1 00:00:04,800 --> 00:00:07,600 Welcome to the new manager podcast. 2 00:00:07,700 --> 00:00:17,700 I'm your host, Kim nickel. Hi, and welcome. 3 00:00:18,100 --> 00:00:24,200 I want to kick off today's episode by giving a shout-out, 4 00:00:24,200 --> 00:00:29,300 to one of my students, her name is Francis, and she actually was 5 00:00:29,300 --> 00:00:32,000 first a student of mine in the yoga studio. 6 00:00:32,299 --> 00:00:36,900 And then she became a student of mine in my management skills 7 00:00:37,400 --> 00:00:40,000 program. And so we've known each other 8 00:00:40,300 --> 00:00:41,700 through these two different ways. 9 00:00:41,700 --> 00:00:46,300 And anyway, Francis is a senior product manager She just 10 00:00:46,300 --> 00:00:50,400 launched a podcast called Product remixed and She 11 00:00:50,400 --> 00:00:54,400 interviewed me to talk about leadership and mindfulness and 12 00:00:54,600 --> 00:00:58,300 some of the things that come up in the course of working with 13 00:00:58,300 --> 00:01:00,400 humans. And what I think is really 14 00:01:00,400 --> 00:01:03,700 interesting is that, especially with the product manager role 15 00:01:04,000 --> 00:01:10,100 where a lot of the work requires you to lead by influence rather 16 00:01:10,100 --> 00:01:14,900 than through having, you know, a direct line of authority over a 17 00:01:14,900 --> 00:01:17,000 person. So they're not your direct 18 00:01:17,000 --> 00:01:21,400 report but you are still responsible for getting work 19 00:01:21,400 --> 00:01:26,000 done through the collaborative efforts of all of these 20 00:01:26,000 --> 00:01:31,000 different stakeholders. So, listen to our episode, it's 21 00:01:31,000 --> 00:01:36,600 on product remixed and you'll hear more thoughts and more 22 00:01:36,600 --> 00:01:40,500 conversation about that. So for today, for our topic, I 23 00:01:40,500 --> 00:01:46,600 wanted to share my thinking around this topic of Whether 24 00:01:46,900 --> 00:01:52,100 it's something I teach a lot on. And essentially the idea is this 25 00:01:53,400 --> 00:01:58,800 each one of us has our own inner whether you can think of it as 26 00:01:58,800 --> 00:02:04,100 the emotion or the energy or sort of like the attitude that 27 00:02:04,100 --> 00:02:09,900 you bring into any situation and one of the things that happens 28 00:02:09,900 --> 00:02:15,800 with people and that happens with organizations is that there 29 00:02:15,800 --> 00:02:22,100 are micro climates that get created around people generally 30 00:02:22,100 --> 00:02:24,300 and then especially In organizations. 31 00:02:24,800 --> 00:02:27,700 And what I mean by that is you might have an organization with 32 00:02:27,700 --> 00:02:33,600 an overarching culture, that is really pretty toxic, like, not a 33 00:02:33,600 --> 00:02:38,100 great place to work. However, you can have a manager 34 00:02:38,100 --> 00:02:42,700 who had creates a microclimate around them so that their 35 00:02:42,700 --> 00:02:49,000 particular team is not just functioning and performing at a 36 00:02:49,000 --> 00:02:52,300 really high level but that it actually creates psychological 37 00:02:52,300 --> 00:02:55,300 safety for people. People people feel supported, 38 00:02:55,300 --> 00:02:59,400 people feel encouraged. People are doing their best work 39 00:02:59,600 --> 00:03:06,000 because of the microclimate that one person is creating. 40 00:03:06,600 --> 00:03:09,200 This is also true on the flip side. 41 00:03:09,300 --> 00:03:12,700 So you can have a corporate culture or a company. 