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 00:00:16,900 --> 00:00:20,200 I'm glad you're here. And I hope you're doing well or 4 00:00:20,200 --> 00:00:24,900 coming into the end of the year. It is definitely getting colder 5 00:00:24,900 --> 00:00:28,200 where I am. I'm wearing warmer things as I 6 00:00:28,200 --> 00:00:31,800 think I mentioned before and I've been thinking about 7 00:00:31,800 --> 00:00:35,500 something that I want to share with you but I can't give you 8 00:00:35,500 --> 00:00:38,900 all the details yet. I do want you to know that I 9 00:00:38,900 --> 00:00:43,500 have been thinking and planning Neighing and putting together a 10 00:00:43,500 --> 00:00:48,100 new offer for you. And this entire year, the only 11 00:00:48,100 --> 00:00:50,800 way to work with me has been one-on-one. 12 00:00:51,200 --> 00:00:56,700 I've had some requests for group programs and so stay tuned. 13 00:00:56,800 --> 00:00:59,600 I will have more to share with you about that. 14 00:01:00,100 --> 00:01:06,100 The anticipated release date of when this new thing is going to 15 00:01:06,100 --> 00:01:11,200 be starting is in the new year. So just know. 16 00:01:11,300 --> 00:01:16,400 So that there's more to come and I'm really looking forward to 17 00:01:16,400 --> 00:01:21,300 offering a way for you to work with me, that lets us work 18 00:01:21,300 --> 00:01:25,900 together in a small group. So the topic I want to get into 19 00:01:25,900 --> 00:01:27,700 today. I want to talk with you about 20 00:01:27,700 --> 00:01:30,700 mindset. I want to talk with you about 21 00:01:30,700 --> 00:01:37,500 commitment versus attachment and I want to talk with you about 22 00:01:37,600 --> 00:01:43,000 the mindset really required to do Hard things and to make 23 00:01:43,000 --> 00:01:47,000 change. And the reason I am thinking 24 00:01:47,000 --> 00:01:49,700 about this and I think it's a really great topic for us to 25 00:01:49,700 --> 00:01:57,100 revisit is because when you start managing people, what I 26 00:01:57,100 --> 00:02:04,500 tend to see most often is that we either continue to Simply Be 27 00:02:04,800 --> 00:02:08,800 the way we were successful before we manage people. 28 00:02:09,400 --> 00:02:14,700 So if what made You good at what you did was keeping super 29 00:02:14,700 --> 00:02:19,100 focused and heads down on your work or kind of being a 30 00:02:19,100 --> 00:02:23,500 perfectionist or leaning into people-pleasing and kind of 31 00:02:23,500 --> 00:02:26,000 keeping a low profile and just try it. 32 00:02:26,000 --> 00:02:28,700 Like doing everything you can to make things really smooth. 33 00:02:29,200 --> 00:02:33,300 That might be a successful strategy when you are an 34 00:02:33,300 --> 00:02:37,300 individual contributor. But when you become a manager, 35 00:02:37,800 --> 00:02:46,800 those same habits Can undermine your ability to do this new job 36 00:02:46,800 --> 00:02:51,800 because when we're in a manager responsibility, there's so much 37 00:02:51,800 --> 00:02:55,100 more communication that we have to do. 38 00:02:55,300 --> 00:02:58,800 We're now managing up in a different kind of way as well as 39 00:02:58,800 --> 00:03:04,300 managing direct reports. And so, the requirement of this 40 00:03:04,300 --> 00:03:07,600 thing that maybe you've never done before, which is to manage 41 00:03:07,600 --> 00:03:11,100 a team of people. It won't help. 42 00:03:11,200 --> 00:03:16,700 Up you to just do more of what you were doing before. 