:01:13,200 fun way to tell me about some of the Listening habits of my 15 00:01:13,200 --> 00:01:17,000 listeners and how my podcast did over the course of the year. 16 00:01:17,500 --> 00:01:21,900 And it really made me think about what I wanted to share 17 00:01:21,900 --> 00:01:26,400 with you today around data story and emotion. 18 00:01:26,400 --> 00:01:30,700 Because you know Spotify took all this data about how many 19 00:01:30,700 --> 00:01:34,800 people listened and where in the world they are and how it 20 00:01:34,800 --> 00:01:38,000 compared to this time last year. That's all data. 21 00:01:38,700 --> 00:01:45,200 But the way they present it, Is in a really fun celebratory way. 22 00:01:45,500 --> 00:01:50,600 It really highlights the distinction between data and 23 00:01:50,700 --> 00:01:55,400 story data alone is not the story. 24 00:01:56,100 --> 00:01:58,700 The story is where we get meaning. 25 00:01:59,400 --> 00:02:02,000 The story is, how are you presenting? 26 00:02:02,000 --> 00:02:04,400 This is that like, how am I supposed to feel about this 27 00:02:04,400 --> 00:02:06,400 data? Am I supposed to feel good? 28 00:02:06,400 --> 00:02:08,000 Or am? I supposed to feel bad? 29 00:02:08,000 --> 00:02:12,100 And I think in our work lives, we often forget That data and 30 00:02:12,100 --> 00:02:16,400 story are not the same especially if you work in a lot 31 00:02:16,400 --> 00:02:21,200 of data, whether it is in coding or whether it is in finance, or 32 00:02:21,200 --> 00:02:24,600 whether it is in sales conversions or whatever. 33 00:02:24,600 --> 00:02:27,600 The nature of the data is that you work in when you're really 34 00:02:27,600 --> 00:02:30,700 good and really understand your domain. 35 00:02:30,700 --> 00:02:33,800 We forget that other people don't have that same 36 00:02:33,800 --> 00:02:38,400 understanding, and we can't just send data and expect people to 37 00:02:38,400 --> 00:02:41,100 know what it means. Part of the job. 38 00:02:41,300 --> 00:02:44,000 God is helping people understand. 39 00:02:44,000 --> 00:02:49,100 What is the story that this data is is telling and Spotify, did a 40 00:02:49,100 --> 00:02:55,400 really great job of that because they delivered to me some data 41 00:02:55,400 --> 00:02:59,200 about my podcast over the year and they present it with so much 42 00:02:59,200 --> 00:03:03,500 celebration. And I felt so amazing and I felt 43 00:03:03,500 --> 00:03:07,600 amazing for you listening because one of the things that I 44 00:03:07,600 --> 00:03:15,700 learned is that my podcast was in Baton, Up 5%, most shared 45 00:03:15,700 --> 00:03:22,900 globally that blew my mind. So if you are sharing this 46 00:03:22,900 --> 00:03:25,300 podcast with people, you care about. 47 00:03:25,400 --> 00:03:29,200 If someone that you care about shared it with you, you are all 48 00:03:29,200 --> 00:03:33,100 a part of that. Ecosystem of that constellation 49 00:03:33,100 --> 00:03:38,800 of helping this podcast, reach more people and help more people 50 00:03:39,100 --> 00:03:44,100 truly in every industry. All over the world and that 51 00:03:44,100 --> 00:03:48,000 feels so meaningful to me. So I wanted to share that with 52 00:03:48,000 --> 00:03:52,700 you as a celebration, because as we come into the end of the 53 00:03:52,700 --> 00:03:58,100 year, it is such a time to pause, reflect assess and 54 00:03:58,100 --> 00:04:02,400 celebrate and sometimes we forget to do that because we're 55 00:04:02,408 --> 00:04:07,400 either exhausted, or because we're already looking ahead at 56 00:04:07,400 --> 00:04:11,100 what is coming next. So, just for a moment. 