1 00:00:04,760 --> 00:00:07,320 Welcome to the new Manager podcast. 2 00:00:07,600 --> 00:00:16,360 I'm your host, Kim Nickel. Hello and welcome. 3 00:00:16,440 --> 00:00:18,880 I'm glad you're here and I hope you're doing well. 4 00:00:19,000 --> 00:00:21,360 You're listening to the New Manager podcast. 5 00:00:21,400 --> 00:00:24,160 My name is Kim Nickel. I am a coach. 6 00:00:24,320 --> 00:00:27,680 You might think of me as an executive coach, a life coach, a 7 00:00:27,680 --> 00:00:30,920 leadership coach. My clients describe me as all of 8 00:00:30,920 --> 00:00:35,560 those things because we work on all of those things to help them 9 00:00:35,640 --> 00:00:39,560 be more effective and just more satisfied in their work life, in 10 00:00:39,560 --> 00:00:42,120 their personal life. It all connects. 11 00:00:42,560 --> 00:00:47,280 Today, I want to share with you some lessons that I have been 12 00:00:47,280 --> 00:00:50,880 learning by watching the Summer Olympic Games. 13 00:00:51,440 --> 00:00:57,680 Oh my gosh, I have been so inspired, so impressed, so blown 14 00:00:57,680 --> 00:01:01,440 away by the hard work and the talent that I've been seeing. 15 00:01:01,440 --> 00:01:07,160 And there's so many athletes and so many events and I have only 16 00:01:07,160 --> 00:01:10,720 been able to see a little bit, but a couple of things really 17 00:01:10,720 --> 00:01:17,480 stood out to me that I know can help you in your day-to-day work 18 00:01:17,760 --> 00:01:21,400 and your life. What I've come to really believe 19 00:01:21,400 --> 00:01:29,000 is that when we are feeling more confident, calm, more capable in 20 00:01:29,000 --> 00:01:33,240 what we are facing at work, the rest of our lives will also be 21 00:01:33,240 --> 00:01:36,600 better. You will have less frustration 22 00:01:36,600 --> 00:01:40,720 to bring home and vent about with your partner. 23 00:01:40,960 --> 00:01:44,080 You will be less distracted. You won't be thinking about work 24 00:01:44,080 --> 00:01:47,240 so much when you're feeling better about how work is going. 25 00:01:47,800 --> 00:01:52,280 And on the other side of that, you know when your personal life 26 00:01:52,280 --> 00:01:57,280 is feeling fulfilling and you're feeling really happy about who 27 00:01:57,280 --> 00:02:01,760 you are as a person and what you know that the trajectory and 28 00:02:01,760 --> 00:02:06,360 path of your life is, and that includes your professional life. 29 00:02:06,640 --> 00:02:10,520 Then you will also have a better time at work because you'll be 30 00:02:10,520 --> 00:02:15,120 able to see it more in that bigger picture perspective. 31 00:02:15,480 --> 00:02:18,880 Think sometimes we forget that every job is temporary. 32 00:02:19,160 --> 00:02:22,440 Even if you're a founder, even that job is temporary. 33 00:02:22,680 --> 00:02:29,520 There will be a time when you choose to move on, or maybe it's 34 00:02:29,520 --> 00:02:33,160 not your choice, but you are suddenly released from that 35 00:02:33,160 --> 00:02:36,880 relationship, either through a reorg or through a layoff. 36 00:02:36,880 --> 00:02:41,520 Or maybe something happens, the company is merged with another 37 00:02:41,520 --> 00:02:46,400 one and things just end. There are so many different why, 38 00:02:46,960 --> 00:02:50,560 regardless of whether you choose it or it just happens, when we 39 00:02:50,560 --> 00:02:54,000 remember that every job is temporary, that we're only here 40 00:02:54,000 --> 00:02:59,680 for a certain amount of time. It helps to reframe, I think, 41 00:02:59,680 --> 00:03:04,880 and kind of rescope the size of the problems and the challenges 42 00:03:04,880 --> 00:03:08,800 that you're going to face over the course of your career. 