43 00:03:17,500 --> 00:03:20,700 The way you'll sometimes, hear this described especially in the 44 00:03:20,700 --> 00:03:24,500 coaching world is, what got you here. 45 00:03:24,900 --> 00:03:30,800 Won't get you there and it's a combination of the skills that 46 00:03:30,800 --> 00:03:33,400 got you. Here are not the same skills 47 00:03:33,400 --> 00:03:38,200 that you will need in order to meet this new level of 48 00:03:38,200 --> 00:03:40,900 challenge. But it's also the mindset, 49 00:03:40,900 --> 00:03:45,200 though. That you're thinking won't be 50 00:03:45,300 --> 00:03:48,400 the same kind of effective will need to update that as well. 51 00:03:48,800 --> 00:03:52,500 And in very simple terms that could look like as an individual 52 00:03:52,500 --> 00:03:58,100 contributor, your mindset might be, I will just do everything 53 00:03:58,100 --> 00:04:00,000 that is mine, I'll just do it all. 54 00:04:00,400 --> 00:04:05,600 And then, as you start managing, people that mindset will get in 55 00:04:05,600 --> 00:04:11,100 the way of your ability and willingness to learn things like 56 00:04:11,200 --> 00:04:15,300 Like delegating or to learn things, you know, the mindset of 57 00:04:16,000 --> 00:04:19,700 what is our current process and who are our current people and 58 00:04:19,700 --> 00:04:22,900 what are the current skills we have and what are the skills we 59 00:04:22,900 --> 00:04:27,600 need in order to as a team, collectively work, better 60 00:04:27,600 --> 00:04:29,700 together to accomplish all these things. 61 00:04:30,400 --> 00:04:34,900 One of the things I see is that when you care very much about 62 00:04:34,900 --> 00:04:38,100 doing a good job and you care about your team and you care 63 00:04:38,100 --> 00:04:41,100 about the clients and you care about the work that can turn. 64 00:04:41,300 --> 00:04:49,300 Into taking on more than is needed because the mindset is, 65 00:04:49,600 --> 00:04:51,900 if it's not getting done, I'll just do it. 66 00:04:53,000 --> 00:04:57,100 And that creates both overworking overextending that 67 00:04:57,100 --> 00:05:01,600 also creates you becoming the bottleneck because you're kind 68 00:05:01,600 --> 00:05:06,800 of taking everything on and it is kind of a reactive way to 69 00:05:06,800 --> 00:05:11,000 address the problem rather than taking a different perspective, 70 00:05:11,100 --> 00:05:15,000 taking a different mindset to how you want to address, what's 71 00:05:15,000 --> 00:05:20,200 happening. Boundaries are also a skill that 72 00:05:20,200 --> 00:05:25,100 becomes even more important than More demands and requirements 73 00:05:25,100 --> 00:05:29,200 that are on you and boundaries. Simply mean, what is the 74 00:05:29,200 --> 00:05:33,800 agreement you set with yourself? What are the agreements that you 75 00:05:33,800 --> 00:05:39,700 have created with other people and kind of following through on 76 00:05:39,700 --> 00:05:42,300 those? And we can do that from a place 77 00:05:42,300 --> 00:05:47,300 that is really effective and creates more trust and creates 78 00:05:47,300 --> 00:05:50,800 more safety. But so many of us didn't learn 79 00:05:50,800 --> 00:05:53,600 boundaries in a way that creates It's connection. 80 00:05:54,500 --> 00:05:59,700 A lot of us learned boundaries as a defensive tool when we feel 81 00:05:59,700 --> 00:06:04,000 someone overstepping. Its if things go wrong then we 82 00:06:04,000 --> 00:06:08,200 need a boundary rather than the mindset of oh boundaries are 83 00:06:08,500 --> 00:06:13,200 just a really simple clear and effective way to make it easy 84 00:06:13,200 --> 00:06:17,900 for us to work better together that's it or thinking of oh 85 00:06:17,900 --> 00:06:22,600 boundaries are the way that I really protect my safe. 86 00:06:23,400 --> 00:06:28,600 