57 00:04:11,200 --> 00:04:17,300 I would like to invite you to come with me into a place of 58 00:04:17,300 --> 00:04:21,399 celebration for all of the things that have happened this 59 00:04:21,399 --> 00:04:25,000 year and take some time in your own life. 60 00:04:25,000 --> 00:04:29,700 As you think about the data, the different points of information 61 00:04:29,800 --> 00:04:34,800 that you can gather from your year and then choose what is 62 00:04:34,800 --> 00:04:39,100 this story? You want that data to tell? 63 00:04:39,500 --> 00:04:41,100 Is it good? Or is it bad? 64 00:04:41,200 --> 00:04:44,500 And you really get to decide depending on how you look at it 65 00:04:44,500 --> 00:04:50,000 and present it. And so, for our topic today, I 66 00:04:50,000 --> 00:04:55,300 want us to spend more time in the space of data story, and 67 00:04:55,300 --> 00:04:58,900 emotion, the shows up in a lot of ways. 68 00:04:58,900 --> 00:05:02,400 Some very overt and some a little more subtle. 69 00:05:02,400 --> 00:05:07,000 So an overt way, this shows up is you might be in a position 70 00:05:07,000 --> 00:05:11,100 where your job is to take some data and then use that. 71 00:05:11,300 --> 00:05:15,900 To tell a story that compels someone else to do something 72 00:05:15,900 --> 00:05:20,200 very specific. So if you work in finance, you 73 00:05:20,200 --> 00:05:24,600 might take the you know, PL sheet, the profits and losses 74 00:05:24,600 --> 00:05:28,700 and say Here's the data. We should feel really good about 75 00:05:28,700 --> 00:05:32,900 this because this is what this means or you might say, Okay, 76 00:05:32,900 --> 00:05:37,400 based on what we've seen in terms of our customer buying 77 00:05:37,400 --> 00:05:40,200 Behavior, here are some data about what they're buying. 78 00:05:40,200 --> 00:05:44,900 And when Here's some data about how they are buying when they 79 00:05:44,900 --> 00:05:46,800 are buying. Here's a whole lot of data. 80 00:05:47,500 --> 00:05:52,800 Here's the story that we can tell with that data, this is 81 00:05:52,800 --> 00:05:57,400 what it means. And as a result, we should feel 82 00:05:58,000 --> 00:06:03,100 really worried really, confident, really encouraged, 83 00:06:03,300 --> 00:06:08,400 really concerned, right? Like, the emotion behind, that 84 00:06:08,400 --> 00:06:12,700 becomes really important because emotion in is so sticky. 85 00:06:12,900 --> 00:06:17,400 We can often hold on to a feeling for a lot longer than we 86 00:06:17,400 --> 00:06:20,100 can hold onto specific information. 87 00:06:20,900 --> 00:06:24,700 And, you know this because as a human, my guess is that you have 88 00:06:24,700 --> 00:06:29,300 had experiences where you have felt really inspired, really 89 00:06:29,300 --> 00:06:33,700 cared for really supported. And if someone asked you why you 90 00:06:33,700 --> 00:06:37,000 might not really know, like in the workplace, you might feel 91 00:06:37,000 --> 00:06:40,000 like, oh, I feel so supported by this one manager. 92 00:06:40,700 --> 00:06:44,100 And if someone said why you might say, gosh, I it's hard to 93 00:06:44,100 --> 00:06:47,600 pin down, it's just something. I don't know what and the 94 00:06:47,600 --> 00:06:51,600 reverse to as a human. We tend to really hold onto 95 00:06:51,600 --> 00:06:55,300 emotion that is uncomfortable or painful. 96 00:06:55,900 --> 00:07:01,700 So you might remember that oh, this person in my life like, I 97 00:07:01,707 --> 00:07:03,700 just, we don't we don't get along. 98 00:07:04,100 --> 00:07:05,900 Oh well, what is it that happened? 99 00:07:05,900 --> 00:07:10,200 What's the data behind the story that's creating that emotion and 100 00:07:10,200 --> 00:07:13,900 you Might not even remember accurately, you might say, I 101 00:07:13,900 --> 00:07:16,900 don't even remember what exactly they did or said it was so long 102 00:07:16,900 --> 00:07:21,600 ago. I just remember, it wasn't good. 103 00:07:22,100 --> 00:07:26,900 And so, I've always held this guarded attitude and a sense of 104 00:07:26,900 --> 00:07:30,800 distrust with this person. It is so interesting. 105 00:07:30,800 --> 00:07:35,300 When we start to notice how these things all fit together, 106 00:07:35,300 --> 00:07:39,000 the data, the story, the emotion, and sharing a story 107 00:07:39,000 --> 00:07:40,400 from some of the work that I've been doing. 