42 00:03:13,000 --> 00:03:16,500 That is generally overarching, really, positive, really 43 00:03:16,500 --> 00:03:21,700 supportive, really encouraging. But within that space, you can 44 00:03:21,700 --> 00:03:27,100 have a mic Cool climate on one team around one manager, or one 45 00:03:27,100 --> 00:03:34,100 liter, that Fosters hostility that undermines trust where 46 00:03:34,100 --> 00:03:38,800 people are not doing their best work together because of the 47 00:03:38,800 --> 00:03:42,400 microclimate of, of what of what is happening. 48 00:03:42,400 --> 00:03:46,100 Just with that person, that's what I think about. 49 00:03:46,100 --> 00:03:50,500 When, if you've ever heard this, this quote, or the saying people 50 00:03:50,500 --> 00:03:54,800 don't leave companies, they leave Jurors because the 51 00:03:54,800 --> 00:03:58,100 relationship that we have at work with the person that is 52 00:03:58,100 --> 00:04:01,600 directly. Overseeing us is so significant 53 00:04:01,600 --> 00:04:05,400 and when it's not good, when it doesn't feel right, when people 54 00:04:05,400 --> 00:04:09,300 are not skillful at that role, it can have a lot of adverse 55 00:04:09,400 --> 00:04:14,000 outcomes either in forms of attrition, or interpersonal, 56 00:04:14,000 --> 00:04:16,800 conflict, or confusion low, morale. 57 00:04:16,800 --> 00:04:21,200 All of these, these qualities and characteristics can show up 58 00:04:21,899 --> 00:04:27,600 Just because of one person. What is also interesting? 59 00:04:27,600 --> 00:04:32,400 I'm going to flip this again. Is that you can have a situation 60 00:04:32,400 --> 00:04:36,000 where one person really can change. 61 00:04:37,200 --> 00:04:41,800 The feeling and the functionality of how people are 62 00:04:41,800 --> 00:04:46,700 working together. They can shift that microclimate 63 00:04:47,200 --> 00:04:51,600 just through their own inner weather and the way that they 64 00:04:51,600 --> 00:04:57,500 communicate and listen and show up for other people and this 65 00:04:57,500 --> 00:05:01,900 becomes really important because it's always happening anyways, 66 00:05:02,000 --> 00:05:03,800 whether you're aware of it or not. 67 00:05:04,600 --> 00:05:08,200 Influence and especially influencing those around us 68 00:05:08,200 --> 00:05:11,900 through our inner weather and what is the the microclimate 69 00:05:11,900 --> 00:05:16,700 that we're a part of it's always going to be inflow, it's always 70 00:05:16,700 --> 00:05:21,200 going to be responsive and one of the ways to think about this 71 00:05:21,200 --> 00:05:28,700 is because as humans, we are so wired to perceive the emotion 72 00:05:28,700 --> 00:05:34,600 and the energy of others. We are just built, we are Your 73 00:05:34,600 --> 00:05:39,000 to be able to perceive a very subtle level. 74 00:05:39,000 --> 00:05:42,300 Even if we can't articulate, even if we can't put words on 75 00:05:42,300 --> 00:05:46,200 it, we can kind of sense the presence in the quality of the 76 00:05:46,200 --> 00:05:49,400 attention in the room and what is expected of us. 77 00:05:49,400 --> 00:05:53,000 And if we're being judged, or if we're being welcomed, we learn 78 00:05:53,000 --> 00:05:56,100 to do this as children. It's kind of just built into us 79 00:05:56,100 --> 00:06:01,300 as being social, mammals. And so, when you become aware 80 00:06:01,300 --> 00:06:04,000 that this is something that happens. 81 00:06:04,400 --> 00:06:08,500 Then it creates the opportunity to be intentional about it and 82 00:06:08,500 --> 00:06:13,700 there's a lot of power available to you through the perspective 83 00:06:13,700 --> 00:06:17,400 of how can I influence the space? 84 00:06:18,600 --> 00:06:22,500 You know, I tell my students often that you can't change 85 00:06:22,500 --> 00:06:25,500 people and you can't control people. 