My sense of safety and my time. And I don't have to do that in a 87 00:06:28,608 --> 00:06:31,400 combative way. I can actually do that in a very 88 00:06:31,700 --> 00:06:35,000 useful and connective way. So very often there's the 89 00:06:35,000 --> 00:06:38,800 mindset that needs to shift and the skills that need to change 90 00:06:38,800 --> 00:06:43,200 as we grow into higher levels of responsibility, especially when 91 00:06:43,200 --> 00:06:46,200 there's more at stake, which of course, can then flare-up are, 92 00:06:46,600 --> 00:06:50,100 you know, uncertainty and our insecurities so things. 93 00:06:50,100 --> 00:06:54,700 Get interesting. So, that's why we're here so 94 00:06:54,700 --> 00:06:59,300 talking about your mindset and how important it is to notice 95 00:06:59,500 --> 00:07:05,400 that the mindset the way that you're thinking about your role, 96 00:07:05,700 --> 00:07:09,700 your responsibility, the way that you're looking at, the 97 00:07:09,700 --> 00:07:15,700 problem or challenge will shape the actions, you take the 98 00:07:15,700 --> 00:07:20,400 choices you make and the decisions that you, you know, 99 00:07:20,400 --> 00:07:26,200 communicate Related to that. I want to acknowledge that we 100 00:07:26,200 --> 00:07:31,500 can go through Growing Pains like change can be hard and what 101 00:07:31,500 --> 00:07:35,300 I've come to see over and over again in my own life and also 102 00:07:35,300 --> 00:07:39,000 with my clients it helps to remember, you know, there's kind 103 00:07:39,000 --> 00:07:42,900 of two kinds of hard. There's the hard of this is 104 00:07:42,900 --> 00:07:48,100 really new and uncomfortable. I don't like feeling that I'm 105 00:07:48,100 --> 00:07:51,700 clumsy at a new skill. I don't like feeling like, I 106 00:07:51,700 --> 00:07:53,100 don't know. What I'm doing. 107 00:07:53,400 --> 00:07:57,200 There's that kind of hard the growing pain of learning 108 00:07:57,200 --> 00:08:01,700 something, new, and being in that stage, where you're not 109 00:08:01,700 --> 00:08:07,800 super good at it yet, but you continue to practice and 110 00:08:07,800 --> 00:08:12,900 continue to apply the learning so that you can become highly 111 00:08:12,900 --> 00:08:15,200 skillful at it. There's that kind of hard, 112 00:08:16,100 --> 00:08:18,900 there's also the kind of hard it's kind of related to that. 113 00:08:18,900 --> 00:08:24,000 It's the hard of letting go of a An old habit or an old pattern, 114 00:08:24,800 --> 00:08:27,800 right? Like, oh why is it difficult to 115 00:08:28,700 --> 00:08:31,100 kick old habits? Even if we know that they don't 116 00:08:31,100 --> 00:08:34,600 serve us, well, because habits are easy and changing them can 117 00:08:34,600 --> 00:08:38,600 feel hard, right? So, we can put those two kinds 118 00:08:38,600 --> 00:08:41,600 of hard kind of on the same place when you think about 119 00:08:41,600 --> 00:08:43,600 change, and we think change is hard. 120 00:08:44,000 --> 00:08:48,300 It's because our habits have a kind of gravity, and it feels 121 00:08:48,300 --> 00:08:53,000 easy to be in there, and it can feel All to be learning 122 00:08:53,000 --> 00:08:57,500 something new that is hard. Also on the other side, we have 123 00:08:57,500 --> 00:09:01,300 the other kind of hard, which is the heart of things, staying the 124 00:09:01,300 --> 00:09:06,100 same and not working or things, staying the same and being 125 00:09:06,100 --> 00:09:12,900 stagnant and not growing. The pain of not changing, the 126 00:09:12,900 --> 00:09:19,300 pain of staying in a pattern, or a relationship or a habit that 127 00:09:19,300 --> 00:09:24,500 