108 00:07:40,500 --> 00:07:43,100 Ming. I was in a conversation quite 109 00:07:43,100 --> 00:07:47,300 recently with a client who is reflecting on how and actually I 110 00:07:47,300 --> 00:07:49,600 should back up a little bit. So we first started working 111 00:07:49,600 --> 00:07:54,900 together when she was very new world, new MID in her career and 112 00:07:54,900 --> 00:07:59,000 now she's very senior and she said, you know, I've always felt 113 00:07:59,000 --> 00:08:02,600 like I didn't really fit in and I was kind of in my little 114 00:08:02,600 --> 00:08:08,100 corner of the organization, just working quietly on my thing and 115 00:08:08,100 --> 00:08:10,700 people would treat me in a way that wasn't very Very 116 00:08:10,700 --> 00:08:13,900 respectful. So this is the, the data and the 117 00:08:13,900 --> 00:08:16,100 story, they would behave a certain way. 118 00:08:16,100 --> 00:08:19,600 They would talk to me in a certain way and I thought, oh 119 00:08:19,600 --> 00:08:25,100 maybe they're doing this because I haven't earned their respect. 120 00:08:25,200 --> 00:08:27,200 Maybe there's something accurate in the way. 121 00:08:27,200 --> 00:08:30,000 They're treating me. Maybe that's just, maybe I'm not 122 00:08:30,000 --> 00:08:33,799 as good at what I do as I think because she was using their 123 00:08:33,799 --> 00:08:38,700 behavior, as, as information about herself and then kind of 124 00:08:38,700 --> 00:08:41,900 believing, maybe that's true. And then the emotion she felt 125 00:08:41,900 --> 00:08:44,100 around. It was well, you know, it's 126 00:08:44,100 --> 00:08:47,100 fine, I work in an industry that wasn't really designed for 127 00:08:47,100 --> 00:08:49,700 people like me. So I'll just work quietly in my 128 00:08:49,700 --> 00:08:53,100 own little corner. And what's really interesting is 129 00:08:53,100 --> 00:08:57,500 that having known her for a couple of years now and seen her 130 00:08:57,500 --> 00:09:00,100 growth as she does things her own way? 131 00:09:00,400 --> 00:09:03,900 She's now having this experience, or people are kind 132 00:09:03,900 --> 00:09:09,700 of Blown Away by who she is, and what she does and how she does 133 00:09:09,700 --> 00:09:11,800 it. And they're treating her 134 00:09:11,800 --> 00:09:15,100 differently and she noticed this and she said it's very strange 135 00:09:15,100 --> 00:09:21,200 that people are being really nice to me like all of a sudden, 136 00:09:21,200 --> 00:09:24,800 it seems like people are seeing me differently and are treating 137 00:09:24,800 --> 00:09:28,300 me like really nicely. And they just never realized 138 00:09:28,500 --> 00:09:31,300 really how good I am. And she said I didn't even 139 00:09:31,300 --> 00:09:35,200 realize how good I was. I just assumed all, you know, I 140 00:09:35,200 --> 00:09:36,800 just kind of fly under the radar. 141 00:09:37,400 --> 00:09:43,900 And so, as she is now, Lysing that the information, the data 142 00:09:43,900 --> 00:09:49,000 she was getting based on how other people treated her, right. 143 00:09:49,000 --> 00:09:53,400 It really was just not a not an accurate signal about the 144 00:09:53,400 --> 00:09:58,800 quality of work she was doing or her capacity to do really 145 00:09:58,800 --> 00:10:01,400 influential, and really significant work. 146 00:10:01,400 --> 00:10:02,900 There was something else in play. 147 00:10:03,200 --> 00:10:07,100 And the story that she's telling herself now is, oh, I do 148 00:10:07,100 --> 00:10:09,600 incredible work. I'm very good at my field. 