1 00:00:04,800 --> 00:00:07,600 Welcome to the new manager podcast. 2 00:00:07,700 --> 00:00:17,600 I'm your host, Kim nickel. Hello and welcome. 3 00:00:17,800 --> 00:00:21,400 I'm glad that you're here. I hope you had a good day at 4 00:00:21,400 --> 00:00:22,900 work. You know. 5 00:00:22,900 --> 00:00:26,600 I was thinking how at work. Just like in life, there are 6 00:00:26,600 --> 00:00:31,900 highs and there are lows, there are surprises that we enjoy and 7 00:00:31,900 --> 00:00:37,100 surprises that are challenging. And you know, that is just part 8 00:00:37,100 --> 00:00:41,000 of the ride that we signed up with, in being a human and 9 00:00:41,000 --> 00:00:45,800 working with other humans. So I welcome you and whatever Is 10 00:00:45,800 --> 00:00:47,400 it happening with you at work today? 11 00:00:48,300 --> 00:00:53,700 You know, this is a time to take a moment to Just Breathe offer, 12 00:00:53,700 --> 00:00:57,300 some appreciation to yourself, as a human. 13 00:00:57,300 --> 00:01:01,100 You are doing the best you can with what is available to you. 14 00:01:01,600 --> 00:01:05,000 You are learning as you go, which is also why you're here 15 00:01:05,000 --> 00:01:07,900 listening. So just, you know, take that 16 00:01:07,900 --> 00:01:12,600 moment to acknowledge being a human, can be challenging life 17 00:01:12,600 --> 00:01:18,000 and work has its ups and downs. And in every moment we can take 18 00:01:18,000 --> 00:01:24,400 a breath appreciate where how far we've come and also 19 00:01:24,900 --> 00:01:29,800 appreciate the next steps forward towards where you are 20 00:01:29,800 --> 00:01:34,700 going. So for today's episode, I wanted 21 00:01:34,700 --> 00:01:43,900 to share with you this third key Element this key skill that 22 00:01:43,900 --> 00:01:48,700 every manager needs. And when I first started 23 00:01:48,700 --> 00:01:52,600 teaching, Classes for new managers. 24 00:01:52,600 --> 00:01:56,500 This was back. I think it was October of 2016, 25 00:01:57,100 --> 00:02:04,000 maybe 2017, but I think it was 2016. when I started, I really 26 00:02:04,000 --> 00:02:11,300 wanted to simplify The way we talked about and teach people 27 00:02:11,300 --> 00:02:14,600 management skills because you know, there are so many books 28 00:02:14,600 --> 00:02:16,700 and there were so many different trainings. 29 00:02:16,700 --> 00:02:20,700 And when I was a manager, you know, they gave us all of these 30 00:02:20,900 --> 00:02:24,700 like charts and graphs and Frameworks for trying to 31 00:02:24,700 --> 00:02:28,400 understand how to do this. Well, and my goal was I really 32 00:02:28,400 --> 00:02:32,300 wanted to still and simplify what are the skills that you 33 00:02:32,300 --> 00:02:36,900 need to know about in order to manage people effectively, no 34 00:02:36,900 --> 00:02:41,000 matter How many people you manage, no matter how big your 35 00:02:41,008 --> 00:02:44,800 organization is like, what are the very core fundamentals? 36 00:02:45,300 --> 00:02:51,700 And what I landed on were two specific skills, one is 37 00:02:51,700 --> 00:02:57,600 self-awareness The second is communication. 38 00:02:57,900 --> 00:03:04,300 Now each of these are skills for life that you can continue to 39 00:03:04,300 --> 00:03:09,300 develop and enhance. You already have a solid 40 00:03:09,300 --> 00:03:12,300 foundation in both of them, right? 41 00:03:12,300 --> 00:03:14,900 You're not, you're not even starting from zero, the good 42 00:03:14,900 --> 00:03:18,100 news is you're already accomplished at self awareness 43 00:03:18,100 --> 00:03:22,600 and communication because you successfully lived to become an 44 00:03:22,600 --> 00:03:26,200 adult and you could not have done Not, if you did not already 45 00:03:26,200 --> 00:03:29,400 have these two skills. What becomes interesting is when 46 00:03:29,400 --> 00:03:35,000 we think about what is required to successfully manage other 47 00:03:35,000 --> 00:03:40,300 people in the workplace. Everything comes to these two 48 00:03:40,300 --> 00:03:42,900 skills. The self-awareness part. 49 00:03:42,900 --> 00:03:46,300 Do you understand what it is that you do? 50 00:03:46,300 --> 00:03:49,600 When you get stressed? Do you lash out at people? 