doesn't work anymore or that is Isn't useful in this context or 128 00:09:24,500 --> 00:09:31,400 the pain of continuing to use a tool, a system a process that no 129 00:09:31,400 --> 00:09:36,400 longer really fits the situation, or the people or the 130 00:09:36,400 --> 00:09:40,700 conditions that you're in. That is also really hard. 131 00:09:41,300 --> 00:09:47,300 And so, when you think about how do you want to approach a 132 00:09:47,300 --> 00:09:51,000 challenge or a goal or a problem, there's a part of you 133 00:09:51,000 --> 00:09:54,700 that's going to think That's going to be hard, change is hard 134 00:09:55,000 --> 00:09:57,800 and I want you to remember that mindset of? 135 00:09:58,000 --> 00:10:03,300 Yes, it is, but it's also hard to try to stay the same or to 136 00:10:03,300 --> 00:10:07,300 not grow and change. And so, would you rather choose 137 00:10:07,600 --> 00:10:13,700 the challenge of growing pains? Or would you rather choose the 138 00:10:13,700 --> 00:10:18,200 pain of staying the same or staying still and stagnant? 139 00:10:18,400 --> 00:10:22,700 The other addition I want to give to you As you think about 140 00:10:22,700 --> 00:10:27,600 this, when you reflect on those questions, please do that from a 141 00:10:27,600 --> 00:10:30,800 place. That is not being self judgy 142 00:10:31,300 --> 00:10:35,100 because when we get really judgmental or when we kind of 143 00:10:35,108 --> 00:10:39,600 try to bully ourselves into change by, you know, activating 144 00:10:39,600 --> 00:10:43,300 our shame are feeling of like uh, like I should have figured 145 00:10:43,300 --> 00:10:47,800 this out by now, that kind of self judgement and pressure. 146 00:10:48,500 --> 00:10:55,100 It doesn't help us move towards That which will help us if that 147 00:10:55,100 --> 00:10:57,500 makes sense. That kind of self judgement and 148 00:10:57,500 --> 00:11:01,200 pressure actually makes it more difficult. 149 00:11:01,200 --> 00:11:05,400 It's like adding a heavy layer that you then have to carry and 150 00:11:05,400 --> 00:11:09,300 try to move through. So I really encourage you when 151 00:11:09,300 --> 00:11:13,600 you reflect on yourself and where you are now the kinds of 152 00:11:13,600 --> 00:11:17,500 challenges you're facing and whether you want to choose the 153 00:11:17,500 --> 00:11:25,000 discomfort of growth or the Discomfort of continuing to cope 154 00:11:25,000 --> 00:11:28,600 with things that you've outgrown better still staying in. 155 00:11:28,600 --> 00:11:33,700 I want you to do that from this place of real kindness and real 156 00:11:33,700 --> 00:11:37,500 self compassion so that if you're making a change, you're 157 00:11:37,500 --> 00:11:39,100 not doing it. Because you're beating up on 158 00:11:39,100 --> 00:11:42,500 yourself, but you're doing it from this place of, you know, 159 00:11:42,508 --> 00:11:45,300 what? It's time, even though this will 160 00:11:45,300 --> 00:11:47,500 be uncomfortable. I'm going to choose it anyways 161 00:11:47,500 --> 00:11:50,300 because it's worth it for what's on the other side of that. 162 00:11:50,300 --> 00:11:53,900 I really. I just want to say this again, 163 00:11:54,500 --> 00:12:00,700 come at it from a place of real self compassion and kindness 164 00:12:01,800 --> 00:12:06,700 because that inner critic, that inner perfectionist that really 165 00:12:06,700 --> 00:12:10,800 harsh. Sounding judge doesn't actually 166 00:12:11,200 --> 00:12:15,600 help. It just makes you feel bad and 167 00:12:15,600 --> 00:12:19,600 it's really hard to create sustainable positive change from 168 00:12:19,600 --> 00:12:22,200 a place that feels bad. Bad. 169 00:12:22,900 --> 00:12:29,200 Okay, so when you are thinking about your current mindset, when 170 00:12:29,200 --> 00:12:33,600 you're thinking about, how you manage people, we often, you 171 00:12:33,600 --> 00:12:36,900 know, what I've seen is this other pattern that shows up. 172 00:12:37,100 --> 00:12:41,900 So if you've had a history of bad, managers, or as I like to 173 00:12:41,900 --> 00:12:44,200 think of it just very unskillful people. 