149 00:10:09,600 --> 00:10:13,300 I'm very diagnosed build into our market and our industry in a 150 00:10:13,308 --> 00:10:18,600 way that nobody else in my organization is and I do things 151 00:10:18,600 --> 00:10:21,400 my own way. It might seem weird or quirky, 152 00:10:21,400 --> 00:10:23,400 but it's really effective and it works for me. 153 00:10:23,800 --> 00:10:28,400 And so she's been able to kind of unhook from taking the 154 00:10:28,600 --> 00:10:32,700 responsiveness and reactions of other people and making that 155 00:10:32,700 --> 00:10:37,200 mean something about her and making that mean, like she's not 156 00:10:37,200 --> 00:10:41,500 enough. So we can look at At the 157 00:10:41,500 --> 00:10:47,200 interplay of these three elements data story and emotion, 158 00:10:47,300 --> 00:10:50,100 in a few different ways. And this will become really 159 00:10:50,100 --> 00:10:55,400 helpful for you both in terms of communicating with stakeholders, 160 00:10:55,700 --> 00:10:59,400 whether it's your manager, a cross-functional partner, or 161 00:10:59,400 --> 00:11:04,800 team, whether it's communicating with your people on your team or 162 00:11:04,800 --> 00:11:08,000 whether it's communicating with clients and managing 163 00:11:08,000 --> 00:11:11,600 relationships externally, when you start to To think, in terms 164 00:11:11,600 --> 00:11:14,500 of what is the data I have to work with? 165 00:11:14,600 --> 00:11:16,600 What is the story I want to tell? 166 00:11:16,800 --> 00:11:20,100 Like, is this data good or bad? What does it mean? 167 00:11:20,300 --> 00:11:24,700 And as humans were always looking for meaning, tell me 168 00:11:24,700 --> 00:11:27,600 what it means, don't just give me the information, tell me what 169 00:11:27,600 --> 00:11:31,700 it means, as you start thinking in those terms and this 170 00:11:31,700 --> 00:11:35,100 additional part, how do you want to feel about it? 171 00:11:35,100 --> 00:11:38,400 What is the emotion that you want to feel? 172 00:11:38,400 --> 00:11:40,100 What is the emotion that you want? 173 00:11:40,100 --> 00:11:42,600 The? Other person to feel are be 174 00:11:42,600 --> 00:11:46,100 aware of. It really creates a lot of ease 175 00:11:46,100 --> 00:11:50,400 and a lot more understanding because then it gets us out of 176 00:11:50,500 --> 00:11:54,800 kind of either fighting with other people like which we often 177 00:11:54,800 --> 00:11:58,800 do in our mind, rather than actually externally with with 178 00:11:58,800 --> 00:12:03,200 people, but it also keeps you from being in conflict with your 179 00:12:03,300 --> 00:12:06,200 self. The story that you tell about 180 00:12:06,200 --> 00:12:10,300 yourself the story that you tell about other people and how they 181 00:12:10,400 --> 00:12:14,600 They should be or why they're being a certain way, all of that 182 00:12:14,700 --> 00:12:20,600 starts to get untangled and you start to find more ways to be 183 00:12:20,600 --> 00:12:26,500 effective and to do it in a way that really honors who you are 184 00:12:26,500 --> 00:12:29,500 as a person. So, one way I also have been 185 00:12:29,500 --> 00:12:34,500 thinking about this is when we think about what it means to be 186 00:12:34,500 --> 00:12:39,400 underrepresented in your workplace and that can be across 187 00:12:39,400 --> 00:12:41,000 a lot of different dimensions. Jin's. 188 00:12:41,000 --> 00:12:44,700 As I mentioned once before, to underrepresented means the way I 189 00:12:44,700 --> 00:12:49,800 think about it is when you look at who you work with, there's a 190 00:12:49,800 --> 00:12:54,400 voice in your head that says, oh, I'm not like them. 191 00:12:54,600 --> 00:12:59,200 I don't quite fit in here. I might need to present myself 192 00:12:59,200 --> 00:13:02,600 in a certain way in order to belong or create connection. 193 00:13:02,600 --> 00:13:05,900 Here I am the only one like me here. 194 00:13:06,400 --> 00:13:09,200 That is a signal in your mind that you're that you're 195 00:13:09,200 --> 00:13:11,600 registering. Something that is 196 00:13:11,600 --> 00:13:14,500 underrepresented because you don't see it in front of you. 197 00:13:14,500 --> 00:13:17,100 And what super interesting is that sometimes these are 198 00:13:17,100 --> 00:13:20,500 invisible things like it might be a disability. 