43 00:03:09,240 --> 00:03:12,960 And I like asking this question, which is what do you want to do 44 00:03:13,120 --> 00:03:17,000 with the time that you have? So while you are here in this 45 00:03:17,000 --> 00:03:20,800 role in this organization, what is the effect you would like to 46 00:03:20,800 --> 00:03:23,600 have? What does it look like for you 47 00:03:23,880 --> 00:03:27,480 to be effective as a leader or as a manager? 48 00:03:27,800 --> 00:03:31,600 What is the effect you want to have on your team? 49 00:03:31,600 --> 00:03:36,080 As people, you know, sometimes we have to step into a 50 00:03:36,080 --> 00:03:40,280 leadership role under the most challenging of circumstances. 51 00:03:40,560 --> 00:03:44,160 And while there may be a lot that's out of your hands and 52 00:03:44,160 --> 00:03:48,040 outside of your control, you might simply decide that even 53 00:03:48,040 --> 00:03:52,560 though things are really hard, you want to be a person who 54 00:03:52,560 --> 00:03:56,640 helps to ease the load of the people you work with with. 55 00:03:56,960 --> 00:04:02,080 Or you might want to choose to be the person who helps uplift 56 00:04:02,360 --> 00:04:08,080 those you work with by reminding them of what they're good at, by 57 00:04:08,080 --> 00:04:12,520 helping them navigate their careers, by helping them to 58 00:04:12,520 --> 00:04:16,760 focus on the most important parts of what needs to happen 59 00:04:16,760 --> 00:04:20,839 and setting aside the things that we don't have control of 60 00:04:21,440 --> 00:04:26,680 that are maybe not so important. So our time in any job is 61 00:04:26,680 --> 00:04:29,800 temporary. And coming back to what I was 62 00:04:29,800 --> 00:04:33,560 initially thinking that I wanted to share with you is watching 63 00:04:33,560 --> 00:04:37,960 these athletes has really given me a couple of things to think 64 00:04:37,960 --> 00:04:40,000 about. And specifically, watching the 65 00:04:40,320 --> 00:04:45,640 US gymnastics teams. And there are three lessons that 66 00:04:45,640 --> 00:04:50,800 I'm taking away that I want to now present to you that they 67 00:04:50,800 --> 00:04:56,600 might be useful for you. So first lesson is that a 68 00:04:56,600 --> 00:05:01,000 powerful team has diverse strengths. 69 00:05:01,520 --> 00:05:05,600 And I don't know about you, but I have watched some of the 70 00:05:05,600 --> 00:05:15,840 footage of Steven Nutter Rosik, and he is the US gymnast who is 71 00:05:15,840 --> 00:05:22,640 the pommel horse guy. And Oh my gosh, he is so good at 72 00:05:22,640 --> 00:05:27,760 this, this apparatus, and it has traditionally been one of the 73 00:05:27,760 --> 00:05:31,200 most difficult ones. And the US team of my 74 00:05:31,200 --> 00:05:35,240 understanding is that have historically not done very well 75 00:05:35,240 --> 00:05:40,960 at this one particular skill. And years ago, Steven decided 76 00:05:41,240 --> 00:05:45,120 this was the one thing in gymnastics that he was going to 77 00:05:45,120 --> 00:05:47,400 specialize in. He wanted to be really, really 78 00:05:47,400 --> 00:05:50,880 good at this. And he was, you know, he was 79 00:05:50,880 --> 00:05:54,400 brought onto the team because of his very specific skill and this 80 00:05:54,400 --> 00:05:58,400 one very difficult thing that as a team they had a lot of 81 00:05:58,400 --> 00:06:00,480 strength except for in this one place. 82 00:06:00,840 --> 00:06:04,120 And so when you think about what does it mean to have a really 83 00:06:04,120 --> 00:06:09,400 effective and powerful team, it includes like you might even 84 00:06:09,400 --> 00:06:13,320 say, it requires a diversity of strengths. 