1 00:00:04,840 --> 00:00:07,400 Welcome to the New Manager Podcast. 2 00:00:07,680 --> 00:00:16,280 I'm your host, Kim Nickel. Hello and welcome. 3 00:00:16,360 --> 00:00:18,720 I'm glad you're here and I hope you're doing well. 4 00:00:18,960 --> 00:00:21,240 My name is Kim Nickel. I am your host. 5 00:00:21,240 --> 00:00:25,360 This is the New Manager Podcast, and I am a life coach, a 6 00:00:25,360 --> 00:00:27,680 leadership coach, a mindfulness teacher. 7 00:00:28,040 --> 00:00:32,759 I want to help you feel more calm and confident and capable 8 00:00:32,759 --> 00:00:37,960 every day, and not just at work. Work is a big place that we do 9 00:00:37,960 --> 00:00:43,320 life, and so I think it's really important to take the time to 10 00:00:43,320 --> 00:00:47,640 really understand what does it mean to be a great manager. 11 00:00:47,800 --> 00:00:51,760 How do we tap into the leadership capabilities that you 12 00:00:51,760 --> 00:00:55,000 already have? And we don't do this in a 13 00:00:55,000 --> 00:00:59,200 vacuum, meaning both the environment that you're working 14 00:00:59,200 --> 00:01:03,480 in is part of what you're dealing with, but also who you 15 00:01:03,480 --> 00:01:06,880 are as a person. The experience that you've had 16 00:01:06,880 --> 00:01:09,560 while you're on the planet, all of the things that you've 17 00:01:09,560 --> 00:01:13,440 learned about how to be effective, how to make things 18 00:01:13,440 --> 00:01:17,760 happen, how to communicate and respond with lots of different 19 00:01:17,760 --> 00:01:20,280 personalities, it all comes into play. 20 00:01:20,520 --> 00:01:25,000 I'm thinking of this in part because over the last week I was 21 00:01:25,000 --> 00:01:28,680 at a really cool conference. It's called Transform, and it's 22 00:01:28,680 --> 00:01:32,960 focused on the workplace. There's a lot of HR people, a 23 00:01:32,960 --> 00:01:37,320 lot of people, team people, a lot of folks thinking about what 24 00:01:37,320 --> 00:01:41,640 does it mean to work well together in our organizations 25 00:01:42,000 --> 00:01:45,840 and how can we do it better? How can we learn from each 26 00:01:45,840 --> 00:01:48,040 other? How can we, you know, share 27 00:01:48,040 --> 00:01:51,760 perspectives about, you know, how how people are doing that in 28 00:01:51,760 --> 00:01:55,200 their organizations? And two things really stood out 29 00:01:55,200 --> 00:01:56,920 to me that I wanted to share with you. 30 00:01:57,320 --> 00:02:04,320 One is that there are a lot of people who care deeply about 31 00:02:04,520 --> 00:02:07,840 helping everyone work Better Together. 32 00:02:08,360 --> 00:02:10,759 I mean, that's kind of the only reason why that conference 33 00:02:10,759 --> 00:02:13,280 exists, exists. And there were thousands of 34 00:02:13,280 --> 00:02:16,600 people there from all different kinds of organizations. 35 00:02:17,160 --> 00:02:19,960 And you know, there are a lot of people who care. 36 00:02:19,960 --> 00:02:24,200 How do we work well together? What does that look like in 37 00:02:24,200 --> 00:02:28,840 today's constraints and workforce reality like the 38 00:02:28,840 --> 00:02:32,680 conversations around that were really rich and I saw so much 39 00:02:32,680 --> 00:02:37,120 positive intention of people trying to solve for some of the 40 00:02:37,120 --> 00:02:40,520 complex challenges that are showing up every day in the 41 00:02:40,520 --> 00:02:42,840 workplace. So that was thing number one, 42 00:02:43,080 --> 00:02:46,200 people really care. The other thing though is that 43 00:02:46,520 --> 00:02:52,840 so many people, teams, thinking about HR, people, operations, 44 00:02:52,840 --> 00:02:56,520 like whatever that's called in your organization, they're also 45 00:02:56,520 --> 00:03:00,320 under a lot of stress. They have competing demands and 46 00:03:00,320 --> 00:03:04,560 not always the abundance of resources that they would like 47 00:03:04,560 --> 00:03:08,760 to have in order to organize and implement things. 