199 00:13:20,700 --> 00:13:22,700 It might be around a health issue. 200 00:13:22,700 --> 00:13:26,100 Something that is not obvious on the surface, but underneath it 201 00:13:26,100 --> 00:13:30,300 affects your experience and the way that you exist in the world, 202 00:13:30,500 --> 00:13:33,100 but they can also be things like age. 203 00:13:33,500 --> 00:13:37,300 Either being eldest or being youngest, they can be around 204 00:13:37,300 --> 00:13:40,300 gender. It can be around marital. 205 00:13:40,400 --> 00:13:43,700 It's like if you're the only person who is married and you 206 00:13:43,700 --> 00:13:46,700 work with all these single people or the reverse, maybe 207 00:13:46,700 --> 00:13:50,100 you're the only single person or the only divorced person, or the 208 00:13:50,100 --> 00:13:54,800 only widowed person and you work with people, who are all 209 00:13:55,000 --> 00:13:58,400 long-term marrieds, or maybe it's around parental status. 210 00:13:59,100 --> 00:14:03,100 Maybe you're the only one who has young kids, or maybe you're 211 00:14:03,100 --> 00:14:08,000 the only one who has grown kids or maybe the people that you 212 00:14:08,000 --> 00:14:10,200 work with are not parents at all. 213 00:14:10,300 --> 00:14:15,500 All like that can also create that feeling of whoo, not quite, 214 00:14:15,600 --> 00:14:19,700 not quite fitting in here, your ethnic background, which we've 215 00:14:19,700 --> 00:14:22,200 talked about a little bit. You might scan the room and 216 00:14:22,200 --> 00:14:25,300 think, ooh, there's no one here that quite looks like me. 217 00:14:25,400 --> 00:14:27,700 I have a different ethnic background. 218 00:14:28,300 --> 00:14:32,300 It might be around your sexual orientation, your education, 219 00:14:32,400 --> 00:14:36,600 which is interesting too because with education that can often be 220 00:14:36,900 --> 00:14:40,100 kind of invisible, except now, with different platforms. 221 00:14:40,100 --> 00:14:43,000 Like LinkedIn people can kind of go and see, oh, where did this 222 00:14:43,000 --> 00:14:45,700 person go to school? And you might work in an 223 00:14:45,700 --> 00:14:51,900 organization or an industry that really prizes and exalts, 224 00:14:52,100 --> 00:14:57,900 certain educational backgrounds. So you might be the only person 225 00:14:57,900 --> 00:15:03,600 with or without a certain educational background, it might 226 00:15:03,600 --> 00:15:06,800 be around language. Maybe, you're the only person 227 00:15:07,000 --> 00:15:11,200 who speaks multiple languages, maybe you're the The only person 228 00:15:11,200 --> 00:15:17,100 who learned your business language later in life and I am 229 00:15:17,100 --> 00:15:20,300 an English speaker. And so and a lot of my listeners 230 00:15:20,700 --> 00:15:25,600 are English speakers obviously because that's that's the only 231 00:15:25,600 --> 00:15:29,000 language I have available to me to convey this to you. 232 00:15:29,100 --> 00:15:33,400 But a lot of my listeners are like they speak multiple 233 00:15:33,700 --> 00:15:37,000 languages. It's like a very multinational 234 00:15:37,000 --> 00:15:40,200 Multicultural community and workplace. 235 00:15:40,800 --> 00:15:46,300 So depending on your like language, what languages you 236 00:15:46,300 --> 00:15:50,700 have, that might be an element of being underrepresented and 237 00:15:50,700 --> 00:15:53,500 then of course, all of the invisible things, the things 238 00:15:53,500 --> 00:15:59,800 that people can't see, but are present whenever you are in the 239 00:15:59,800 --> 00:16:03,600 room. So when we think about all of 240 00:16:03,600 --> 00:16:10,200 these different dimensions that we can experience being 241 00:16:10,300 --> 00:16:12,800 Underrepresented one more. I just want it. 242 00:16:12,800 --> 00:16:17,100 I thought of that I wanted to add tenure