85 00:06:13,480 --> 00:06:16,320 You don't want everyone to be the same. 86 00:06:16,680 --> 00:06:20,920 And so for you, when you think about the leadership role that 87 00:06:20,920 --> 00:06:24,720 you have and the people that you have to work with, ask yourself, 88 00:06:25,200 --> 00:06:30,760 what are my people good at? And especially if you have 89 00:06:30,760 --> 00:06:34,320 someone on your team and they are really challenging for you, 90 00:06:34,320 --> 00:06:36,880 like if you think like, oh, this person is just they're not 91 00:06:36,880 --> 00:06:39,000 stepping up. They're not, you know, they're 92 00:06:39,000 --> 00:06:42,760 not, you know, showing up the way I would want them to. 93 00:06:43,280 --> 00:06:46,320 Maybe they're just very difficult to work with. 94 00:06:46,800 --> 00:06:50,680 Ask yourself, OK, So what is this person really good at? 95 00:06:51,000 --> 00:06:54,880 What is their strength? Maybe they're currently working 96 00:06:54,880 --> 00:06:58,320 in an environment, you know, or, or dealing with stuff in their 97 00:06:58,320 --> 00:07:03,480 outside life that is interfering with their ability to show their 98 00:07:03,480 --> 00:07:06,760 strength. We don't always know kind of 99 00:07:06,760 --> 00:07:10,720 what's going on with somebody. But when you ask yourself, what 100 00:07:10,720 --> 00:07:14,160 is it that each person on my team is really good at? 101 00:07:14,160 --> 00:07:18,080 What are their strengths? How can I identify and 102 00:07:18,080 --> 00:07:21,720 understand what that is? Because then you'll be able to 103 00:07:21,720 --> 00:07:26,320 work with those strengths and develop them and use them even 104 00:07:26,320 --> 00:07:28,800 better. And sometimes people don't even 105 00:07:28,800 --> 00:07:31,720 know what their strengths are because they come easily 106 00:07:31,720 --> 00:07:33,600 perhaps. And they just, you know, have 107 00:07:33,600 --> 00:07:35,600 always been able to be good at this one thing. 108 00:07:36,000 --> 00:07:38,040 And so they might not even recognize it. 109 00:07:38,240 --> 00:07:42,320 So one of the other values is when you have a conversation 110 00:07:42,320 --> 00:07:44,600 with people, right? Because you don't always just 111 00:07:44,600 --> 00:07:46,560 have to guess. You don't have to observe 112 00:07:46,560 --> 00:07:49,880 someone and identify their strength or you don't have to 113 00:07:49,880 --> 00:07:51,720 guess. You know, I, based on what I've 114 00:07:51,720 --> 00:07:53,600 seen, I would guess your strength is this. 115 00:07:53,880 --> 00:07:57,440 You can also ask people, how would you describe your 116 00:07:57,440 --> 00:08:01,560 strength? What strengths are you seeing in 117 00:08:01,560 --> 00:08:06,040 your work lately? What strengths have we not been 118 00:08:06,040 --> 00:08:09,280 able to use? What strengths are you not 119 00:08:09,280 --> 00:08:13,720 bringing because maybe you don't have the resources or the right 120 00:08:13,720 --> 00:08:17,160 work to line up with that? Get really curious about the 121 00:08:17,160 --> 00:08:24,920 strengths of the people on your team and also for yourself, what 122 00:08:25,000 --> 00:08:28,120 are the strengths that you are bringing? 123 00:08:28,280 --> 00:08:31,560 What are the strengths that maybe you haven't had the 124 00:08:31,560 --> 00:08:36,600 opportunity to exercise in this particular space? 125 00:08:37,400 --> 00:08:40,760 And also remember, when you remember that a powerful team 126 00:08:40,760 --> 00:08:45,440 has diverse strengths, then it's also that reminder, that sense 127 00:08:45,440 --> 00:08:50,680 of ease that your job as the manager is not to be the best at 128 00:08:50,680 --> 00:08:54,480 everything. It's not to be better than 129 00:08:54,480 --> 00:08:58,520 everyone at the thing. This becomes really important 130 00:08:58,720 --> 00:09:02,800 when you are, for example, managing people with greater 131 00:09:02,800 --> 00:09:05,840 subject matter expertise than you have. 132 00:09:06,640 --> 00:09:10,760 Your job isn't necessarily to be the best at that thing in order 133 00:09:10,760 --> 00:09:15,760 to be a really outstanding manager of people who are better 134 00:09:15,760 --> 00:09:18,720 than you at a specific subject matter. 