1 00:00:04,800 --> 00:00:07,600 Welcome to the new manager podcast. 2 00:00:07,700 --> 00:00:16,600 I'm your host, Kim nickel. Hello and welcome. 3 00:00:16,800 --> 00:00:19,800 I'm glad you're here and I hope you're doing well. 4 00:00:20,200 --> 00:00:23,900 If you are new to this podcast, a special welcome to you. 5 00:00:24,200 --> 00:00:26,800 I've noticed a lot of new listeners lately. 6 00:00:27,000 --> 00:00:30,300 I'm very excited to welcome you in. 7 00:00:30,800 --> 00:00:34,300 You are in the right place to learn how to be a better 8 00:00:34,300 --> 00:00:37,700 manager, whether you have been managing folks for a really long 9 00:00:37,700 --> 00:00:43,100 time and you're ready for a new perspective. or you are new to 10 00:00:43,100 --> 00:00:46,200 managing people and you're feeling like, you're not exactly 11 00:00:46,200 --> 00:00:51,900 sure what you're doing, you are in the right place and today I 12 00:00:51,900 --> 00:00:58,900 wanted to share this idea of managing your mind and what I 13 00:00:58,900 --> 00:01:04,700 mean by that is okay, you are a human, you have a mind, it is 14 00:01:04,700 --> 00:01:09,200 filled with thoughts, you have lots of experiences, all of this 15 00:01:09,200 --> 00:01:14,600 shapes, your T''v your worldview, how you see things 16 00:01:15,100 --> 00:01:19,700 and that shapes the decisions you make the way that you build 17 00:01:19,700 --> 00:01:23,600 relationships, the way that you work with other humans. 18 00:01:24,400 --> 00:01:29,100 And we can often overlook this part because, when we're at 19 00:01:29,100 --> 00:01:32,900 work, you know, we often think I need to deal with this stuff 20 00:01:32,900 --> 00:01:36,400 outside of me and we forget to deal with the part on the 21 00:01:36,400 --> 00:01:39,100 inside. I sometimes think about this as 22 00:01:39,100 --> 00:01:42,900 every issue has two. The outside part and the inside 23 00:01:42,900 --> 00:01:47,800 part, the inside part is where you manage your mind and the 24 00:01:47,800 --> 00:01:52,900 first place is really understanding how your mind 25 00:01:53,000 --> 00:01:56,000 works. What are the stories that you 26 00:01:56,000 --> 00:02:01,300 tell that explain how the world Works to you and this starts 27 00:02:01,300 --> 00:02:06,200 really, really early. So for example, I have two 28 00:02:06,200 --> 00:02:09,400 nephews right now, they're five and eight. 29 00:02:09,699 --> 00:02:13,200 Super sweet boys. So cute and a couple of years 30 00:02:13,200 --> 00:02:15,300 ago. When they were really, really 31 00:02:15,300 --> 00:02:20,400 young my brother, their dad had taken an exam. 32 00:02:21,000 --> 00:02:24,000 He was changing careers. He had to take an exam as part 33 00:02:24,000 --> 00:02:29,700 of his studies and he did really well on the exam and this 34 00:02:29,700 --> 00:02:32,000 happened all around the holidays. 35 00:02:32,300 --> 00:02:35,100 So when I learned that, my brother did really good on his 36 00:02:35,100 --> 00:02:41,000 exam and it was near the holidays, I sent them a box of 37 00:02:41,000 --> 00:02:42,400 see. Is candy. 38 00:02:42,700 --> 00:02:47,900 And if you are familiar with See's Candy, you know, it's kind 39 00:02:47,900 --> 00:02:50,300 of a tradition around the holidays, especially in 40 00:02:50,300 --> 00:02:53,900 California, where I grew up and I thought, oh, this will be 41 00:02:53,900 --> 00:02:59,200 perfect, I'll send them a big box of assorted chocolates, and 42 00:02:59,200 --> 00:03:05,100 it will be in celebration of my brother's exam and also it'll be 43 00:03:05,100 --> 00:03:07,900 for the holidays. And it'll just be a nice thing 44 00:03:08,000 --> 00:03:10,500 to do. So I sent them this box of candy 45 00:03:10,800 --> 00:03:14,500 and I Put a note in it. That said, congratulations on 46 00:03:14,500 --> 00:03:18,800 doing, so great, on your exam and have a wonderful holiday 47 00:03:18,800 --> 00:03:23,900 weekend. And apparently, when they got 48 00:03:23,900 --> 00:03:28,300 this candy and my brother, you know, they open the box and he 49 00:03:28,300 --> 00:03:31,500 read the card and he's like, oh, this is from your auntie. 