48 00:03:09,040 --> 00:03:12,080 There's the vision of what they want to create and then there's 49 00:03:12,360 --> 00:03:14,800 the process by which they will do that. 50 00:03:15,040 --> 00:03:19,760 Now, in light of all of that, you know, here we are, right? 51 00:03:19,760 --> 00:03:24,480 Like, I, when I, when I create, created this podcast, I really 52 00:03:24,480 --> 00:03:28,640 created it not for the HR people, but really for the folks 53 00:03:28,640 --> 00:03:33,360 who are dealing with the managing challenges every single 54 00:03:33,360 --> 00:03:36,200 day. And one of the reasons why that 55 00:03:36,200 --> 00:03:40,600 felt important to me is because I don't want you to wait for 56 00:03:40,600 --> 00:03:44,240 things to get better at an organizational level in order 57 00:03:44,240 --> 00:03:50,600 for you to be able to make progress on what you're facing 58 00:03:50,600 --> 00:03:52,760 right now. And let me give you an example 59 00:03:52,760 --> 00:03:54,480 of what I of what I mean by that. 60 00:03:54,960 --> 00:03:59,400 So some time ago I was working with a very large corporate 61 00:03:59,400 --> 00:04:07,600 client and they had this desire to create a new program for 62 00:04:07,600 --> 00:04:11,440 their managers, you know, an internal manager development 63 00:04:11,440 --> 00:04:13,760 program. That was the main reason they 64 00:04:13,760 --> 00:04:17,720 were talking with me and they had a lot of people on their 65 00:04:17,720 --> 00:04:21,399 people team and had a lot of people who cared about how to 66 00:04:21,399 --> 00:04:26,320 create something that would help the managers across the 67 00:04:26,320 --> 00:04:29,360 organization. And this was a large company, 68 00:04:29,360 --> 00:04:32,600 it's a publicly traded company. There are a couple of 1000 69 00:04:32,600 --> 00:04:35,880 managers in this organization all around the world. 70 00:04:35,880 --> 00:04:40,360 So it was a big task and one of the conversations that have has 71 00:04:40,360 --> 00:04:44,360 always stayed with me was I was thinking about, you know, hey, 72 00:04:44,360 --> 00:04:50,080 can we do this experiment, can we create this class or workshop 73 00:04:50,080 --> 00:04:52,680 or run this program? Like can we get started in this 74 00:04:52,680 --> 00:04:56,600 way? And what I heard back from 75 00:04:56,600 --> 00:05:00,360 someone else on the people team was they said we can't move 76 00:05:00,360 --> 00:05:05,000 forward until later in the fall. And I said, oh, why is that? 77 00:05:05,000 --> 00:05:08,760 And they said, well, we've paid all this money for our executive 78 00:05:08,760 --> 00:05:13,040 leadership team to work with these consultants. 79 00:05:13,680 --> 00:05:17,800 And they're going to create the new 3 words. 80 00:05:18,040 --> 00:05:19,320 And I was like, wait, what is that? 81 00:05:19,360 --> 00:05:22,000 And they said, well, you know, the management team, the upper 82 00:05:22,000 --> 00:05:25,760 level executives, they need to identify the three words that 83 00:05:25,760 --> 00:05:29,200 will be like the guiding light for everything that we do. 84 00:05:29,520 --> 00:05:34,360 And until we have those 3 words, we can't create something 85 00:05:34,360 --> 00:05:35,760 because we might have to change it. 86 00:05:35,800 --> 00:05:38,280 Like, it all has to fit. It all has to fit together. 87 00:05:38,920 --> 00:05:42,560 And I remember thinking like, you know, so am I hearing this 88 00:05:42,560 --> 00:05:47,160 correctly that until the executive team goes away on 89 00:05:47,160 --> 00:05:51,360 retreat and works with these consultants and come back, comes 90 00:05:51,360 --> 00:05:54,360 back with these three magical words until that happens 91 00:05:54,480 --> 00:05:57,280 sometime later in the year. You're saying that we can't 92 00:05:57,880 --> 00:06:01,040 teach people how to have difficult conversations. 93 00:06:01,640 --> 00:06:05,520 We can't help the current managers right now who are 94 00:06:05,520 --> 00:06:07,160 getting ready for performance reviews. 95 00:06:07,160 --> 00:06:13,680 We can't help them learn how to have performance conversations. 