135 00:09:19,400 --> 00:09:22,640 It's also not your job to know the most. 136 00:09:23,080 --> 00:09:25,400 So you might work with people that have been in your 137 00:09:25,400 --> 00:09:30,200 organization longer than you have, or maybe you're joining a 138 00:09:30,520 --> 00:09:33,160 a team that has been intact for a while. 139 00:09:33,480 --> 00:09:35,360 So they kind of have a way of working. 140 00:09:35,360 --> 00:09:39,920 They already have a lot of organizational intelligence and 141 00:09:39,920 --> 00:09:43,400 knowledge that you don't because you're new to the organization 142 00:09:43,400 --> 00:09:46,240 or you're new to the team. That is OK. 143 00:09:46,560 --> 00:09:49,920 Sometimes we forget that maybe the strength you bring is the 144 00:09:49,920 --> 00:09:53,160 strength of the outside perspective, the strength of 145 00:09:53,200 --> 00:09:58,160 fresh eyes, the strength of everything that you've learned 146 00:09:58,400 --> 00:10:03,240 by having a different kind of background, either a different 147 00:10:03,240 --> 00:10:07,360 kind of work history or a different kind of life history, 148 00:10:07,760 --> 00:10:12,800 that now allows you to see things in a different way, in a 149 00:10:12,800 --> 00:10:17,360 way that is valuable because now that you're there, you can see 150 00:10:17,360 --> 00:10:20,160 things in a way that others would not be able to see. 151 00:10:20,560 --> 00:10:24,640 So that's the first lesson. OK, Powerful teams have diverse 152 00:10:24,640 --> 00:10:28,320 strengths. Consider that for yourself as 153 00:10:28,320 --> 00:10:30,680 well As for the people on your team. 154 00:10:32,080 --> 00:10:36,440 Another lesson that I got from watching the Olympics is that 155 00:10:36,760 --> 00:10:40,240 different bodies have different skills and specialties. 156 00:10:40,720 --> 00:10:45,240 It is amazing to see all of the different Olympic athletes and 157 00:10:45,240 --> 00:10:47,120 see how their bodies are different. 158 00:10:47,560 --> 00:10:52,360 They are taller or shorter or, you know, more muscles in one 159 00:10:52,360 --> 00:10:54,200 part of their body and less than another. 160 00:10:54,200 --> 00:11:00,960 And it is amazing to see the variety of powerful, highly 161 00:11:00,960 --> 00:11:06,000 competent athletes. And they have different shapes 162 00:11:06,000 --> 00:11:11,040 and sizes and different ages. And it's, it's wonderful to be 163 00:11:11,040 --> 00:11:16,840 reminded that excellence doesn't look one way, that there are 164 00:11:16,840 --> 00:11:23,640 lots of ways a person can look kind of on the surface and yet 165 00:11:23,760 --> 00:11:30,440 still be exceptional, like world class level at the thing that 166 00:11:30,440 --> 00:11:32,360 they do. And I find this is really 167 00:11:32,360 --> 00:11:35,120 helpful because one of the questions my clients come to me 168 00:11:35,120 --> 00:11:40,480 with, especially when they're in a new level in their career or 169 00:11:40,480 --> 00:11:44,680 they're looking at where they want to go in their work is 170 00:11:44,680 --> 00:11:48,480 they'll ask, well, what does it look like to be there? 171 00:11:48,840 --> 00:11:52,120 How am I supposed to be? And I'll look around to see if, 172 00:11:52,520 --> 00:11:56,760 you know, for examples. And sometimes that creates over 173 00:11:56,760 --> 00:12:00,360 identification and over comparing with something that is 174 00:12:00,360 --> 00:12:05,720 way outside of your actual style preference and the way that you 175 00:12:05,720 --> 00:12:06,600 are. Great. 176 00:12:07,120 --> 00:12:11,120 So if somebody said I want to be an Olympic athlete and, you 177 00:12:11,240 --> 00:12:14,600 know, and they looked around and they said, oh, here's an Olympic 178 00:12:14,600 --> 00:12:18,200 athlete, you know, they are a shot putter. 