50 00:03:31,500 --> 00:03:33,700 You know, she said, she she sent us this candy. 51 00:03:34,300 --> 00:03:39,800 Apparently, the eldest boy looked at his father and said, 52 00:03:40,000 --> 00:03:43,100 so seriously. Well, you Better take more exams 53 00:03:43,100 --> 00:03:47,900 so that Auntie sends more candy I thought, right? 54 00:03:47,900 --> 00:03:50,000 That's what we do. When we were kids, like, we're 55 00:03:50,000 --> 00:03:53,400 trying to put together how we think the world works and what 56 00:03:53,400 --> 00:03:58,700 mate seem very logical. You know, when we were like five 57 00:03:58,700 --> 00:04:01,500 years old. When we take a step back, and 58 00:04:01,500 --> 00:04:04,900 take a bigger perspective, we realize, oh, that's, that's not 59 00:04:04,900 --> 00:04:08,300 actually how it works. But at the time he thought, oh 60 00:04:08,300 --> 00:04:10,500 my, you know, Dad did great on his exam. 61 00:04:10,600 --> 00:04:13,400 Auntie sent us candy. That means that Dad needs to 62 00:04:13,400 --> 00:04:16,500 take more exams, do really? Well, we'll get more candy. 63 00:04:16,600 --> 00:04:19,800 So, we all do this in different kinds of ways. 64 00:04:20,100 --> 00:04:23,100 I know for me, one of the ones that I had for a really long 65 00:04:23,100 --> 00:04:27,000 time, was this thought of if I perform really well at work, 66 00:04:27,200 --> 00:04:31,000 someone will notice and I will get promoted. 67 00:04:31,200 --> 00:04:35,700 I didn't realize that's not quite how it works because I had 68 00:04:35,700 --> 00:04:39,200 been really good. School and in school, like that 69 00:04:39,200 --> 00:04:42,500 is an environment where people do pay attention to how you 70 00:04:42,500 --> 00:04:46,600 perform and that's directly correlated to your advancement 71 00:04:46,600 --> 00:04:49,000 to the grades. You get to, you know, moving on 72 00:04:49,000 --> 00:04:52,400 to the next level. And I had just taken for granted 73 00:04:52,400 --> 00:04:55,500 like I didn't even realize that I had this thought. 74 00:04:55,800 --> 00:04:59,900 So if I'm doing a good job at work, somebody is paying 75 00:04:59,900 --> 00:05:04,200 attention and I should just automatically get a promotion or 76 00:05:04,200 --> 00:05:10,000 get a raise the whole idea. Idea of having to have an active 77 00:05:10,000 --> 00:05:14,300 conversation to initiate that conversation especially early in 78 00:05:14,300 --> 00:05:19,500 my career felt so foreign to me and it felt so scary this 79 00:05:19,500 --> 00:05:22,700 thought, like, but would that be rude? 80 00:05:22,800 --> 00:05:25,500 I mean, isn't someone supposed to be paying attention? 81 00:05:25,900 --> 00:05:32,000 I just didn't make the mindset shift for quite a while until I 82 00:05:32,008 --> 00:05:35,700 realized. Oh my boss is busy. 83 00:05:36,800 --> 00:05:40,100 Have a lot of people to manage, they have a lot going on. 84 00:05:40,600 --> 00:05:44,800 It's very easy for my good work to actually be overlooked. 85 00:05:45,200 --> 00:05:50,700 Especially you know, if I'm not the one speaking up and 86 00:05:50,700 --> 00:05:54,200 advocating for myself and telling my boss what I want, I 87 00:05:54,200 --> 00:05:58,000 think that's a transition. A lot of us go through in our 88 00:05:58,000 --> 00:06:00,900 20s and even into our 30s, right? 89 00:06:00,900 --> 00:06:04,700 Is trying to understand, how do we advance, how do we get 90 00:06:04,700 --> 00:06:07,200 recognized? How do we We have the 91 00:06:07,200 --> 00:06:10,800 conversations around what we want, and what's required to get 92 00:06:10,800 --> 00:06:17,100 there and how do we enlist the support of others in our 93 00:06:17,100 --> 00:06:21,400 organization to help us to move forward? 