96 00:06:14,200 --> 00:06:16,600 Are you saying that the people that you're hiring or promoting 97 00:06:16,600 --> 00:06:21,880 right now into manager roles, they get nothing, nothing at all 98 00:06:22,240 --> 00:06:25,000 until like all these other things happen? 99 00:06:25,080 --> 00:06:29,440 That makes no sense to me. And and I share this in part 100 00:06:29,440 --> 00:06:33,920 because, you know, I want you to understand that organizations of 101 00:06:33,920 --> 00:06:39,360 any size have different levels of complexity, different levels 102 00:06:39,720 --> 00:06:42,200 at which people are trying to solve problems. 103 00:06:43,080 --> 00:06:47,360 And one of the reasons I'm glad you're here and why I'm here is 104 00:06:47,360 --> 00:06:52,080 because in the midst of all of that complexity and all of, you 105 00:06:52,080 --> 00:06:55,280 know the ways that organizations and people in organizations try 106 00:06:55,280 --> 00:06:59,760 to get things done on a very big systemic level, in the meantime, 107 00:06:59,760 --> 00:07:03,040 we have an incredible opportunity to do something. 108 00:07:03,480 --> 00:07:06,120 There's a big difference between something and nothing. 109 00:07:06,680 --> 00:07:12,760 And I don't want you to feel powerless in the face of 110 00:07:13,000 --> 00:07:17,240 decisions that are being made about your organization and 111 00:07:17,240 --> 00:07:20,160 about your resources that you're not a part of. 112 00:07:21,000 --> 00:07:25,480 So often there are other people who influence the budget and the 113 00:07:25,480 --> 00:07:30,080 direction and what resources are available to you and to all of 114 00:07:30,080 --> 00:07:32,760 your colleagues. I don't want you to have to wait 115 00:07:32,760 --> 00:07:34,920 for that. We don't have time. 116 00:07:35,600 --> 00:07:39,800 You know, like you're in your life now, you're in your work 117 00:07:39,800 --> 00:07:44,520 now you're managing people and now you're needing to tap into 118 00:07:44,520 --> 00:07:48,920 that leadership capability. And now the thing too is that 119 00:07:48,920 --> 00:07:52,080 when we start thinking in these terms, if we start thinking in 120 00:07:52,080 --> 00:07:55,680 terms of like layers, right. So there's the organizational 121 00:07:55,680 --> 00:08:00,400 layer at which people team and the HR team like they're doing, 122 00:08:00,560 --> 00:08:05,680 let's just say they're doing their utmost best with what they 123 00:08:05,680 --> 00:08:08,280 have available. And you know, they're really 124 00:08:08,280 --> 00:08:11,600 trying to get something put in place that will help you. 125 00:08:12,200 --> 00:08:16,920 But in the meantime, we're here. Like in the meantime, give 126 00:08:16,920 --> 00:08:19,280 yourself credit for finding this podcast. 127 00:08:19,320 --> 00:08:22,360 In the meantime, there is coaching available to you. 128 00:08:22,560 --> 00:08:26,720 In the meantime there, you know, I offer a group program sign up 129 00:08:26,800 --> 00:08:30,360 to the wait list so that you can join that in the meantime. 130 00:08:30,560 --> 00:08:34,320 So you're not having to both kind of watch. 131 00:08:34,360 --> 00:08:37,919 Sometimes it feels like watching a slow motion car crash when you 132 00:08:37,919 --> 00:08:41,600 can see that something about the way we're working isn't working, 133 00:08:42,039 --> 00:08:44,960 but there's no time to think differently about it. 134 00:08:44,960 --> 00:08:48,800 Or you have no support to, you know, kind of explore your 135 00:08:48,800 --> 00:08:51,800 vision and figure out who you'll need to talk to and create a 136 00:08:51,800 --> 00:08:55,960 plan or a strategy around it. When we're caught up in the 137 00:08:55,960 --> 00:09:00,120 weeds of the moment and we're caught in this reactive place 138 00:09:00,120 --> 00:09:04,800 where there's difficult to get a a bigger perspective, it's kind 139 00:09:04,800 --> 00:09:07,360 of like watching that slow motion car crash and you think 140 00:09:07,600 --> 00:09:10,680 it doesn't have to happen. But I don't know how to stop it, 141 00:09:11,080 --> 00:09:14,440 and especially if you feel like you're waiting on someone else 142 