51 00:03:49,600 --> 00:03:53,100 Do you withdraw, do you seek information? 52 00:03:53,400 --> 00:03:56,100 Like what? Do you do like, the more you 53 00:03:56,100 --> 00:04:00,100 understand about yourself and how you like to work, and how 54 00:04:00,100 --> 00:04:04,200 you prefer to communicate and what your strengths are? 55 00:04:04,500 --> 00:04:09,900 The more, you understand that the better able you are to bring 56 00:04:09,900 --> 00:04:12,900 your strengths and skills into the workplace. 57 00:04:13,200 --> 00:04:16,000 And also, and this is really key. 58 00:04:16,200 --> 00:04:19,100 The more awareness you have of yourself. 59 00:04:19,100 --> 00:04:23,700 The more, you begin to understand that other humans. 60 00:04:24,800 --> 00:04:30,200 Might be different, right? You start to understand do not 61 00:04:30,200 --> 00:04:36,700 Everyone likes to meet at the same time of day that I do. 62 00:04:37,000 --> 00:04:42,100 Or oh, not everyone is energized by conversations or not. 63 00:04:42,100 --> 00:04:46,800 Everyone is comfortable with ambiguity in the way that I am. 64 00:04:47,000 --> 00:04:52,300 The more you have clarity about how you yourself prefer to work 65 00:04:52,700 --> 00:04:59,200 and what works for You and doing your best, the more, the Insight 66 00:04:59,200 --> 00:05:06,500 arises of, oh, I am managing a team of humans, and they all 67 00:05:06,500 --> 00:05:12,100 vary in what works for them. And in how they like to work, 68 00:05:12,400 --> 00:05:16,900 and then, especially if you consider the Multicultural and 69 00:05:16,900 --> 00:05:21,400 multilingual the, the international aspect of the 70 00:05:21,400 --> 00:05:28,300 workplace, Then that becomes even more like available this 71 00:05:28,300 --> 00:05:33,400 thought of, oh, right, like I grew up in a specific culture at 72 00:05:33,400 --> 00:05:38,400 a specific time and I learned specific cultural norms around 73 00:05:38,400 --> 00:05:43,900 how we socialize and communicate and convey respect, and that 74 00:05:43,900 --> 00:05:49,200 might look different. With a different cultural 75 00:05:49,200 --> 00:05:55,700 context or if I have someone on my team who has grown up and 76 00:05:55,700 --> 00:06:00,900 worked in a specific industry or a specific like cultural 77 00:06:00,900 --> 00:06:08,300 context, they might have learned different norms for how we 78 00:06:08,300 --> 00:06:12,000 communicate, how we socialize, how we convey respect. 79 00:06:12,000 --> 00:06:15,800 Like once you start to become more aware of that for yourself, 80 00:06:15,800 --> 00:06:19,900 I find that Really starts to illuminate this realization of. 81 00:06:20,000 --> 00:06:24,500 Oh there are so many different ways that we as humans have 82 00:06:24,500 --> 00:06:28,400 learned to function effectively and sometimes the things we've 83 00:06:28,400 --> 00:06:32,700 learned, they don't translate very well when we're in a 84 00:06:32,700 --> 00:06:35,800 different organization or a different industry or a 85 00:06:35,800 --> 00:06:39,300 different profession, or at a different level, which I think 86 00:06:39,300 --> 00:06:42,600 is quite fascinating that this is so. 87 00:06:42,600 --> 00:06:45,100 But, you know, that's also part of what's interesting about 88 00:06:45,100 --> 00:06:46,800 being a human. I'm working with Humans. 