86 00:06:25,500 --> 00:06:29,200 Both of those things are really hard and I don't recommend it, 87 00:06:29,400 --> 00:06:34,200 but you have the ability to exert tremendous influence. 88 00:06:35,200 --> 00:06:38,800 In a very positive and productive and highly functional 89 00:06:38,800 --> 00:06:42,000 way. You might already be doing this 90 00:06:42,200 --> 00:06:46,000 in ways that you don't fully appreciate that are creating 91 00:06:46,000 --> 00:06:51,900 positive outcomes in your world. So one thing I would ask of you 92 00:06:52,300 --> 00:06:58,400 after this episode is as you think about how am I relating 93 00:06:58,400 --> 00:07:01,600 with my team? How am I communicating, how am I 94 00:07:01,608 --> 00:07:04,800 listening as you start to, you know, tune into your own 95 00:07:05,000 --> 00:07:06,800 Self-awareness and you start to notice. 96 00:07:07,100 --> 00:07:11,800 What is it that I am doing that is creating this highly 97 00:07:11,800 --> 00:07:17,100 functional situation or if you are dealing with conflict or if 98 00:07:17,100 --> 00:07:19,500 something is just, you know, kind of off. 99 00:07:19,500 --> 00:07:23,900 And right now, it's really easy to fall into conflict or 100 00:07:23,900 --> 00:07:28,900 confusion or, you know, unhappiness just because there's 101 00:07:28,900 --> 00:07:31,700 so much that's going on right now that none of us had planned 102 00:07:31,700 --> 00:07:36,700 to deal with but, you know, life unfolds in the way it Does then 103 00:07:36,700 --> 00:07:40,700 also beginning to ask yourself the question through the lens of 104 00:07:40,700 --> 00:07:45,100 influence through this. I microclimate in our weather 105 00:07:45,100 --> 00:07:50,300 idea, asking yourself like what is the inner whether that I am 106 00:07:50,300 --> 00:07:54,700 bringing into the situation? Am I showing up? 107 00:07:55,200 --> 00:08:02,100 Inpatient frazzled? Am I being, you know, unclear am 108 00:08:02,100 --> 00:08:08,700 I showing up with a feeling of irritability because that will 109 00:08:08,700 --> 00:08:14,300 affect how those around you. Respond. 110 00:08:16,000 --> 00:08:19,300 Are you showing up from a place of patience? 111 00:08:19,300 --> 00:08:23,700 Kindness feeling, relaxed, feeling called believing in the 112 00:08:23,700 --> 00:08:26,400 best of people. Are you showing up with a 113 00:08:26,407 --> 00:08:29,500 generosity of spirit? Are you showing up with an 114 00:08:29,500 --> 00:08:33,900 intent to support and facilitate, you know, one of the 115 00:08:33,900 --> 00:08:36,900 things I love about the word facilitate and about the work I 116 00:08:36,908 --> 00:08:40,000 do as a facilitator. Is that the job is literally? 117 00:08:40,000 --> 00:08:41,799 How can I make things easier here? 118 00:08:43,299 --> 00:08:49,600 And as a really fun thing to do is to help things be easier. 119 00:08:50,000 --> 00:08:52,900 Whether you're helping a conversation, be easier, whether 120 00:08:52,900 --> 00:08:57,700 you are helping to facilitate a project to completion, whether 121 00:08:57,700 --> 00:09:00,900 you are helping to facilitate understanding between different 122 00:09:00,900 --> 00:09:06,900 people. So bringing this question about 123 00:09:06,900 --> 00:09:08,500 noticing like what is your inner? 124 00:09:08,500 --> 00:09:12,600 Whether what is it that you are feeling and thinking, right now, 125 00:09:13,200 --> 00:09:16,700 Again, these are invisible skills so it might take some 126 00:09:16,700 --> 00:09:26,400 practice to develop this ability to pause and notice as you're 127 00:09:26,400 --> 00:09:30,900 going real time through your day, but it's totally available 128 00:09:30,900 --> 00:09:33,100 to you. You already have the, the 129 00:09:33,100 --> 00:09:35,500 foundation of it built into you as a human. 