00:09:14,440 --> 00:09:19,360 in your organization to come in with the answer with a training, 143 00:09:19,360 --> 00:09:21,960 with whatever you might be waiting a long time. 144 00:09:21,960 --> 00:09:24,880 And I don't want that for you and I don't want that for your 145 00:09:24,880 --> 00:09:26,960 team. So number one, I want to give 146 00:09:26,960 --> 00:09:30,560 you credit for being here because it really signals that 147 00:09:30,560 --> 00:09:36,160 you care and that you are actively engaged in finding a 148 00:09:36,160 --> 00:09:39,880 solution that will work for you now. 149 00:09:41,320 --> 00:09:45,280 Let's do something about it now. And then the other piece about 150 00:09:45,280 --> 00:09:50,360 this too that ties in is this question of what support do you 151 00:09:50,360 --> 00:09:52,520 need. Think about this one. 152 00:09:52,560 --> 00:09:59,600 I find it so easy to reject that question when you are someone 153 00:09:59,800 --> 00:10:02,760 who is good at being very self reliant. 154 00:10:03,360 --> 00:10:07,120 Whether it's because you've had to be throughout the course of 155 00:10:07,120 --> 00:10:11,360 your life or whether it's because you've kind of learned 156 00:10:11,680 --> 00:10:15,760 that maybe in the, you know, workplace where you are there 157 00:10:15,760 --> 00:10:19,360 might not be a lot of resources. So if you know, if you're either 158 00:10:19,600 --> 00:10:22,840 feeling concerned about like oh I don't want to take resources 159 00:10:22,840 --> 00:10:26,760 from somebody else, or if you've always been hyper self reliant, 160 00:10:27,000 --> 00:10:29,400 then when you hear this question, what support do you 161 00:10:29,400 --> 00:10:33,160 need? Your instinct might be to reject 162 00:10:33,160 --> 00:10:36,640 it and simply say I'm good, I have everything I need. 163 00:10:37,000 --> 00:10:40,320 I'll make it work. Don't worry about me. 164 00:10:40,320 --> 00:10:45,760 I'll figure it out like it can be so easy to turn away from 165 00:10:46,120 --> 00:10:51,200 resources of support that are available, if only you ask for 166 00:10:51,200 --> 00:10:53,400 them. This is something I also see 167 00:10:53,640 --> 00:10:56,640 when people get promoted. So if you get promoted into a 168 00:10:56,640 --> 00:11:00,080 leadership role, into a manager role, your organization might 169 00:11:00,080 --> 00:11:02,360 ask you what resources do you need? 170 00:11:02,800 --> 00:11:05,040 And if it's the first time you've been in that role, you 171 00:11:05,040 --> 00:11:08,600 might not even think to ask for that. 172 00:11:08,600 --> 00:11:10,840 And so when you hear the question, you might just say, 173 00:11:10,840 --> 00:11:13,440 oh, I don't know, I'm good, you know, I'll just ask for help 174 00:11:13,440 --> 00:11:16,520 when I need it. But instead I want to offer this 175 00:11:16,520 --> 00:11:20,360 idea, like plant this seed of a thought, which is when someone 176 00:11:20,360 --> 00:11:24,920 asks what support do you need, have something that you want to 177 00:11:24,920 --> 00:11:29,520 ask for. I am a huge advocate of telling 178 00:11:29,520 --> 00:11:31,480 people I would like to work with a coach. 179 00:11:31,480 --> 00:11:35,480 I'd like to work with somebody one-on-one For these reasons. 180 00:11:35,920 --> 00:11:39,840 These are the things I want to get better AT, and I often find 181 00:11:39,840 --> 00:11:42,880 too, you know, there's so many different ways you can learn a 182 00:11:42,880 --> 00:11:44,440 thing. And the thing I like about 183 00:11:44,440 --> 00:11:50,120 one-on-one coaching as a way to learn is that you get all of the 184 00:11:50,120 --> 00:11:53,560 attention. You're actively engaged in the 185 00:11:53,560 --> 00:11:56,040 learning. So it's not like, you know, 186 00:11:56,040 --> 00:11:59,920 watching a series of videos or reading a book or, you know, 187 00:11:59,920 --> 00:12:02,320 even to an extent listening to this podcast, right? 