94 00:06:21,900 --> 00:06:26,500 So, in terms of managing your mind, you want to understand how 95 00:06:26,500 --> 00:06:29,800 your mind works, you want to understand, what are the 96 00:06:29,800 --> 00:06:33,500 thoughts that you're holding that kind of organize your 97 00:06:33,500 --> 00:06:36,400 thinking about the world? Sometimes, I like to think of 98 00:06:36,400 --> 00:06:40,500 this As though you have a library inside your mind and 99 00:06:40,500 --> 00:06:44,100 it's filled with books and all these books are about how things 100 00:06:44,100 --> 00:06:48,800 are supposed to be, you know, you've got books that describe 101 00:06:48,800 --> 00:06:52,500 how other people are supposed to be, you've got books about how 102 00:06:52,500 --> 00:06:56,100 you are supposed to be. And all of these books, you've 103 00:06:56,100 --> 00:07:00,300 gathered over the years and it kind of just sit in the 104 00:07:00,300 --> 00:07:04,400 background, you don't always notice that they're there until 105 00:07:04,800 --> 00:07:06,700 there's a conflict or something doesn't go. 106 00:07:07,400 --> 00:07:13,900 As you had expected or what happens as we rise into levels 107 00:07:13,900 --> 00:07:17,300 of leadership and responsibility and we get older and our 108 00:07:17,300 --> 00:07:20,100 careers. The way, we've been making 109 00:07:20,100 --> 00:07:26,700 decisions about our life and our work stop being effective like 110 00:07:26,700 --> 00:07:31,200 we outgrow that, you know, understanding and then we have 111 00:07:31,200 --> 00:07:34,500 to choose something new. So let me give you an example. 112 00:07:34,900 --> 00:07:39,500 Here's something that I think a lot of us hold as kind of a 113 00:07:39,500 --> 00:07:42,900 general rule like it's in our book of how we're supposed to be 114 00:07:42,900 --> 00:07:45,700 and how the world works. You should share. 115 00:07:45,800 --> 00:07:48,000 If you have a lot of something you should share it. 116 00:07:48,500 --> 00:07:52,800 Seems kind of you know, nothing special, right? 117 00:07:52,800 --> 00:07:56,700 Kind of like yes, of course, if I have a lot of something and 118 00:07:56,700 --> 00:07:59,400 somebody wants them, you know it's a good thing to share. 119 00:07:59,700 --> 00:08:04,100 Now, where this can get you in trouble is around your calendar 120 00:08:04,100 --> 00:08:08,900 and your schedule. Just because you have open time 121 00:08:09,200 --> 00:08:14,700 on your calendar and somebody wants some of that time doesn't 122 00:08:14,700 --> 00:08:18,700 always mean, you should give that time to them. 123 00:08:19,100 --> 00:08:22,700 That is how we Have No Boundaries, that is how we 124 00:08:22,700 --> 00:08:25,400 overcome it, an exhaust ourselves. 125 00:08:26,000 --> 00:08:30,500 And this is one of the things that I end up teaching and 126 00:08:30,500 --> 00:08:34,200 coaching a lot of my clients on is, how are you looking at what 127 00:08:34,200 --> 00:08:38,799 you're saying, yes to And how are you looking at, what is 128 00:08:38,799 --> 00:08:44,000 getting on your calendar? And why I had one student who 129 00:08:44,000 --> 00:08:47,200 said, you know, I've got this got all these meetings that I 130 00:08:47,200 --> 00:08:50,800 have to do every week and we looked at that and I asked her. 131 00:08:50,800 --> 00:08:55,200 Well, are there any that you don't have to say yes to and she 132 00:08:55,200 --> 00:08:57,000 had never thought of that before. 133 00:08:57,600 --> 00:09:00,600 She was operating from this perspective of you know, if 134 00:09:00,600 --> 00:09:03,300 there's time on my calendar and someone asks for a meeting, I 135 00:09:03,300 --> 00:09:09,200 have to say yes but And as a result her calendar was filled 136 00:09:09,200 --> 00:09:11,800 with meetings. She didn't have any time set 137 00:09:11,800 --> 00:09:15,600 aside for doing focused work, you know, heads down no 138 00:09:15,600 --> 00:09:19,000 interruptions and it hadn't occurred to her that just 139 00:09:19,000 --> 00:09:22,100 because she has an open spot on her calendar. 