in the industry or 243 00:16:17,100 --> 00:16:20,300 organization. If you are the newest person and 244 00:16:20,300 --> 00:16:22,800 you're coming into an organization where everyone else 245 00:16:22,800 --> 00:16:26,100 has 20 years of experience or people have been in that 246 00:16:26,100 --> 00:16:31,600 organization longer than you have, that can also create a 247 00:16:31,600 --> 00:16:35,900 little bit of that awareness. And it can often first register 248 00:16:35,900 --> 00:16:40,500 as a kind of tension, like we get a little tense, a More 249 00:16:40,500 --> 00:16:43,900 alert, you know, we are social animals. 250 00:16:43,900 --> 00:16:47,700 We want to feel connection. We want to feel acceptance. 251 00:16:47,800 --> 00:16:52,700 And so what I want to offer is that all of that we can think of 252 00:16:52,700 --> 00:16:59,100 in terms of data, like what is the data about the feeling of 253 00:16:59,100 --> 00:17:02,100 not fitting in or the feeling of being different? 254 00:17:02,700 --> 00:17:05,800 And then we get to the story, what does it mean? 255 00:17:06,300 --> 00:17:09,900 And often a lot of the work I do with my clients is around. 256 00:17:10,300 --> 00:17:14,400 Identifying, what is the default story that you have about it and 257 00:17:14,400 --> 00:17:18,300 what is the effect of that default story and then what 258 00:17:18,300 --> 00:17:21,200 other stories are available or possible? 259 00:17:21,700 --> 00:17:28,300 Because that will show up in your ability and willingness to 260 00:17:28,300 --> 00:17:31,400 manage and to sometimes be uncomfortable? 261 00:17:31,700 --> 00:17:36,400 Speaking up advocating for yourself, making decisions that 262 00:17:36,400 --> 00:17:41,500 might seem different, but actually, Really are effective 263 00:17:41,500 --> 00:17:44,700 and work for you. You're simply kind of pioneering 264 00:17:44,700 --> 00:17:47,800 or creating a new way of doing things. 265 00:17:47,900 --> 00:17:53,200 So understanding, what is this story that you want to create 266 00:17:53,500 --> 00:17:58,500 from that data and then how do you want to feel about it? 267 00:17:58,500 --> 00:18:04,300 And what I love is, when you are able to really kind of take some 268 00:18:04,400 --> 00:18:08,800 ownership in the most loving and empowered way around. 269 00:18:08,800 --> 00:18:12,700 Here's the story that I I am going to tell with the data that 270 00:18:12,700 --> 00:18:17,000 I have available and then how am I going to feel about it? 271 00:18:17,200 --> 00:18:23,200 I'm going to feel capable confident courageous proud, 272 00:18:23,600 --> 00:18:26,000 right? Like, how am I going to feel? 273 00:18:26,000 --> 00:18:30,200 And when we're intentional about that, that can really go a long 274 00:18:30,200 --> 00:18:36,400 way to getting us out of a place where we feel small uncertain 275 00:18:36,600 --> 00:18:39,900 insecure. Like we're being harshly, judged 276 00:18:39,900 --> 00:18:44,300 by A others or feeling like, oh, I have to do something in order 277 00:18:44,500 --> 00:18:48,900 to prove myself or gained someone else's respect, right. 278 00:18:48,900 --> 00:18:52,300 That's a hard game to be in because it's like, you're always 279 00:18:52,300 --> 00:18:56,400 chasing something from somebody who might not have it available 280 00:18:56,400 --> 00:18:59,400 to give you. And we really don't want to get 281 00:18:59,400 --> 00:19:05,600 kind of locked in the stalemate, around someone's behavior when 282 00:19:05,600 --> 00:19:08,600 that's actually not the most important thing, Right? 