174 00:12:44,700 --> 00:12:47,600 I think most managers when we think this is not a good 175 00:12:47,600 --> 00:12:50,200 manager, they're not necessarily bad people. 176 00:12:50,300 --> 00:12:52,600 They're just not skillful. Right. 177 00:12:52,600 --> 00:12:55,900 They just haven't learned, they just start trying to figure it 178 00:12:55,900 --> 00:12:58,800 out too and maybe they're not doing it in a very effective 179 00:12:58,800 --> 00:13:02,900 way. But if you have had in your own 180 00:13:02,900 --> 00:13:08,400 work and life experience a bad manager or a bad experience with 181 00:13:08,700 --> 00:13:13,200 a manager, then what often happens is what then when you 182 00:13:13,200 --> 00:13:16,200 become a manager, you think I'm going to be exactly the 183 00:13:16,200 --> 00:13:20,200 opposite. And so you're really trying to 184 00:13:20,200 --> 00:13:24,700 Define yourself From being the opposite of what that person 185 00:13:24,700 --> 00:13:27,000 was. The other thing that happens is 186 00:13:27,000 --> 00:13:29,800 we think, well, I'm going to manage people how I want to be 187 00:13:29,800 --> 00:13:34,100 managed, and we forget that people vary and are different 188 00:13:34,100 --> 00:13:38,800 and so we end up making choices for managing people that are 189 00:13:38,800 --> 00:13:42,900 really ideal, like, for us personally, but might not be 190 00:13:42,900 --> 00:13:47,000 effective or helpful for the people or the situation that 191 00:13:47,000 --> 00:13:49,700 were managing. And then the other thing is, as 192 00:13:49,700 --> 00:13:53,700 I sort of mentioned before we I think I'll just continue to do 193 00:13:53,700 --> 00:13:56,200 the things that have made me successful, so far. 194 00:13:56,500 --> 00:14:01,900 And so we're just doing more of the same as how we were an 195 00:14:01,900 --> 00:14:04,600 individual contributors. And now we're just doing more of 196 00:14:04,600 --> 00:14:06,600 that. But now we have a different role 197 00:14:06,600 --> 00:14:09,900 and a different kind of set of responsibilities and it's not 198 00:14:09,900 --> 00:14:14,100 always a match. So instead of the mindset of 199 00:14:14,200 --> 00:14:20,100 I'll just do more of the same, I will do what I would personally 200 00:14:20,100 --> 00:14:24,100 like best. That's how Managed to fall or 201 00:14:24,100 --> 00:14:30,000 the mindset of all just do exactly the opposite of this not 202 00:14:30,000 --> 00:14:32,200 great experience that I had before. 203 00:14:32,700 --> 00:14:36,500 Instead I want you to imagine you can put those aside and 204 00:14:36,500 --> 00:14:40,800 instead we want to think from this more of a clear blank page. 205 00:14:41,200 --> 00:14:46,300 What is the intention that you want to bring to yourself to 206 00:14:46,300 --> 00:14:51,400 your team to the situation now? Like, what's going on now? 207 00:14:51,900 --> 00:14:56,700 And what will be in greatest service and most helpful and it 208 00:14:56,700 --> 00:14:59,900 helps to take a holistic picture to understand yourself as a 209 00:14:59,900 --> 00:15:03,600 human, as well as to realize you might have a variety of 210 00:15:03,600 --> 00:15:08,800 personalities