130 00:09:35,500 --> 00:09:39,000 I believe that all humans do and that it is something we can 131 00:09:39,000 --> 00:09:42,600 learn and develop as a skill. What's also nice about this 132 00:09:42,600 --> 00:09:45,100 idea? of inner weather is that if you 133 00:09:45,100 --> 00:09:48,700 are, then in a situation with somebody and especially if you 134 00:09:48,700 --> 00:09:53,200 are in a like a managing up, Situation where you're thinking 135 00:09:53,200 --> 00:09:54,100 about. Okay? 136 00:09:54,100 --> 00:09:58,000 Like my boss, every time we have these one-on-ones, you know, 137 00:09:58,000 --> 00:09:59,800 something about this doesn't feel good. 138 00:10:00,000 --> 00:10:02,300 They're being impatient or they're being unclear, or 139 00:10:02,300 --> 00:10:05,400 they're being not very supportive or they're being 140 00:10:05,400 --> 00:10:08,700 micromanage e. Start to slink think about this 141 00:10:08,700 --> 00:10:11,400 from the perspective of like, what is the inner? 142 00:10:11,400 --> 00:10:13,400 Whether that they're bringing into the room? 143 00:10:14,000 --> 00:10:16,600 What is the inner? Whether that they're bringing 144 00:10:16,600 --> 00:10:19,400 into this call? Like what is it that I'm sensing 145 00:10:19,900 --> 00:10:23,100 and just be curious. You know, you don't have to name 146 00:10:23,100 --> 00:10:26,400 the emotion or assume an emotion, you don't have to 147 00:10:26,400 --> 00:10:31,700 assume an intent but I want to encourage you to activate your 148 00:10:31,700 --> 00:10:38,200 curiosity because it will start to let your brain like gather 149 00:10:38,200 --> 00:10:42,100 this this new level. This kind of new granular level 150 00:10:42,300 --> 00:10:46,900 of information that is currently there, but might be overlooked. 151 00:10:47,200 --> 00:10:50,600 And I had a student that I worked with before. 152 00:10:50,600 --> 00:10:52,200 Who said? Yeah, my You know, I have a sort 153 00:10:52,200 --> 00:10:55,400 of a hard time with my boss and I'm trying to figure out like 154 00:10:55,400 --> 00:11:00,800 what can I do to change things? Because my boss is always really 155 00:11:00,800 --> 00:11:04,200 stressed really anxious and then I feel really stressed and 156 00:11:04,200 --> 00:11:07,600 really anxious and I don't want to cut but I don't know what to 157 00:11:07,600 --> 00:11:10,600 do about it and so we talked about it in terms of. 158 00:11:10,600 --> 00:11:13,400 Okay? So your boss comes in with this 159 00:11:13,400 --> 00:11:18,400 really strong, inner weather of high stress, high anxiety, High 160 00:11:18,400 --> 00:11:21,400 urgency, that might come with some a feeling of it. 161 00:11:21,500 --> 00:11:25,200 Patients or a feeling of pressure or this, underlying 162 00:11:25,200 --> 00:11:28,800 feeling of fear, which is creating the stress and the 163 00:11:28,800 --> 00:11:32,300 anxiety. So number one, just know that, 164 00:11:32,300 --> 00:11:34,800 okay? When I am in conversation with 165 00:11:34,800 --> 00:11:38,600 this person, they're probably going to bring this inner 166 00:11:38,600 --> 00:11:42,600 whether that has this quality, right? 167 00:11:43,200 --> 00:11:47,300 And so knowing that, I will likely encounter that with them. 168 00:11:47,700 --> 00:11:50,900 What can I do for me to make sure that I stay really? 