179 00:12:18,520 --> 00:12:20,360 Oh my gosh. I guess in order to be an 180 00:12:20,360 --> 00:12:23,320 Olympic athlete, I need to look like that. 181 00:12:24,000 --> 00:12:29,440 OK, That would be not enough information in order to 182 00:12:29,440 --> 00:12:33,760 determine if that was a useful role model, right? 183 00:12:34,040 --> 00:12:36,560 Or you might have someone say I want to be an Olympic athlete. 184 00:12:36,560 --> 00:12:40,200 I guess I need to look like this other person. 185 00:12:40,800 --> 00:12:44,520 Instead, you want to ask that question of you know, how Like, 186 00:12:44,520 --> 00:12:48,240 what are my strengths? What can I really excel at? 187 00:12:48,400 --> 00:12:51,840 How do I excel in what environment and in what 188 00:12:51,840 --> 00:12:58,880 circumstance do I excel? How can I really tap into what 189 00:12:59,120 --> 00:13:02,520 like who I am and what I am bringing in order to achieve 190 00:13:02,520 --> 00:13:08,400 excellence and realize that might look very different than 191 00:13:08,400 --> 00:13:13,240 the others around me? And that's totally OK. 192 00:13:13,880 --> 00:13:18,920 So your leadership style does not have to match somebody 193 00:13:18,920 --> 00:13:22,840 else's. The way that you are successful 194 00:13:23,280 --> 00:13:26,720 does not have to match someone else's. 195 00:13:27,040 --> 00:13:32,640 This can feel kind of scary, especially if you're used to 196 00:13:32,640 --> 00:13:36,960 becoming successful by kind of quietly reading the room, 197 00:13:37,280 --> 00:13:41,920 learning the unwritten rules, and then operating within them. 198 00:13:42,240 --> 00:13:47,120 That is a very effective and useful skill to have, right? 199 00:13:47,120 --> 00:13:51,400 It's a way of kind of creating harmony, reducing friction. 200 00:13:51,480 --> 00:13:56,840 It's a way of being kind of sensitive to cultural context 201 00:13:57,000 --> 00:14:02,680 and social norms that might not be made explicit, but you want 202 00:14:02,680 --> 00:14:08,400 to make sure that you're not abandoning other qualities, 203 00:14:08,400 --> 00:14:14,080 strengths, and values that you bring just because of who you 204 00:14:14,080 --> 00:14:16,680 are. And sometimes being able to 205 00:14:16,680 --> 00:14:20,760 navigate that nuance and that distinction can be a bit of a 206 00:14:20,760 --> 00:14:24,560 tricky thing, especially as you move into higher levels of 207 00:14:24,560 --> 00:14:28,080 responsibility where you might feel like there's more pressure 208 00:14:28,280 --> 00:14:32,440 for two reasons #1 when you are in that higher level, more 209 00:14:32,440 --> 00:14:36,560 people are looking to you for guidance and for direction. 210 00:14:37,160 --> 00:14:40,240 And the other thing is that when you are in a higher level of 211 00:14:40,240 --> 00:14:44,800 leadership, there's that feeling of there's more at stake now. 212 00:14:45,360 --> 00:14:49,440 You might feel more fear about doing things that seem a little 213 00:14:49,440 --> 00:14:53,760 bit different than what you're being presented with because the 214 00:14:53,760 --> 00:14:58,160 fear might be if I do this my own way and it doesn't work, 215 00:14:58,480 --> 00:15:02,680 there's so much more at stake and others might be hurt. 216 00:15:02,920 --> 00:15:06,680 Whether it's like this doesn't work, it will have a bad effect 217 00:15:06,800 --> 00:15:10,640 on the people on my team or on our customers or on our 218 00:15:10,640 --> 00:15:14,360 constituents or, you know, they're the idea that when 219 00:15:14,360 --> 00:15:17,760 you're in a leadership role, if something goes wrong, it's not 220 00:15:17,760 --> 00:15:22,520 just you, but it's those around you that are depending on you 221 00:15:22,520 --> 00:15:26,320 that might be affected. So that also can create a subtle 222 00:15:26,320 --> 00:15:32,800 pressure to compare yourself in a way that starts to move 223 00:15:32,800 --> 00:15:37,720 against your own intuitions about how we know how you want 224 00:15:37,720 --> 00:15:40,640 