89 00:06:46,800 --> 00:06:52,100 So self-awareness is really important for some of those 90 00:06:52,100 --> 00:06:56,600 reasons. The second one communication is 91 00:06:56,600 --> 00:07:01,000 important because I mean, if we think about it, everything that 92 00:07:01,000 --> 00:07:05,600 we do in the workplace, really only exists through our ability 93 00:07:05,600 --> 00:07:12,800 to communicate to either convey information or to convey a 94 00:07:12,800 --> 00:07:20,800 decision or to convey a Iron, mint and expectation, you know, 95 00:07:20,800 --> 00:07:26,600 a request but also to receive and understand clearly what is 96 00:07:26,600 --> 00:07:32,900 expected, what is required, what the policy is, what the timing 97 00:07:32,900 --> 00:07:36,500 is. And what I see in organizations 98 00:07:36,600 --> 00:07:40,200 is that, you know, communication is the easiest thing to do 99 00:07:40,200 --> 00:07:45,200 poorly because as humans, you know we grow up for years and 100 00:07:45,200 --> 00:07:49,500 years and years developing Beeping whatever communication 101 00:07:49,500 --> 00:07:54,400 skills we can and then when we come into the workplace I mean 102 00:07:54,400 --> 00:07:57,300 it just becomes so easy because it's so human. 103 00:07:57,300 --> 00:08:04,300 It is so easy to have confusing or unclear or muddled 104 00:08:04,400 --> 00:08:08,400 communication. Whether it's, you know, verbal 105 00:08:08,400 --> 00:08:10,700 like you're in a meeting with someone and they say, do you 106 00:08:10,700 --> 00:08:12,600 understand? And you say, yes, but you 107 00:08:12,600 --> 00:08:16,100 actually have both different ideas about what you're actually 108 00:08:16,100 --> 00:08:19,400 talking. About or whether we're talking 109 00:08:19,400 --> 00:08:22,700 about Communication, in terms of the platform and tools that you 110 00:08:22,700 --> 00:08:26,500 use. So how you manage email or slack 111 00:08:26,500 --> 00:08:32,400 or teams or direct messages or however you track and organize 112 00:08:32,700 --> 00:08:35,600 communication? So that people know what they 113 00:08:35,600 --> 00:08:39,600 need to be focused on and people are all working together. 114 00:08:40,200 --> 00:08:43,700 One of the things I think is interesting to in the work I've 115 00:08:43,700 --> 00:08:48,000 done with startups, is that there's often this great sense 116 00:08:48,000 --> 00:08:52,600 of urgency and a sense of we have to do things really fast 117 00:08:53,000 --> 00:08:59,500 and what that can turn into is, like message proliferation where 118 00:08:59,500 --> 00:09:06,100 people will prioritize rapid response over thoughtful 119 00:09:06,200 --> 00:09:09,400 response. And what that means is it ends 120 00:09:09,400 --> 00:09:14,500 up creating more and more and more messages to respond or 121 00:09:14,500 --> 00:09:23,100 react to. but when we slow down a moment and pause and think 122 00:09:23,100 --> 00:09:28,600 more deliberately or take more time, or allow things to kind of 123 00:09:28,600 --> 00:09:33,300 breathe or settle a bit, that can actually reduce the volume 124 00:09:33,400 --> 00:09:38,200 of messages that are flowing, that are kind of interrupting, 125 00:09:38,200 --> 00:09:43,100 people's thoughts, space, and just letting people focus on the 126 00:09:43,100 --> 00:09:47,800 task at hand, rather than being in this Very frenetic like it's 127 00:09:47,800 --> 00:09:50,900 almost like a dust storm like all of a sudden all of these 128 00:09:50,900 --> 00:09:54,900 messages are flying and it becomes hard to see and then it 129 00:09:54,900 --> 00:10:00,000 just feels very frenetic but not a lot actually productive or 130 00:10:00,000 --> 00:10:05,200 effective happens from that. So the awareness of you know, 131 00:10:05,200 --> 00:10:08,300 what is the quality of communication that happens 132 00:10:08,500 --> 00:10:12,000 between me and the people, I am in contact with. 133 00:10:12,300 --> 00:10:14,800 How do I communicate effectively? 134 00:10:15,100 --> 00:10:18,100 How do I communicate in? way that the person on the other 135 00:10:18,100 --> 00:10:24,900 side can really receive and understand what is being asked 136 00:10:24,900 --> 00:10:30,600 of them or what it is that I am saying, communication is, it's 137 00:10:30,600 --> 00:10:34,500 one of those things that make it very excited about because we 138 00:10:34,500 --> 00:10:39,200 use it all the time, it's easy to be a bit careless or to be a 139 00:10:39,208 --> 00:10:43,700 bit sloppy, especially when we're very hurried or very tired 140 00:10:43,700 --> 00:10:47,200 and just not thinking Deliberately. 