169 00:11:51,500 --> 00:11:57,700 Added really calm, so I can be in the presence of it without 170 00:11:57,700 --> 00:12:01,800 absorbing it deeply so that it kind of carries me along with 171 00:12:01,800 --> 00:12:04,000 them. It's kind of like, you know, 172 00:12:04,000 --> 00:12:08,300 before you especially in San Francisco, where we have so many 173 00:12:08,300 --> 00:12:11,200 of microclimates. So many different kinds of 174 00:12:11,200 --> 00:12:12,900 weather in the city you might say. 175 00:12:12,900 --> 00:12:16,600 Okay so if I'm going to go out towards the beach I just want to 176 00:12:16,600 --> 00:12:21,300 check and see will it be foggy and cold or will it be sunny? 177 00:12:21,500 --> 00:12:26,000 And warm. And if you know what the weather 178 00:12:26,000 --> 00:12:31,900 is likely to be, then you can equip yourself to enjoy being 179 00:12:31,900 --> 00:12:34,400 there. You will know whether to bring a 180 00:12:34,400 --> 00:12:38,400 sweater whether you want to have open toed shoes or closed toed 181 00:12:38,400 --> 00:12:41,400 shoes. It just helps to be more 182 00:12:41,900 --> 00:12:46,600 equipped to have the experience that will be of greatest use to 183 00:12:46,600 --> 00:12:49,100 you and greatest enjoyment to you. 184 00:12:50,000 --> 00:12:53,900 Depending on the relationship that you have with your manager 185 00:12:53,900 --> 00:13:00,800 or with other people, another strategy is to name the weather 186 00:13:01,800 --> 00:13:05,900 and it might sound like saying I noticed. 187 00:13:05,900 --> 00:13:08,400 It seems like you're very anxious right now. 188 00:13:09,900 --> 00:13:12,100 You know, and sometimes this is not going to work. 189 00:13:12,100 --> 00:13:14,500 So this isn't this is not prescriptive. 190 00:13:14,500 --> 00:13:17,500 Like if you've been listening to me, I hope you understand that, 191 00:13:17,600 --> 00:13:20,300 a lot of what I share is not prescriptive, like, do this 192 00:13:20,300 --> 00:13:23,300 thing, it's much more. This I want to offer 193 00:13:23,300 --> 00:13:27,400 perspective, and I want to encourage you to try things 194 00:13:27,400 --> 00:13:32,300 like, I trust you to take what you need from this podcast and 195 00:13:32,300 --> 00:13:35,700 use it in the most useful way for your relationships, your 196 00:13:35,700 --> 00:13:39,000 personality style, your organization, and your people. 197 00:13:39,300 --> 00:13:43,000 But What can happen is you name the weather? 198 00:13:43,000 --> 00:13:47,000 It seems like, you know, things are a little anxious right now. 199 00:13:47,200 --> 00:13:50,500 It seems like things are a lot urgent right now and sometimes 200 00:13:50,500 --> 00:13:56,000 just naming it can start to lessen the intensity of it, not 201 00:13:56,000 --> 00:13:59,400 always but sometimes and so I want you to know that that is 202 00:13:59,400 --> 00:14:04,600 available to you. Being mindful of your inner 203 00:14:04,600 --> 00:14:07,200 weather. Can also mean that this is 204 00:14:07,200 --> 00:14:11,600 another way you can use it in meetings and I want to say, 205 00:14:11,600 --> 00:14:14,100 especially right now because so many of our meetings are 206 00:14:14,100 --> 00:14:18,000 happening online where people are calling in from home. 207 00:14:18,000 --> 00:14:23,800 And you know, depending on what people's lives are Beyond work, 208 00:14:24,300 --> 00:14:30,900 there can be so much intensity or challenge or frustration or 209 00:14:30,900 --> 00:14:35,500 even just Jen happening in their lives. 210 00:14:36,400 --> 00:14:39,800 And so when you get everyone on a call, sometimes even just 211 00:14:39,800 --> 00:14:42,900 saying, hey everyone, as we get started, I just want to do a 212 00:14:42,908 --> 00:14:45,900 check-in as a human. How are you doing today? 