140 00:09:22,500 --> 00:09:26,000 She can actually choose to keep it that way. 141 00:09:26,500 --> 00:09:29,600 And not simply give that time to somebody else. 142 00:09:30,100 --> 00:09:36,700 And so, when you realize, okay, the thought that I've Been using 143 00:09:36,700 --> 00:09:41,800 to guide me in this very broad sense like in this example share 144 00:09:42,400 --> 00:09:45,000 and somebody wants some time with me. 145 00:09:45,000 --> 00:09:48,100 And so I should give that to them because I you know, I have 146 00:09:48,100 --> 00:09:54,300 some open time then what happens is we need to look at, is that 147 00:09:54,300 --> 00:09:56,700 useful here? Is that serving you? 148 00:09:57,100 --> 00:10:03,300 And how do you want to make decisions about this category or 149 00:10:03,300 --> 00:10:06,800 the situation of thing? Like how Do you want to think 150 00:10:06,800 --> 00:10:13,500 about making decisions rather than from that default book that 151 00:10:13,500 --> 00:10:17,300 sort of default sense of? Oh any time somebody asks I 152 00:10:17,300 --> 00:10:19,300 should say yes. How do you want to make 153 00:10:19,300 --> 00:10:24,000 decisions instead? I know for me lately I've become 154 00:10:24,000 --> 00:10:29,800 really aware that I do need dedicated time where nothing is 155 00:10:29,800 --> 00:10:33,400 scheduled and this has been so hard for me because I tend to 156 00:10:33,400 --> 00:10:36,600 get excited about things. There are a lot of Of, you know, 157 00:10:36,600 --> 00:10:40,600 opportunities, both personally and professionally and my 158 00:10:40,600 --> 00:10:48,300 tendency is to be a little over generous in scheduling things, 159 00:10:48,600 --> 00:10:53,500 but when I do that, what happens is I start to get exhausted, I 160 00:10:53,500 --> 00:10:55,800 start to get a little bit resentful. 161 00:10:56,300 --> 00:10:59,700 Like I'll look at my calendar and think who put all this stuff 162 00:10:59,700 --> 00:11:02,900 on here. Oh right, I did why did I do 163 00:11:02,900 --> 00:11:05,800 that? Oh, cuz I was just so excited. 164 00:11:06,000 --> 00:11:10,200 You know, to say yes and to be available that is not a 165 00:11:10,300 --> 00:11:14,300 successful long-term strategy. It is not sustainable. 166 00:11:14,800 --> 00:11:17,700 So instead you want to really pause and question, okay, how am 167 00:11:17,700 --> 00:11:19,500 I currently thinking about things? 168 00:11:19,900 --> 00:11:24,400 And how do I want to make decisions about, you know, 169 00:11:24,400 --> 00:11:28,600 calendars or about commitments or about relationships? 170 00:11:28,900 --> 00:11:32,900 What's great too? Is that as a manager, you are 171 00:11:32,900 --> 00:11:36,200 often a role model in ways that you don't realize Eyes. 172 00:11:36,500 --> 00:11:41,100 And so when you are really intentional and when you're 173 00:11:41,100 --> 00:11:47,500 making decisions from a mind, that is really grounded and 174 00:11:47,500 --> 00:11:52,400 thought and thought through when it's, not simply being reactive, 175 00:11:52,400 --> 00:11:57,300 but you're really choosing to be responsive that also has a 176 00:11:57,300 --> 00:12:01,600 positive effect on the people that you work with and the 177 00:12:01,608 --> 00:12:05,800 people around you, that's also how we create a microclimate. 178 00:12:06,000 --> 00:12:10,300 Within our organization, one of my clients over the last couple 179 00:12:10,300 --> 00:12:15,100 of years has built up a team that she's trained and she's 180 00:12:15,100 --> 00:12:17,700 really created an incredibly High. 181 00:12:17,700 --> 00:12:23,600 Performing High trust culture within her bigger organization. 182 00:12:23,800 --> 00:12:27,500 And initially, you know, she had a lot of Doubt. 