141 00:10:47,600 --> 00:10:54,900 But what's so cool is that as we develop this skill, Around how 142 00:10:54,900 --> 00:11:00,100 we communicate. It becomes invaluable because it 143 00:11:00,100 --> 00:11:08,300 will save you so much time. It will save your team so much 144 00:11:08,300 --> 00:11:13,400 time and so much energy when we communicate. 145 00:11:13,400 --> 00:11:17,700 Well, it really facilitates doing? 146 00:11:18,300 --> 00:11:24,200 Good work, efficiently and effectively and Can truly 147 00:11:24,200 --> 00:11:29,500 improve the quality of life just as a person, right? 148 00:11:29,500 --> 00:11:33,700 If you think about how much of our stress and anxiety and worry 149 00:11:35,100 --> 00:11:40,000 emerges because of the way were communicating or being 150 00:11:40,000 --> 00:11:45,300 communicated with, right? Like just being able to have 151 00:11:45,300 --> 00:11:50,900 clear. Calm communication. 152 00:11:52,100 --> 00:11:55,700 It is a gift. It's one of those things too. 153 00:11:55,700 --> 00:11:59,000 Because it's like one of these invisible skills, you can't 154 00:11:59,000 --> 00:12:02,300 really see it. And it's kind of hard to measure 155 00:12:02,400 --> 00:12:08,300 it, but you really know when you don't have it and you really 156 00:12:08,300 --> 00:12:15,300 know and you do so communication as a skill and in all of these 157 00:12:15,300 --> 00:12:20,200 contexts at work. Whether you are delegating or 158 00:12:20,200 --> 00:12:25,700 onboarding or giving corrective feedback to someone or making a 159 00:12:25,700 --> 00:12:29,900 request of someone or establishing a boundary and 160 00:12:29,900 --> 00:12:35,800 saying, no to someone or whether you are advocating for someone, 161 00:12:35,800 --> 00:12:40,300 or for something, everything that we do, especially as a 162 00:12:40,300 --> 00:12:46,000 manager, really happens through the way that we communicate. 163 00:12:46,100 --> 00:12:51,400 So, that was the Second skill that I really would emphasize 164 00:12:51,400 --> 00:12:55,500 when I was teaching my class for new managers back in 2017. 165 00:12:55,500 --> 00:12:58,900 Like, my entire program, my entire class was really built 166 00:12:58,900 --> 00:13:03,900 around these two core principles, which is why I'm 167 00:13:03,900 --> 00:13:09,400 very excited to introduce a new core principle today and it is 168 00:13:09,900 --> 00:13:16,400 making decisions. So this is a skill that you will 169 00:13:16,400 --> 00:13:21,100 need as a manager. You will need to make decisions 170 00:13:21,200 --> 00:13:25,300 also about what you communicate. And when and how you will, also 171 00:13:25,300 --> 00:13:30,700 make decisions about what to work on or who to assign 172 00:13:30,700 --> 00:13:35,000 something to you will need to make decisions about the timing 173 00:13:35,000 --> 00:13:38,300 of things. You will need to make decisions 174 00:13:38,600 --> 00:13:44,400 with imperfect information. You will need to make decisions 175 00:13:44,400 --> 00:13:49,100 about things that you wish you had more time or understanding 176 00:13:49,100 --> 00:13:53,700 about. And so taking a moment to pause 177 00:13:53,700 --> 00:14:00,400 and ask yourself how do I make decisions and because you're 178 00:14:00,400 --> 00:14:03,000 human a couple things are probably true. 179 00:14:03,400 --> 00:14:08,800 Number one if you have to choose between doing something that is 180 00:14:08,800 --> 00:14:11,100 familiar to you that you know how to do. 181 00:14:12,100 --> 00:14:16,400 And doing something that is unfamiliar that you don't know 182 00:14:16,400 --> 00:14:20,500 exactly how to do. Most of the time. 183 00:14:20,600 --> 00:14:24,800 You will choose the thing. You already know how to do. 184 00:14:25,600 --> 00:14:30,300 And part of this is because and especially when you work in an 185 00:14:30,300 --> 00:14:33,500 environment where there is a sense of urgency. 