213 00:14:46,700 --> 00:14:50,300 Like, in three words or less, you know, put it in the chat or 214 00:14:50,300 --> 00:14:53,500 would you like, you know, just to say out loud just just as a 215 00:14:53,508 --> 00:14:55,100 check in like how are you doing today? 216 00:14:55,700 --> 00:14:59,900 And sometimes just giving people this space to name and put words 217 00:14:59,900 --> 00:15:03,100 around just how they are. Like what their inner weather 218 00:15:03,100 --> 00:15:07,000 is, can also sort of help to clarify where people are at. 219 00:15:07,100 --> 00:15:09,000 We're not always going to be in a good mood. 220 00:15:09,000 --> 00:15:12,200 Sometimes, we're going to be frustrated or irritable or 221 00:15:12,200 --> 00:15:17,800 grieving, or just tired. And then, when we show up to our 222 00:15:18,100 --> 00:15:21,800 online call, we're feeling that emotion. 223 00:15:21,800 --> 00:15:27,500 That inner weather is in that virtual room and it can create 224 00:15:27,900 --> 00:15:31,100 either confusion like the thought of, oh my gosh, are you 225 00:15:31,100 --> 00:15:33,200 mad at me? Like, This person mad at me 226 00:15:33,500 --> 00:15:37,000 because what I'm seeing on their face and the way that they're 227 00:15:37,000 --> 00:15:41,400 communicating suggest frustration or fatigue, which I, 228 00:15:41,400 --> 00:15:44,600 you know, feels like are you are you do have some kind of bad 229 00:15:44,600 --> 00:15:48,100 feeling about me because also as a human we take things really 230 00:15:48,100 --> 00:15:50,400 personally. So by being able to give the 231 00:15:50,400 --> 00:15:53,700 space for people to name, what is happening with them right now 232 00:15:53,700 --> 00:15:57,200 in their inner weather without getting into all the details, it 233 00:15:57,200 --> 00:16:01,600 can really help to kind of clear the space and then let people 234 00:16:01,600 --> 00:16:05,400 feel Welcomed as whole humans and then you can have a more 235 00:16:05,400 --> 00:16:09,600 productive connection and conversation. 236 00:16:10,600 --> 00:16:15,600 I have one friend of mine who's also been a student of mine in 237 00:16:15,608 --> 00:16:19,600 the past and she said, yeah, you know, I went into this meeting 238 00:16:19,600 --> 00:16:21,700 and I opened the meeting by saying everyone. 239 00:16:21,700 --> 00:16:24,200 I just need to tell you. I am really grumpy right now. 240 00:16:24,600 --> 00:16:29,600 So if I seem impatient or grumpy or in a bad attitude, Yeah. 241 00:16:29,600 --> 00:16:32,100 Like that's true and it has nothing to do with you. 242 00:16:32,100 --> 00:16:36,600 So now let's move on. And what happened was people 243 00:16:36,600 --> 00:16:38,900 were like, oh my gosh, I'm so glad. 244 00:16:38,900 --> 00:16:41,100 You said that, I feel that way too, sometimes. 245 00:16:41,100 --> 00:16:46,700 It's totally okay. It became a way to connect and 246 00:16:46,700 --> 00:16:50,800 it also demystified kind of what was going on. 247 00:16:53,700 --> 00:16:58,100 So I hope this has been helpful. Pay attention to your inner, 248 00:16:58,200 --> 00:17:06,200 whether notice the inner weather of others, And be like, sort of 249 00:17:06,200 --> 00:17:09,599 tune into a notice, the different microclimates that 250 00:17:09,599 --> 00:17:14,200 emerge within your organization and the different people that 251 00:17:14,200 --> 00:17:18,400 you work. With one of the things that 252 00:17:18,599 --> 00:17:24,800 Francis and I, my former student who has her podcast product, 253 00:17:24,800 --> 00:17:30,300 remixed is, we talked about the idea that the skills that you 254 00:17:30,300 --> 00:17:35,500 learn and how to manage people. Well, It's not like you go away 255 00:17:35,500 --> 00:17:39,700 and learn them and then come back, you're constantly like 256 00:17:39,700 --> 00:17:45,300 continuous learning and one of the reasons why I think it's 257 00:17:45,300 --> 00:17:48,300 important and we wanted too much deeper conversation around. 