188 00:12:02,320 --> 00:12:05,080 You can listen to it while you're doing other things, but 189 00:12:05,080 --> 00:12:08,560 with A1 on one coach, you have a thought partner who's talking 190 00:12:08,560 --> 00:12:13,120 with you, asking you questions, helping you think through so 191 00:12:13,120 --> 00:12:17,840 that you're you're actually developing your own mindset, 192 00:12:17,840 --> 00:12:19,920 your own strengths, you're learning. 193 00:12:19,920 --> 00:12:25,240 What is the specific piece for you that you want to get better 194 00:12:25,240 --> 00:12:27,760 AT? And how will you apply that in 195 00:12:27,760 --> 00:12:29,640 the coming days, in the coming week? 196 00:12:30,200 --> 00:12:36,960 And so you actually get so much more support in that in that 197 00:12:36,960 --> 00:12:38,680 format. Like if that's the kind of 198 00:12:38,680 --> 00:12:41,320 learner that you are, ask for that. 199 00:12:41,680 --> 00:12:44,480 It's also really great because there's so much that you do in 200 00:12:44,480 --> 00:12:46,880 the coaching call. So it's not like there's 201 00:12:46,880 --> 00:12:50,240 homework after. So if you've got a lot to do and 202 00:12:50,240 --> 00:12:53,160 the last thing you need to do is then, you know, watch a video 203 00:12:53,160 --> 00:12:56,520 course or do something, you know, read a book, get coaching. 204 00:12:56,960 --> 00:13:01,120 And so many leaders do this, like, this is a very normal 205 00:13:01,120 --> 00:13:04,840 thing to ask for. So when you get promoted, when 206 00:13:04,840 --> 00:13:08,680 you step into a higher level of leadership and responsibility, 207 00:13:09,120 --> 00:13:13,240 if anyone in your organization asks you what support do you 208 00:13:13,240 --> 00:13:17,040 need, tell them I would love to work with A1 on one coach. 209 00:13:17,320 --> 00:13:19,520 What is our professional development budget? 210 00:13:19,760 --> 00:13:22,560 You might tell them there's a coach I've been listening to. 211 00:13:22,560 --> 00:13:25,360 I want to work with her. I'm going to schedule a consult, 212 00:13:25,760 --> 00:13:28,680 get clear about what the goals will be, how we'll work 213 00:13:28,680 --> 00:13:30,520 together. That's what the support that I 214 00:13:30,520 --> 00:13:36,840 would love to have And your work might be delighted that you're 215 00:13:36,840 --> 00:13:40,360 asking for this because number one, it signals to them that 216 00:13:40,360 --> 00:13:43,360 you're thinking through what is the support you will need, 217 00:13:43,360 --> 00:13:45,280 especially if you haven't done this before. 218 00:13:45,560 --> 00:13:49,600 And #2, it means that they don't have to do the work to try to 219 00:13:49,600 --> 00:13:51,880 guess what is the support that you'll need. 220 00:13:52,400 --> 00:13:55,360 They don't have to try to imagine, oh you know, what do we 221 00:13:55,360 --> 00:13:57,880 think this person needs. Just tell them, say this is what 222 00:13:57,880 --> 00:13:59,840 I'd like to have, What can we do about it? 223 00:14:00,120 --> 00:14:02,840 What budget do we have? Like what can we can we talk 224 00:14:02,840 --> 00:14:07,200 about how this will work? It provides a bit more clarity, 225 00:14:07,200 --> 00:14:11,920 direction and groundedness. And so, you know, imagining that 226 00:14:11,920 --> 00:14:15,360 your internal people, team, they're working really hard to 227 00:14:15,360 --> 00:14:19,120 get programs in place in the meantime, you can make things 228 00:14:19,120 --> 00:14:23,120 easier for yourself and for them by simply saying this is the 229 00:14:23,120 --> 00:14:25,600 support that I want, This is why. 230 00:14:25,800 --> 00:14:29,240 What can we do? That is what it is to be a 231 00:14:29,240 --> 00:14:32,240 leader. You're identifying a need, 232 00:14:32,480 --> 00:14:35,640 You're advocating for it, and you're doing it from this 233 00:14:35,640 --> 00:14:41,040 position of collaborative power, not from this position of, you 234 00:14:41,040 --> 00:14:44,000 know, feeling like a little kid who's asking an adult for 235 00:14:44,000 --> 00:14:46,680 something and hoping that they grant your wish. 236 00:14:47,040 --> 00:14:51,640 It really is more like, OK, given what I'm seeing is what's 237 00:14:51,640 --> 00:14:54,320 