186 00:14:34,100 --> 00:14:39,900 It will feel more satisfying to move quickly on something and 187 00:14:39,900 --> 00:14:44,800 you can move quickly on Things that you already know how to do 188 00:14:45,200 --> 00:14:49,000 even when they're not terribly important. 189 00:14:49,800 --> 00:14:54,800 But they don't take as much energy and as much bran work, as 190 00:14:54,800 --> 00:14:58,200 if you are needing to learn how to do something for the first 191 00:14:58,200 --> 00:15:02,800 time, or if you are needing to do something that you are not 192 00:15:02,800 --> 00:15:07,000 very good at and it takes a lot of time and energy to work 193 00:15:07,000 --> 00:15:09,100 through it. This could be something as 194 00:15:09,100 --> 00:15:11,500 simple as having a conversation with someone. 195 00:15:11,600 --> 00:15:14,400 One that you feel a little uncomfortable having that 196 00:15:14,400 --> 00:15:16,900 conversation? That's why we avoid 197 00:15:16,900 --> 00:15:20,300 uncomfortable conversations, it takes a lot of energy. 198 00:15:20,300 --> 00:15:22,500 We're worried about doing it wrong. 199 00:15:22,700 --> 00:15:25,500 Maybe. We know that we need to really 200 00:15:25,500 --> 00:15:28,300 create a certain outcome and we're not exactly sure how to do 201 00:15:28,300 --> 00:15:30,900 that. We put it to the side. 202 00:15:31,300 --> 00:15:34,100 It's a lot easier to do something, you know? 203 00:15:34,100 --> 00:15:39,100 How to do that you can feel successful at and that will take 204 00:15:39,100 --> 00:15:44,600 less brain power because You've already kind of built the neuro 205 00:15:44,600 --> 00:15:47,500 Pathways in your brain. Your brain like is I know how to 206 00:15:47,500 --> 00:15:48,800 do that. So you go do that. 207 00:15:50,100 --> 00:15:55,100 Be mindful when that happens. And especially, if you've been 208 00:15:55,100 --> 00:16:00,500 feeling depleted, then you will definitely gravitate towards 209 00:16:00,500 --> 00:16:03,900 that because you will think I don't have the energy to learn 210 00:16:03,900 --> 00:16:08,200 something new or to do something new or I don't have the time to 211 00:16:08,200 --> 00:16:10,600 take out for this new thing that will take more time. 212 00:16:10,900 --> 00:16:13,100 So that is one way that we make decisions. 213 00:16:13,100 --> 00:16:16,600 We do the thing that we already know how to do and we delay or 214 00:16:16,600 --> 00:16:19,600 defer. The thing that is new that we 215 00:16:20,000 --> 00:16:26,700 How to do the other way that we make decisions is when we are 216 00:16:26,800 --> 00:16:30,900 assessing risk. And another way this shows up is 217 00:16:30,900 --> 00:16:36,200 around uncertainty. So, we will tend as a human to 218 00:16:36,200 --> 00:16:39,200 always gravitate towards certainty. 219 00:16:39,200 --> 00:16:43,400 We want certainty. We want to minimize risk and our 220 00:16:43,400 --> 00:16:48,000 brain tends to relate to uncertainty as a risky because 221 00:16:48,000 --> 00:16:50,100 we don't we don't know, right? Right. 222 00:16:50,100 --> 00:16:53,400 In a sense this is actually what I was just talking about, but in 223 00:16:53,400 --> 00:17:02,500 a different way when you are facing a perceived uncertainty 224 00:17:02,500 --> 00:17:08,400 or something that you perceive as risky, you will tend to also 225 00:17:08,400 --> 00:17:13,900 avoid or or not do that. This can also show up in 226 00:17:13,900 --> 00:17:18,599 high-stakes conversations so let's say that you need to 227 00:17:18,599 --> 00:17:22,900 present your Work to a group of very high level people. 