183 00:12:27,500 --> 00:12:30,200 Like, am I doing this right? You know, I don't see other 184 00:12:30,200 --> 00:12:34,700 managers or other leaders addressing their teams in this 185 00:12:34,700 --> 00:12:37,600 way or working with their team. As in this way, what's been 186 00:12:37,600 --> 00:12:41,800 really exciting to see is that as she's come to really trust 187 00:12:41,800 --> 00:12:46,400 herself and make decisions based on, you know, here are my values 188 00:12:46,400 --> 00:12:48,600 and here's how I want to create this team. 189 00:12:49,300 --> 00:12:54,600 Now other folks are noticing how she and her team work and 190 00:12:54,600 --> 00:12:56,800 they're like, how did you do that? 191 00:12:56,900 --> 00:13:03,400 Like, how do you have such a solid team of really high 192 00:13:03,400 --> 00:13:09,400 performing people who Are a joy to work with and are focused and 193 00:13:09,400 --> 00:13:11,500 supportive and like how did you do that? 194 00:13:11,500 --> 00:13:15,800 And it's really cool like it's just really cool to see so you 195 00:13:15,800 --> 00:13:19,500 create micro cultures little micro climates within your 196 00:13:19,500 --> 00:13:23,900 organization based on the way that you're thinking, how you're 197 00:13:23,900 --> 00:13:28,600 managing your mind, your awareness of how your mind tends 198 00:13:28,600 --> 00:13:34,500 to work and you know how you make decisions and all of that 199 00:13:34,500 --> 00:13:39,300 ends up having this really cool ripple effect. 200 00:13:39,400 --> 00:13:44,100 So one thing I see a lot is that as a human when we Face 201 00:13:44,100 --> 00:13:48,600 uncertainty, one of the things the Mind tends to do is it fills 202 00:13:48,600 --> 00:13:54,600 uncertainty with - possibility? It's interesting to notice how 203 00:13:54,600 --> 00:14:00,500 quickly the brain goes to create potential negative situations. 204 00:14:00,900 --> 00:14:03,700 What if it goes wrong? What if this doesn't turn out 205 00:14:03,700 --> 00:14:07,400 the way I thought it would, you know, like All the scary things 206 00:14:07,400 --> 00:14:09,400 whenever we're faced with the unknown. 207 00:14:09,500 --> 00:14:14,200 The - ideation just comes right in builds a whole Vivid 208 00:14:14,200 --> 00:14:17,900 scaffolding and then all of a sudden were feeling anxious and 209 00:14:17,900 --> 00:14:22,700 fearful and worried and you know, things could go great, 210 00:14:23,100 --> 00:14:25,200 right? When things are uncertain it's 211 00:14:25,200 --> 00:14:28,500 also possible. Things could go better than you 212 00:14:28,500 --> 00:14:32,100 had imagined, but our tendency is not to do that. 213 00:14:32,200 --> 00:14:35,500 The tendency is for the mind to go into uncertainty and to 214 00:14:35,900 --> 00:14:38,700 create a lot of fear to fill that space. 215 00:14:39,000 --> 00:14:43,100 So you want to be aware of that. You want to be able to notice 216 00:14:43,300 --> 00:14:49,600 when your brain is doing that so that you can pause. 217 00:14:49,800 --> 00:14:55,200 Get a little bit of a reality check, calm yourself, get 218 00:14:55,200 --> 00:15:00,400 grounded and then consider, you know, is this helpful? 219 00:15:00,400 --> 00:15:03,500 Like how else do I want to address this ordeal with this? 220 00:15:03,900 --> 00:15:05,800 I think this is also really helpful. 221 00:15:06,000 --> 00:15:12,100 Remember, if you are onboarding people who are remote, one of 222 00:15:12,100 --> 00:15:16,500 the ways we tend to learn as humans is by observation, when 223 00:15:16,500 --> 00:15:21,700 we observe how things work, when we observe, how other people 224 00:15:21,700 --> 00:15:25,900 talk to each other, when we can just observe, you know, the 225 00:15:25,900 --> 00:15:29,800 energy and the very subtle communication Styles. 226 00:15:30,100 --> 00:15:35,700 We learn a lot simply by observing and when folks are 227 00:15:35,800 --> 00:15:41,900 Being on boarded remotely. They're unable to learn through 228 00:15:41,900 --> 00:15:48,700 that method because they're only view into the workplace and into 229 00:15:48,700 --> 00:15:53,500 how other people communicate and relate with one another is 230 00:15:53,500 --> 00:15:58,200 through a screen and through written messages, and it can be 231 00:15:58,200 --> 00:16:02,700 really scary. And all of the uncertainty of, 232 00:16:02,700 --> 00:16:05,700 oh my gosh, am I in the right place? 