required of me. This is what I'll need in order 238 00:14:54,320 --> 00:14:57,800 to be able to do this most effectively, and I want to add 239 00:14:57,800 --> 00:15:05,400 to that most sustainably. We want you to be sustainable in 240 00:15:05,400 --> 00:15:09,200 your work, meaning you're not going to burn out. 241 00:15:09,520 --> 00:15:14,160 You're not going to have to sacrifice your personal life, 242 00:15:14,160 --> 00:15:18,000 your family life. This is part of how I want you 243 00:15:18,000 --> 00:15:21,560 to think about growing in your career and growing as a leader 244 00:15:21,880 --> 00:15:28,800 is to include the intersectional humanness of you being aware of 245 00:15:28,800 --> 00:15:30,840 what are the things that are important to you. 246 00:15:31,120 --> 00:15:37,240 How can you ensure that all of the pieces of you and your life 247 00:15:37,640 --> 00:15:43,360 are benefiting and thriving and being cared for as you step into 248 00:15:43,440 --> 00:15:47,960 bigger responsibility and some different mindset changes as 249 00:15:47,960 --> 00:15:51,440 your work changes? We want to include the both of 250 00:15:51,440 --> 00:15:55,760 those because number one, I mean that's just a personal choice, 251 00:15:57,240 --> 00:15:59,000 right? So much about how we do 252 00:15:59,000 --> 00:16:02,160 leadership and how we do work is really a personal choice. 253 00:16:02,360 --> 00:16:06,560 So if you can choose it, why would you not choose it? 254 00:16:06,760 --> 00:16:09,640 Like it's available, but you might need to choose it and then 255 00:16:09,640 --> 00:16:12,200 be intentional about how you develop that. 256 00:16:12,640 --> 00:16:15,000 And then secondly, I'll just share you know my personal 257 00:16:15,000 --> 00:16:19,040 perspective is it is very rewarding to me when I see my 258 00:16:19,040 --> 00:16:23,160 clients growing in responsibility and you know 259 00:16:24,000 --> 00:16:27,960 having that expanded positive effect in their work and 260 00:16:27,960 --> 00:16:33,280 realizing it's not going to cost them personally as much. 261 00:16:33,600 --> 00:16:36,400 This is something I see a lot, especially if you feel like 262 00:16:36,400 --> 00:16:39,320 you're working really hard at the current level you're at. 263 00:16:39,640 --> 00:16:43,640 The fear is it's already costing me so much time, energy and 264 00:16:43,640 --> 00:16:46,280 Peace of Mind. If I get more responsibility, 265 00:16:46,280 --> 00:16:49,280 it's going to cost me more and I can't bear that. 266 00:16:49,720 --> 00:16:54,320 I don't want to give up more of my personal life or my Peace of 267 00:16:54,320 --> 00:16:58,880 Mind or my time or my energy. And so part of the work that we 268 00:16:58,880 --> 00:17:03,240 do and what I help my clients with is I help you learn how to 269 00:17:03,240 --> 00:17:07,640 develop the mindset and the skills that you'll need to be 270 00:17:07,640 --> 00:17:12,319 able to take on bigger responsibilities while not 271 00:17:12,480 --> 00:17:17,200 giving up more of your time, more of your energy, more of 272 00:17:17,200 --> 00:17:20,920 your Peace of Mind, and want you to feel calm and confident and 273 00:17:20,920 --> 00:17:26,119 capable at work so that you have also the space for a rewarding 274 00:17:26,119 --> 00:17:28,520 personal life. I think that's good for our 275 00:17:28,520 --> 00:17:33,720 organizations, to have humans in them that are not burning out or 276 00:17:33,720 --> 00:17:37,440 that are not kind of being depleted or sacrificing their 277 00:17:37,440 --> 00:17:39,760 well-being or their family's well-being. 278 00:17:40,040 --> 00:17:41,880 Like, I think that's just a good thing. 279 00:17:41,880 --> 00:17:46,560 That's what I would like to help Foster and to nurture in our 280 00:17:46,560 --> 00:17:49,160 shared world. So I'm thank you for being here 281 00:17:49,160 --> 00:17:53,040 and being part of this community because, you know, if you're 282 00:17:53,040 --> 00:17:55,440 listening, then you're a part of this too. 283 00:17:56,000 --> 00:17:59,280 So that is the picture of what I wanted to share with you. 284 00:17:59,600 --> 00:18:02,160 You know, think about what support do you need. 285 00:18:02,560 --> 00:18:06,160 Be willing and feel comfortable asking for it. 286 00:18:06,720 --> 00:18:11,800 Realize that the people, OPS and HR people in your organization, 287 00:18:12,200 --> 00:18:16,320 they probably care more than you can see or realize. 