283 00:19:08,600 --> 00:19:12,700 Like the most important thing is who you are, why you're there 284 00:19:12,900 --> 00:19:18,300 and how you choose to manage and lead and show up in the 285 00:19:18,300 --> 00:19:21,500 workplace and the decisions that you're going to make, when 286 00:19:21,500 --> 00:19:26,800 you're making decisions from feeling grounded, confident, 287 00:19:27,100 --> 00:19:33,300 proud, courageous, and having a sense of clarity of like, I know 288 00:19:33,300 --> 00:19:37,900 how I feel. And I know why and I am choosing 289 00:19:38,200 --> 00:19:42,700 A story I'm choosing to create meaning from this data, that 290 00:19:42,700 --> 00:19:46,700 really will serve me and the bigger purpose of what I'm here 291 00:19:46,700 --> 00:19:53,100 to do, and who I'm here to be, it really changes the 292 00:19:53,100 --> 00:19:56,400 experience. So that is what I wanted to 293 00:19:56,400 --> 00:19:59,800 share with you in today's episode. 294 00:19:59,900 --> 00:20:03,300 The 100th episode. That's something that we get to 295 00:20:03,300 --> 00:20:07,500 celebrate together. Because I always feel like, you 296 00:20:07,500 --> 00:20:12,500 know, I At to share my knowledge and perspective with you because 297 00:20:12,500 --> 00:20:16,600 I know that you take it and run with it and you do something 298 00:20:16,600 --> 00:20:21,600 great with it and it eases your burden a little and it lets you 299 00:20:21,900 --> 00:20:26,600 do incredible work in a world that is not always an easy world 300 00:20:26,600 --> 00:20:31,200 to be in and in an organization. And with other humans, not 301 00:20:31,200 --> 00:20:34,300 always easy. But here we are. 302 00:20:34,300 --> 00:20:37,900 We keep showing up and now we do it with a little more. 303 00:20:38,000 --> 00:20:42,100 Or awareness, a little more grace, a little more kindness, 304 00:20:42,200 --> 00:20:46,700 and a little more courage. So thank you so much for 305 00:20:46,700 --> 00:20:51,100 listening and if you want to work with me one-on-one, good 306 00:20:51,100 --> 00:20:55,100 news, you can, if you've been struggling with issues around 307 00:20:55,100 --> 00:20:58,600 especially around confidence or around, how to deal with 308 00:20:58,600 --> 00:21:04,100 difficult work situations as a new manager come work with me. 309 00:21:04,200 --> 00:21:06,300 It does not have to be this hard. 310 00:21:06,400 --> 00:21:09,000 I was chatting with a friend of And he was saying, you know, 311 00:21:09,000 --> 00:21:12,400 Kim, when I started managing people, it's like I inherited a 312 00:21:12,400 --> 00:21:16,600 bag of snakes, he said it was so difficult and I when I look 313 00:21:16,600 --> 00:21:19,800 back, I really wish I'd had a coach because it didn't need to 314 00:21:19,800 --> 00:21:24,500 be that hard so I can help you come work with me. 315 00:21:24,500 --> 00:21:27,400 If you have to deal with a bag of snakes, or if you just feel 316 00:21:27,400 --> 00:21:30,600 like, you know, you're kind of wandering through the desert or 317 00:21:30,600 --> 00:21:32,200 you're trying to keep your head above water. 318 00:21:32,600 --> 00:21:34,900 I can help doesn't have to be that hard. 319 00:21:35,000 --> 00:21:37,900 We can start making it better right away. 320 00:21:38,000 --> 00:21:39,900 Way. Go into the show notes. 321 00:21:39,900 --> 00:21:42,400 You'll find a link to my calendar. 322 00:21:42,800 --> 00:21:45,900 I'll talk to you soon. Thanks so much for listening and 323 00:21:45,900 --> 00:21:47,500 I'll talk to you next time. Bye. 324 00:21:52,200 --> 00:21:57,000 Hey before you go if you like this podcast leave a review. 325 00:21:57,500 --> 00:22:00,900 Tell me why you listen and what has helped you? 326 00:22:01,400 --> 00:22:03,500 Thanks so much. I'll see you next time. 327 00:21:38,000 --> 00:21:39,900 Way. Go into the show notes. 328 00:21:39,900 --> 00:21:42,400 You'll find a link to my calendar. 329 00:21:42,800 --> 00:21:45,900 I'll talk to you soon. Thanks so much for listening and 330 00:21:45,900 --> 00:21:47,500 I'll talk to you next time. Bye. 331 00:21:52,200 --> 00:21:57,000 Hey before you go if you like this podcast leave a review. 332 00:21:57,500 --> 00:22:00,900 Tell me why you listen and what has helped you? 333 00:22:01,400 --> 00:22:03,500 Thanks so much. I'll see you next time.