258 00:17:48,300 --> 00:17:54,600 This is I believe that we do do our best work when we have great 259 00:17:54,600 --> 00:17:58,300 relationships with people, when we communicate, well, when we 260 00:17:58,300 --> 00:18:02,200 feel heard and seen and respected as humans, when we 261 00:18:02,200 --> 00:18:07,200 have our own self, Awareness. So we're not being careless with 262 00:18:07,300 --> 00:18:12,200 others, so that we are being clear when we are feeling 263 00:18:12,200 --> 00:18:16,500 frustrated or impatient or urgent or sad so that we can 264 00:18:16,500 --> 00:18:19,200 communicate in a much more productive way, all of these 265 00:18:19,200 --> 00:18:23,300 things build trust and when we're careless it breaks trust 266 00:18:23,300 --> 00:18:28,900 really easily. So it's not a thing that is ever 267 00:18:28,900 --> 00:18:32,700 sort of complete and finished one, you know, and are aware 268 00:18:32,700 --> 00:18:35,800 that this is a thing that Can learn and develop and I want to 269 00:18:35,808 --> 00:18:38,600 get better at it because it makes my life better and it 270 00:18:38,600 --> 00:18:43,400 improves the lives and the productive creativity of the 271 00:18:43,400 --> 00:18:46,700 people I work with, that's when some really magical things can 272 00:18:46,700 --> 00:18:50,900 happen, which is pretty cool. So, it's not an either/or. 273 00:18:51,200 --> 00:18:57,400 It really is a simultaneity of being a Human Being Alive, 274 00:18:57,600 --> 00:19:02,000 working with humans and asking yourself, how can I create 275 00:19:02,000 --> 00:19:06,000 something great here? Which I believe all humans 276 00:19:06,000 --> 00:19:08,300 really want to be a part of something great. 277 00:19:08,300 --> 00:19:10,400 And they want to believe that others. 278 00:19:10,400 --> 00:19:14,100 See the greatness in them. It's easy to overlook and 279 00:19:14,100 --> 00:19:16,300 forget. But the good news is that it's 280 00:19:16,300 --> 00:19:19,100 always available to come back to. 281 00:19:19,900 --> 00:19:22,400 So thank you so much for listening. 282 00:19:22,400 --> 00:19:25,900 It was wonderful to have you here. 283 00:19:25,900 --> 00:19:32,900 I know sometimes with podcasts, it can be weird, like, but I've 284 00:19:32,900 --> 00:19:36,200 been checking my And I know that you're listening and it really, 285 00:19:36,200 --> 00:19:38,200 really is an awesome thing to know. 286 00:19:38,500 --> 00:19:41,100 So take this, I hope it is useful to you. 287 00:19:41,200 --> 00:19:45,200 Do let me know if there are other ways that this topic plays 288 00:19:45,200 --> 00:19:50,100 out in your own life, I love hearing from my listeners and 289 00:19:50,100 --> 00:19:57,300 thanks so much. Do you want personal 290 00:19:57,300 --> 00:20:00,100 confidential help with your situation at work? 291 00:20:00,300 --> 00:20:04,400 I offer one-on-one coaching and can help you overcome challenges 292 00:20:04,500 --> 00:20:08,900 reach your goals and become a more effective leader to 293 00:20:08,900 --> 00:20:13,300 schedule a consult. Go to my website, Kim nickel.com 294 00:20:14,000 --> 00:20:17,900 coaching and we'll schedule time to talk about what's going on 295 00:20:17,900 --> 00:20:21,000 with you and how I can help talk to you soon.