228 00:17:22,900 --> 00:17:29,000 And you do not like presenting to people, you don't know, well, 229 00:17:29,000 --> 00:17:31,300 because you feel the pressure and it makes you feel very 230 00:17:31,300 --> 00:17:33,300 anxious and you're worried about doing it wrong. 231 00:17:33,300 --> 00:17:39,000 If you're perceiving, that opportunity as being high risk 232 00:17:39,000 --> 00:17:43,000 and high stakes, you are will go into it like physical 233 00:17:43,000 --> 00:17:45,700 discomfort, right? As you start thinking about it 234 00:17:45,700 --> 00:17:48,800 and you will decide either like, okay, look, I'm not going to do 235 00:17:48,800 --> 00:17:51,900 this or I'll do I'll delay it or I'll put it off. 236 00:17:51,900 --> 00:17:56,600 You'll they'll there will be resistance around it as a human. 237 00:17:56,600 --> 00:18:01,500 We tend to make decisions around what is our level of comfort or 238 00:18:01,500 --> 00:18:06,200 risk and discomfort. So you want to be aware of that. 239 00:18:06,200 --> 00:18:11,000 One of my students shared this with me and I really loved it. 240 00:18:11,000 --> 00:18:12,600 So I wanted to share it with you. 241 00:18:12,600 --> 00:18:15,500 But around this conversation of how do you make decisions 242 00:18:15,500 --> 00:18:19,600 especially around what what to work on because there? 243 00:18:19,900 --> 00:18:24,200 Often be more things to do, then you have room to do them. 244 00:18:24,600 --> 00:18:27,300 And what my students said was, he said, well, I look for the 245 00:18:27,300 --> 00:18:31,100 things where I can have the greatest impact, so the things 246 00:18:31,100 --> 00:18:35,900 that I'm uniquely suited for those are the things that I will 247 00:18:35,900 --> 00:18:40,300 want to focus on if I have expertise, or if I have a 248 00:18:40,300 --> 00:18:43,800 particular strength or skill set, I know if I can have an 249 00:18:43,800 --> 00:18:49,400 outsized effect, then I'll focus on that because I'll know that. 250 00:18:49,400 --> 00:18:54,200 That's Where my work can be of greatest use or greatest 251 00:18:54,200 --> 00:18:56,800 service. And I love that because I think 252 00:18:56,800 --> 00:19:02,500 that can be very useful way to think about how to decide what 253 00:19:02,600 --> 00:19:06,000 to focus on. Sometimes you'll, you know, just 254 00:19:06,000 --> 00:19:08,800 want to watch out and make sure that you're not only doing the 255 00:19:08,800 --> 00:19:12,100 things that are comfortable to you or that you like or that 256 00:19:12,100 --> 00:19:14,900 your strengths are because you want to continue to grow as 257 00:19:14,900 --> 00:19:19,600 well, but that can definitely be a way to decide. 258 00:19:19,900 --> 00:19:23,700 You have lots of things. You might ask yourself, where is 259 00:19:23,700 --> 00:19:27,500 the bottleneck that I can relieve, right? 260 00:19:27,500 --> 00:19:31,100 If you realize okay, every, you know, all these other tasks are 261 00:19:31,100 --> 00:19:35,300 waiting on me to handle this one thing that can be a wonderful 262 00:19:35,300 --> 00:19:39,100 use of your time and a wonderful decision to make. 263 00:19:39,100 --> 00:19:42,400 Based on that. You might also ask yourself 264 00:19:42,500 --> 00:19:48,300 where is the growth here both for me as a manager, right? 265 00:19:48,300 --> 00:19:52,200 Maybe it does mean, Raising your hand and volunteering to speak 266 00:19:52,200 --> 00:19:57,600 up and present something if that's your area of growth or as 267 00:19:57,600 --> 00:20:00,700 you're thinking of how to make decisions and you think in the 268 00:20:00,700 --> 00:20:06,400 context of your team, you might ask yourself what will benefit 269 00:20:06,400 --> 00:20:11,300 the growth of this person on my team or what will benefit my 270 00:20:11,300 --> 00:20:17,400 team in making this decision. Maybe my team really needs to 271 00:20:17,400 --> 00:20:20,700 learn how to do XY and z. And if we If I make this 272 00:20:20,700 --> 00:20:24,100 decision, this will give us the opportunity to practice the 273 00:20:24,100 --> 00:20:27,400 thing that we're not good at yet, or if you have someone on 274 00:20:27,400 --> 00:20:31,500 your team and you think I really want to support them in growing 275 00:20:31,500 --> 00:20:34,500 as a leader and helping to share their voice. 