on your team and I include both your manager, 211 00:15:08,800 --> 00:15:11,300 right, because you're managing up as well as managing your 212 00:15:11,300 --> 00:15:14,000 team. And so we want to take a 213 00:15:14,000 --> 00:15:17,800 holistic picture so that you can make decisions that aren't 214 00:15:17,800 --> 00:15:22,100 simply coming from a habit of doing, more of the same or From 215 00:15:22,100 --> 00:15:28,100 a place that is reactive, right? Like we want to kind of update 216 00:15:28,200 --> 00:15:34,600 your your data set based on who you are and who you work with to 217 00:15:34,600 --> 00:15:38,500 help you make decisions about how you go forward and your 218 00:15:38,500 --> 00:15:42,100 mindset. The way you're thinking, will be 219 00:15:42,100 --> 00:15:46,300 really important to that having compassion for yourself. 220 00:15:46,300 --> 00:15:50,500 As you realize this might require, some change is going to 221 00:15:50,500 --> 00:15:53,700 be important to that. Because the other thing is, when 222 00:15:53,700 --> 00:15:58,900 you are intentionally creating self compassion for yourself, 223 00:15:59,000 --> 00:16:02,900 that is a way that you create safety, I should do a whole 224 00:16:02,900 --> 00:16:06,100 other episode on how to, how do we create safety, but it's 225 00:16:06,100 --> 00:16:10,400 really hard to change when we feel unsafe, right? 226 00:16:10,700 --> 00:16:14,900 And so part of this idea of creating safety, creating the 227 00:16:14,900 --> 00:16:17,700 safety of, I'm not going to be perfect at this. 228 00:16:18,100 --> 00:16:21,700 Creating the safety of this might be difficult. 229 00:16:22,600 --> 00:16:26,000 And it might, you know, I might feel uncomfortable with that and 230 00:16:26,000 --> 00:16:29,100 that's okay. I'm not supposed to be perfect 231 00:16:29,100 --> 00:16:32,500 right now. Maybe people will be a mad at me 232 00:16:32,500 --> 00:16:36,600 or disappointed and I'm going to create safety for myself. 233 00:16:36,600 --> 00:16:39,500 And also for them, it's going to be okay. 234 00:16:39,700 --> 00:16:45,000 We can actively create safety and it connects to the mindset 235 00:16:45,000 --> 00:16:50,700 that we're holding towards ourselves and towards our work 236 00:16:50,700 --> 00:16:54,600 and our situation. I wanted to give one more 237 00:16:54,600 --> 00:16:57,400 example. This is something I see my best 238 00:16:57,400 --> 00:17:01,100 clients do a lot and I love it so much so I want to share it 239 00:17:01,100 --> 00:17:04,400 with you but it's this distinction between commitment 240 00:17:04,400 --> 00:17:07,700 versus attachment and these are mindsets, right? 241 00:17:07,700 --> 00:17:10,800 This is the perspective that you hold the way you think about a 242 00:17:10,808 --> 00:17:14,200 thing. So attachment is the thinking of 243 00:17:14,700 --> 00:17:18,200 things need to be this exact certain way and if they're not 244 00:17:18,200 --> 00:17:22,000 it's a problem. Whereas commitment sounds more 245 00:17:22,000 --> 00:17:27,500 like I'm committed to this result or to this outcome and 246 00:17:27,500 --> 00:17:31,100 the path. There actually might change it 247 00:17:31,100 --> 00:17:34,100 might be easier and might be harder than might be unexpected 248 00:17:34,100 --> 00:17:38,900 things that happen. I'm open to how we get there but 249 00:17:38,900 --> 00:17:43,900 the commitment to the desired outcome, the commitment to the 250 00:17:43,900 --> 00:17:49,600 result, that is steady. So there's this really lovely 251 00:17:49,800 --> 00:17:53,300 Clarity and strength of it. Intention. 