to lead and what kind of leader and manager you want to be. 225 00:15:41,720 --> 00:15:46,000 So that's Part 2 lesson. Two different bodies, different 226 00:15:46,000 --> 00:15:48,000 skills and specialties. That's all. 227 00:15:48,080 --> 00:15:50,600 That's all part of what excellence looks like. 228 00:15:50,600 --> 00:15:54,120 It can look different. And then my third big lesson, my 229 00:15:54,120 --> 00:15:59,080 third big insight from watching the Olympics and especially the 230 00:15:59,080 --> 00:16:04,160 women's gymnastics team, the women's U.S. team is have fun. 231 00:16:04,600 --> 00:16:11,520 I mean, have fun, cheer for everyone, cheer for yourself, 232 00:16:11,760 --> 00:16:16,840 definitely acknowledge all of your hard work and like, revel 233 00:16:16,840 --> 00:16:23,320 in your own abilities, Yes. And cheer for your team, cheer 234 00:16:23,320 --> 00:16:27,720 for the other athletes, cheer for everyone there because 235 00:16:27,720 --> 00:16:32,520 everyone is there working hard and doing everything they can to 236 00:16:32,520 --> 00:16:35,680 do well. And there was, you know, a bit 237 00:16:35,680 --> 00:16:39,360 of an interview I caught with Simone Bai files, and she was 238 00:16:39,360 --> 00:16:44,600 talking about another athlete who was really close on her 239 00:16:44,600 --> 00:16:48,000 heels in terms of the scoring. And she said she was cheering 240 00:16:48,000 --> 00:16:49,280 for her. And she was also kind of 241 00:16:49,280 --> 00:16:51,120 worried. She's like, she's doing really 242 00:16:51,120 --> 00:16:55,040 well. But there was no animosity in 243 00:16:55,040 --> 00:16:57,280 it. There was no unkindness in it. 244 00:16:57,280 --> 00:16:58,960 She was just like, I was cheering for. 245 00:16:58,960 --> 00:17:00,920 I wanted to see her. Do you really, really well? 246 00:17:01,160 --> 00:17:03,800 I was a little nervous because she was getting so close. 247 00:17:03,800 --> 00:17:05,920 But, you know, she did such a great job. 248 00:17:06,000 --> 00:17:10,839 And so I love that so much, that idea of we can celebrate and 249 00:17:10,839 --> 00:17:14,800 cheer for each other, that we can celebrate and cheer for 250 00:17:14,800 --> 00:17:19,480 others who are also in our field wanting to do well. 251 00:17:19,800 --> 00:17:24,319 And I think especially when you are thinking about your career. 252 00:17:24,359 --> 00:17:28,160 So yes, when you're a manager, for sure you want to remember to 253 00:17:28,160 --> 00:17:32,160 celebrate the small wins for yourself as well As for your 254 00:17:32,160 --> 00:17:34,480 team. That's an important part of 255 00:17:34,480 --> 00:17:37,840 longevity of creating sustainable work environment 256 00:17:38,240 --> 00:17:42,960 where people feel supported and they're willing to sometimes go 257 00:17:42,960 --> 00:17:45,480 the extra mile because if something doesn't work out, 258 00:17:45,480 --> 00:17:47,960 they're not worried about being punished or about something bad 259 00:17:47,960 --> 00:17:52,320 happening. It's a way to foster trust and a 260 00:17:52,320 --> 00:17:54,960 sense of connection with each other. 261 00:17:55,280 --> 00:17:58,920 But also remember, every job is temporary. 262 00:17:59,280 --> 00:18:03,040 And so there may come a time when you are looking to join 263 00:18:03,040 --> 00:18:07,440 another team, either another team in your organization or 264 00:18:07,440 --> 00:18:10,640 another team beyond this current organization. 265 00:18:10,720 --> 00:18:14,880 And so when you're cheering for others, that requires, number 266 00:18:14,880 --> 00:18:18,360 one, that you're paying attention to others, that you're 267 00:18:18,360 --> 00:18:23,640 noticing who else is here, you know, beyond, you know, we don't 268 00:18:23,640 --> 00:18:26,040 want to get so tunnel vision that we're only looking at 269 00:18:26,400 --> 00:18:29,480 ourselves and our individual team, but we also want to look 270 00:18:29,480 --> 00:18:32,760 beyond who else is here. What are they working on? 271 00:18:32,920 --> 00:18:36,960 Can I cheer for and celebrate them as well? 272 00:18:37,280 --> 00:18:40,160 Can I hold that sense of, hey, we're all in this together? 