233 00:16:06,600 --> 00:16:11,000 You know, my insecurities and impostor syndrome can flare up. 234 00:16:11,000 --> 00:16:13,400 Oh, I need to prove myself right away. 235 00:16:13,600 --> 00:16:17,100 I can't really see how people are communicating or working 236 00:16:17,100 --> 00:16:19,000 here. I don't know if I'm 237 00:16:19,000 --> 00:16:21,600 communicating too much or not enough. 238 00:16:21,700 --> 00:16:25,500 There's just a lot more uncertainty when we are 239 00:16:25,900 --> 00:16:29,300 onboarding, folks, remotely. And so the more clear that you 240 00:16:29,300 --> 00:16:32,700 can be about that, like as you understand how to manage your 241 00:16:32,700 --> 00:16:39,100 mind and you understand how To help other people manage their 242 00:16:39,100 --> 00:16:42,300 mind. Then it allows us to be more 243 00:16:42,300 --> 00:16:47,400 effective to create more safety to get everyone onto the same 244 00:16:47,400 --> 00:16:53,200 page and really working together in the most effective way. 245 00:16:53,200 --> 00:16:57,900 So ask yourself to how do you like to learn? 246 00:16:57,900 --> 00:17:01,400 What do you do when you're faced with uncertainty? 247 00:17:01,400 --> 00:17:08,300 Like understand where your Goes and what your thoughts are 248 00:17:08,300 --> 00:17:10,700 doing. Because if you've ever heard 249 00:17:10,700 --> 00:17:14,200 this phrase, what got you here, won't get you there. 250 00:17:15,099 --> 00:17:18,599 That also is what we're talking about when we're talking about 251 00:17:18,599 --> 00:17:23,400 how to manage your mind, the thoughts and the, you know, ways 252 00:17:23,400 --> 00:17:26,000 that you've been dealing with things that have gotten you, 253 00:17:26,000 --> 00:17:32,000 this level of success, that might not be what helps you 254 00:17:32,000 --> 00:17:35,700 level up in this new place, right? 255 00:17:35,800 --> 00:17:39,200 Right and with the new challenges that you're facing so 256 00:17:39,200 --> 00:17:42,700 we'll talk more about this in the coming weeks I think it's a 257 00:17:42,700 --> 00:17:46,700 really useful topic. I think there's a lot of 258 00:17:46,708 --> 00:17:50,900 different angles to it that I want to explore with you but for 259 00:17:50,900 --> 00:17:55,600 now just you know consider this thought like managing your mind 260 00:17:55,600 --> 00:17:59,700 like you are the first person that you manage before you 261 00:17:59,700 --> 00:18:03,400 manage anybody else notice and understand. 262 00:18:03,400 --> 00:18:05,700 How does your mind work? What are those? 263 00:18:05,900 --> 00:18:11,700 Stories that you hold, that explain the world to you, that 264 00:18:11,700 --> 00:18:15,300 might be getting in your way. What do you do when you're faced 265 00:18:15,300 --> 00:18:19,000 with uncertainty? Is that - creativity? 266 00:18:19,000 --> 00:18:21,200 Something? That happens really quickly for 267 00:18:21,200 --> 00:18:25,700 you or not, just have an understanding, the more you can 268 00:18:25,700 --> 00:18:30,500 learn about how your mind is working the easier, it is to 269 00:18:30,500 --> 00:18:35,600 manage it and the easier, it is to work effectively. 270 00:18:35,900 --> 00:18:39,700 With other people and like a whole range of people. 271 00:18:40,200 --> 00:18:42,300 So that is what I wanted to share with you today. 272 00:18:42,600 --> 00:18:46,700 Thank you so much for listening. I hope you have a really great 273 00:18:46,700 --> 00:18:54,800 week and I will talk to you next time if you know it's time to 274 00:18:54,800 --> 00:18:59,600 level F but you feel your perfectionism Self Doubt and 275 00:18:59,600 --> 00:19:03,200 uncertainty getting in the way then come work with me. 276 00:19:03,600 --> 00:19:05,700 We'll have six months of one-on-one. 277 00:19:05,800 --> 00:19:09,400 One coaching and it all starts by going to my website, 278 00:19:09,400 --> 00:19:16,500 chemicalguys.com coaching and joining my waitlist talk to you 279 00:19:16,500 --> 00:19:17,200 soon.