252 00:17:53,700 --> 00:17:56,400 But it includes this really nice. 253 00:17:56,600 --> 00:18:00,400 It's almost like you can breathe because it's not rigid and 254 00:18:00,400 --> 00:18:05,700 contracted and clenched. It has a sense of resilience. 255 00:18:05,700 --> 00:18:10,200 A sense of movement, a sense of, you know, regardless of what 256 00:18:10,200 --> 00:18:13,500 happens. Here's where we're going, let's 257 00:18:13,500 --> 00:18:17,700 do this as effectively as we can, right? 258 00:18:17,700 --> 00:18:21,500 We're still were on the same team, you might not have all the 259 00:18:21,500 --> 00:18:24,700 answers up. And that's okay because you have 260 00:18:24,700 --> 00:18:29,500 that steadfast commitment. And what I found is that when we 261 00:18:29,500 --> 00:18:33,500 are holding this mindset of commitment, it allows us to be 262 00:18:33,500 --> 00:18:38,700 more generous of spirit, more forgiving, also more direct and 263 00:18:38,700 --> 00:18:42,100 clear, right? But when we are holding the 264 00:18:42,100 --> 00:18:45,900 mindset of attachment, that's when we start to get very 265 00:18:45,900 --> 00:18:49,700 defensive, we can become controlling, we start taking 266 00:18:49,700 --> 00:18:52,100 things really personally and things. 267 00:18:52,300 --> 00:18:56,500 Start to feel more contracted and Tents and brittle, which is 268 00:18:56,500 --> 00:19:02,100 really interesting to notice. So commitment versus attachment 269 00:19:02,300 --> 00:19:08,800 as an example of mindset and why that is so important to 270 00:19:08,800 --> 00:19:12,500 understand for yourself especially as we're moving into 271 00:19:12,500 --> 00:19:16,100 the end of the year and starting to think about the year to come, 272 00:19:16,500 --> 00:19:19,800 this is such a great time to pause and reflect and notice 273 00:19:20,300 --> 00:19:22,200 what is your mindset, how are you? 274 00:19:22,400 --> 00:19:25,500 Reading safety. What kind of hard are you 275 00:19:25,500 --> 00:19:28,000 choosing? What kind of hard do you want to 276 00:19:28,000 --> 00:19:30,700 choose? As we move into the new year and 277 00:19:30,700 --> 00:19:33,800 noticing, where do you fall on the commitment side? 278 00:19:34,000 --> 00:19:37,400 And where might you get a little hooked on the attachment side? 279 00:19:37,800 --> 00:19:40,600 And you know, you're a human. So you're going to experience 280 00:19:40,600 --> 00:19:45,300 the full range of it, but as we can kind of raise that cell 281 00:19:45,300 --> 00:19:49,800 phone wareness, so you can be more intentional and what you're 282 00:19:49,800 --> 00:19:54,700 choosing and why creates a Better experience for you and 283 00:19:54,700 --> 00:19:59,000 everyone you work with. Thank you so much for listening 284 00:19:59,400 --> 00:20:02,400 if you want to work with me one-on-one this is the perfect 285 00:20:02,400 --> 00:20:04,300 time. We're going to wind up this 286 00:20:04,300 --> 00:20:06,400 year. Get you set up for the new year, 287 00:20:06,700 --> 00:20:11,600 go into the show notes you can find the link to book a consult 288 00:20:11,700 --> 00:20:13,800 so that we can talk about what we'll do together. 289 00:20:14,300 --> 00:20:17,500 And again stay tuned because I have some things to share with 290 00:20:17,500 --> 00:20:22,200 you coming up in the new year. Thanks so much for listening. 291 00:20:22,400 --> 00:20:30,600 I'll talk to you next time. Hey before you go if you like 292 00:20:30,600 --> 00:20:33,100 this podcast please leave a review. 293 00:20:33,500 --> 00:20:37,000 Tell me why you listen and what has helped you? 294 00:20:37,400 --> 00:20:39,500 Thanks so much. I'll see you next time.