273 00:18:40,160 --> 00:18:44,760 And even if it is a literal competition, can you still feel 274 00:18:44,760 --> 00:18:50,000 a genuine sense of appreciation, a sense of joy, and a sense of 275 00:18:50,000 --> 00:18:54,960 wanting to see others do well? I think one of the things that 276 00:18:54,960 --> 00:18:59,680 makes that possible is when you know that you are doing your 277 00:18:59,840 --> 00:19:05,000 absolute best to do what you came here to do, to be who you 278 00:19:05,000 --> 00:19:08,960 came here to be, then it doesn't take away from you to 279 00:19:09,000 --> 00:19:11,240 acknowledge and celebrate others. 280 00:19:11,560 --> 00:19:15,480 And when we think about, you know, your career as part of an 281 00:19:15,600 --> 00:19:20,560 ecosystem, like you are not just an individual in an individual 282 00:19:20,560 --> 00:19:24,680 role, you're also a person who's operating in this bigger 283 00:19:24,760 --> 00:19:27,960 ecosystem. That is a way to maintain that 284 00:19:27,960 --> 00:19:31,880 sense of awareness of connection with others because you might 285 00:19:31,880 --> 00:19:36,440 find yourself in a different part of that ecosystem one day. 286 00:19:36,760 --> 00:19:40,080 You might want to maintain relationship relationships with 287 00:19:40,080 --> 00:19:43,120 other people who you see doing interesting work. 288 00:19:43,680 --> 00:19:46,840 And the reverse is also true. There might come a day when you 289 00:19:46,840 --> 00:19:51,400 are hiring and on your team, you're trying to decide who else 290 00:19:51,400 --> 00:19:53,240 do we need to bring onto this team. 291 00:19:53,560 --> 00:19:54,920 And you might think, you know what? 292 00:19:54,920 --> 00:19:58,240 I saw this other person, I remember them having this big 293 00:19:58,240 --> 00:20:00,080 win. I remember cheering for them. 294 00:20:00,440 --> 00:20:05,080 I wonder what they're doing now and if they'd be open to a 295 00:20:05,080 --> 00:20:08,800 conversation about a potential opportunity or partnership. 296 00:20:09,080 --> 00:20:14,400 Over here, so there's a kind of, you know, connectedness, a kind 297 00:20:14,400 --> 00:20:18,880 of mutuality when we think about this in terms of that bigger 298 00:20:18,880 --> 00:20:21,160 picture. And so I wanted to share that 299 00:20:21,160 --> 00:20:23,080 with you too. I have so many other thoughts, 300 00:20:23,080 --> 00:20:25,240 but that is what I wanted to share with you. 301 00:20:25,480 --> 00:20:28,560 You know, there was an an earlier episode I did around you 302 00:20:28,560 --> 00:20:32,120 will get valuable leadership lessons from everyday moments. 303 00:20:32,520 --> 00:20:37,680 I feel like this week with the Olympics going on, just begin to 304 00:20:37,680 --> 00:20:43,600 notice what kinds of inspiration and insights you can take from 305 00:20:43,600 --> 00:20:47,040 these incredible athletes and all that they're doing. 306 00:20:47,400 --> 00:20:50,880 You will be able to gather something that will help you in 307 00:20:50,880 --> 00:20:56,360 your day-to-day life too. So thank you so much for 308 00:20:56,360 --> 00:20:59,640 listening. Have a great week and I will 309 00:20:59,640 --> 00:21:06,960 talk to you next time. When you're more effective at 310 00:21:06,960 --> 00:21:10,520 work, you're happier in your life, and when you're happier in 311 00:21:10,520 --> 00:21:12,720 your life, you're more effective at work. 312 00:21:13,240 --> 00:21:16,920 I can help. Go to my website, kimnickel.com 313 00:21:17,080 --> 00:21:19,240 and sign up for a coaching consult. 314 00:21:19,720 --> 00:21:21,040 It can get better.