288 00:18:16,600 --> 00:18:21,200 But also don't wait on them to get things to you, because 289 00:18:21,200 --> 00:18:23,760 there's a lot of other stuff that they're trying to deal 290 00:18:23,760 --> 00:18:26,200 with. Good news is that we live in a 291 00:18:26,200 --> 00:18:30,840 time where it's not all or nothing, where there's a lot of 292 00:18:30,840 --> 00:18:36,440 possibility between where you are now and where you want to be 293 00:18:36,440 --> 00:18:40,800 with your organization. And final note, this is about 294 00:18:40,800 --> 00:18:45,040 practice, not perfection. So everything that you're going 295 00:18:45,040 --> 00:18:48,680 to be learning in terms of the mindset shifts, the skills that 296 00:18:48,680 --> 00:18:53,000 you develop for communicating, time management, executive 297 00:18:53,000 --> 00:18:57,280 presence, like all of those things that start to become more 298 00:18:57,280 --> 00:19:02,320 vividly important when you step into manager role and leadership 299 00:19:02,320 --> 00:19:04,920 role, it's about practice, not perfection. 300 00:19:04,920 --> 00:19:08,880 And the more intentional you can be with that practice, the 301 00:19:08,880 --> 00:19:14,040 faster you'll learn and the more kind of confident and at peace 302 00:19:14,040 --> 00:19:17,320 you'll feel because you'll feel like OK, I've got a a strategy, 303 00:19:17,320 --> 00:19:21,200 a plan, a bit of a handle on this starts to reduce the self 304 00:19:21,200 --> 00:19:24,120 judgement and the pressure that comes along from trying to get 305 00:19:24,120 --> 00:19:26,240 things absolutely right the first time. 306 00:19:26,840 --> 00:19:30,240 If that is something that you want help with, come talk to me. 307 00:19:30,600 --> 00:19:33,200 I'm taking new clients. I would love to talk with you 308 00:19:33,200 --> 00:19:37,640 about your situation, your goals, and share how I can help 309 00:19:37,640 --> 00:19:40,000 you through my one-on-one coaching. 310 00:19:40,520 --> 00:19:45,240 Find the link in the show notes to sign up for a consultation or 311 00:19:45,240 --> 00:19:49,880 go to my website kimnickel.com. You'll see a link to schedule a 312 00:19:49,880 --> 00:19:54,280 consult with me if you're curious about my group program. 313 00:19:54,640 --> 00:19:57,400 That one, You need to sign up for the wait list for us to be 314 00:19:57,760 --> 00:20:02,200 notified when it opens again. That's also in the show notes. 315 00:20:02,200 --> 00:20:06,320 Or you can go to kimnickel.com and go to the new managers page. 316 00:20:06,600 --> 00:20:09,520 Sign up for the wait list there and you'll learn more about it. 317 00:20:09,960 --> 00:20:12,000 And lastly, thank you for being you. 318 00:20:12,160 --> 00:20:15,160 Thank you for being here. It is not always easy being a 319 00:20:15,160 --> 00:20:19,200 human working with other humans, but we do it every day and we 320 00:20:19,200 --> 00:20:22,880 try to do it with grace, with gratitude and remembering kind 321 00:20:22,880 --> 00:20:25,080 of what. What the point of it all is 322 00:20:25,200 --> 00:20:29,360 We're here to share the planet, to recognize and use your gifts 323 00:20:29,680 --> 00:20:31,920 and make a positive contribution in this world. 324 00:20:32,040 --> 00:20:35,440 So thank you for that, and I will talk to you next time. 325 00:20:39,840 --> 00:20:42,720 When you're more effective at work, you're happier in your 326 00:20:42,720 --> 00:20:44,960 life. And when you're happier in your 327 00:20:44,960 --> 00:20:47,000 life, you're more effective at work. 328 00:20:47,520 --> 00:20:51,200 I can help. Go to my website, Kim Nickel Com 329 00:20:51,360 --> 00:20:53,480 and sign U for a coaching consult. 330 00:20:54,000 --> 00:20:55,280 It can get better.