276 00:20:34,800 --> 00:20:39,200 And so I will nominate them to present our work at this 277 00:20:39,700 --> 00:20:44,000 high-visibility event so that they can grow their, their 278 00:20:44,000 --> 00:20:49,400 ability to speak and to find confidence in that. 279 00:20:50,300 --> 00:20:53,500 That is a wonderful way to think about how you make decisions. 280 00:20:53,900 --> 00:20:57,100 And the thing I want to caution you as well. 281 00:20:57,600 --> 00:21:03,000 And I see this a lot especially with new managers and especially 282 00:21:03,000 --> 00:21:05,500 when you take it really seriously like when you really 283 00:21:05,500 --> 00:21:11,100 want to do a good job and, you know, we talked before about how 284 00:21:11,100 --> 00:21:12,700 that can sometimes get in our way. 285 00:21:13,200 --> 00:21:18,300 But what I see is this desire to get it right? 286 00:21:19,200 --> 00:21:22,700 And because of that desire to get it right, right? 287 00:21:22,700 --> 00:21:26,400 Like whatever that looks like and the fear of Doing It Wrong 288 00:21:27,000 --> 00:21:31,400 whatever that looks like, what happens is there can be a 289 00:21:31,400 --> 00:21:37,900 hesitation to making decisions. It's like avoiding a potential 290 00:21:37,900 --> 00:21:42,300 discomfort or potential pain. And what I want to remind you is 291 00:21:42,300 --> 00:21:46,200 that you will make decisions and sometimes they won't go the way, 292 00:21:46,200 --> 00:21:48,900 you thought they would, you will make mistakes. 293 00:21:49,000 --> 00:21:52,300 Takes sometimes. And that is okay. 294 00:21:53,000 --> 00:21:57,700 That is part of the experience, part of the ride, what becomes 295 00:21:57,700 --> 00:22:02,300 important is to remember that number one, that is normal. 296 00:22:02,300 --> 00:22:06,200 And number two, the leadership part really shows up when you 297 00:22:06,300 --> 00:22:10,400 choose, what will I do with this. 298 00:22:11,100 --> 00:22:14,500 So if you make a decision and it turns out to be a mistake or 299 00:22:14,500 --> 00:22:18,500 something goes sideways, that you didn't anticipate the 300 00:22:18,500 --> 00:22:19,500 questions. Into you. 301 00:22:19,500 --> 00:22:23,200 Then is what shall I do now with this? 302 00:22:23,600 --> 00:22:29,200 How can I learn from this? How can I use this as shared 303 00:22:29,200 --> 00:22:34,600 learning from my team? How can I use this in some way? 304 00:22:35,000 --> 00:22:39,500 And the danger is that if there's a mistake and I'm 305 00:22:39,500 --> 00:22:41,900 telling you again, like there will always be mistakes. 306 00:22:42,100 --> 00:22:45,500 Small ones, big ones, middle sized ones like such is the 307 00:22:45,500 --> 00:22:49,600 nature of being a human in the world working with other humans, 308 00:22:50,100 --> 00:22:53,800 things are Dynamic and changing and sometimes you might make the 309 00:22:53,800 --> 00:23:03,800 wrong call, but to remember that you Are not a problem. 310 00:23:05,200 --> 00:23:09,200 Right. Like what I mean is you can make 311 00:23:09,200 --> 00:23:13,800 a mistake but you're not like wrong or a bad person for having 312 00:23:13,800 --> 00:23:19,200 made that mistake, you know, all of us have in different times 313 00:23:19,200 --> 00:23:21,900 and in different ways and we don't want to hide it and we 314 00:23:21,900 --> 00:23:26,800 don't want to feel ashamed about it and we don't want to, you 315 00:23:26,800 --> 00:23:31,700 know, let that mistake. Hold us back when you make 316 00:23:31,700 --> 00:23:34,800 decisions, there will always be some uncertainty. 317 00:23:35,000 --> 00:23:39,800 Auntie about the outcome, we make the decision we can with 318 00:23:39,800 --> 00:23:42,900 the information and the abilities that we have in the 319 00:23:42,900 --> 00:23:45,900 moment. And then you might need to make 320 00:23:45,900 --> 00:23:49,300 another decision based on the outcome of that and based on new 321 00:23:49,300 --> 00:23:53,800 information and new context and new situation. 322 00:23:54,600 --> 00:24:00,300 So be mindful like when you are thinking about how do I make 323 00:24:00,300 --> 00:24:06,700 this decision, be mindful that you are not Not holding yourself 324 00:24:06,700 --> 00:24:10,000 back from a great fear of doing it wrong. 325 00:24:10,900 --> 00:24:14,400 Because part of getting it right means making decisions and 326 00:24:14,400 --> 00:24:18,700 learning from what that outcome is not always comfortable. 327 00:24:18,800 --> 00:24:23,300 I will tell you that but also it's okay, right? 328 00:24:23,300 --> 00:24:26,000 Like part of not being comfortable means that we're 329 00:24:26,000 --> 00:24:30,300 learning and we're growing. So these are my thoughts for you 330 00:24:30,300 --> 00:24:34,600 today. Three core skills, self 331 00:24:34,600 --> 00:24:40,400 awareness, communication, making decisions, the one-eyed, really 332 00:24:40,400 --> 00:24:44,100 invite you to pay attention to in your work life and actually 333 00:24:44,100 --> 00:24:46,600 in your life life because it kind of shows up in the same 334 00:24:46,600 --> 00:24:49,900 way. But just begin to notice how do 335 00:24:49,900 --> 00:24:53,100 I make decisions who last thought actually related to 336 00:24:53,100 --> 00:24:55,700 this? So sometimes we make a decision 337 00:24:56,200 --> 00:25:00,700 based on something from the past that made sense at the time. 338 00:25:01,400 --> 00:25:06,500 But now you need to reevaluate, does this still make sense for 339 00:25:06,500 --> 00:25:09,200 me for my team for this situation. 340 00:25:09,500 --> 00:25:13,600 Now that things have changed? Classic example is we have Team 341 00:25:13,600 --> 00:25:17,000 meetings there always an hour long and they're always on 342 00:25:17,000 --> 00:25:20,800 Tuesdays at 3:00 in the afternoon we made that decision 343 00:25:21,100 --> 00:25:24,100 a year ago because of X y&z reason. 344 00:25:24,500 --> 00:25:26,700 But now does it still make sense? 345 00:25:27,500 --> 00:25:33,600 Does it still support the go And the reality of the team. 346 00:25:33,600 --> 00:25:37,400 Now, having those moments to pause and re-evaluate the 347 00:25:37,400 --> 00:25:41,000 decision you made before that is still playing itself out there. 348 00:25:41,000 --> 00:25:43,800 Maybe it's time to re-evaluate that. 349 00:25:43,800 --> 00:25:47,900 If you have said yes to a regular meeting that someone 350 00:25:47,900 --> 00:25:50,900 else hosts. Maybe it's time to re-evaluate. 351 00:25:50,900 --> 00:25:54,200 Does it still make sense to attend that meeting? 352 00:25:54,200 --> 00:25:58,700 Or is it time to question that? Have somebody else come or step 353 00:25:58,700 --> 00:26:03,300 away be? Going to re-evaluate and to 354 00:26:03,300 --> 00:26:07,800 reassess based on what you're noticing now. 355 00:26:08,700 --> 00:26:12,000 All right, that I promise you is my last comment for tonight. 356 00:26:12,500 --> 00:26:15,800 I hope you're doing well. I hope you have a wonderful day 357 00:26:15,800 --> 00:26:19,600 or night or afternoon at work and I'll talk to you next time. 358 00:26:24,500 --> 00:26:27,300 Do you want personal confidential help with your 359 00:26:27,300 --> 00:26:30,700 situation at work? I offer one-on-one coaching and 360 00:26:30,700 --> 00:26:34,900 can help you overcome challenges reach your goals and become a 361 00:26:34,900 --> 00:26:38,600 more effective leader to schedule a consult. 362 00:26:38,600 --> 00:26:44,900 Go to my website, Kim nickel.com coaching and we'll schedule time 363 00:26:44,900 --> 00:26:48,700 to talk about what's going on with you and how I can help talk 364 00:26:48,700 --> 00:26:49,400 to you soon.