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 00:00:17,200 --> 00:00:21,100 I'm glad you're here and I hope you're doing well today. 4 00:00:21,100 --> 00:00:24,400 I want to start with a celebration and a shout out to 5 00:00:24,400 --> 00:00:28,900 my client Meghan. She attended a workshop that I 6 00:00:28,900 --> 00:00:35,000 gave last week I did a teaching on self-advocacy and how to 7 00:00:35,000 --> 00:00:38,700 speak up for yourself at work. And during that Workshop, I was 8 00:00:38,700 --> 00:00:46,000 specifically teaching About how to ask your work to sponsor you 9 00:00:46,000 --> 00:00:52,600 or to pay for you to do professional development and at 10 00:00:52,600 --> 00:00:56,000 the end of the week, we had our session and she said, you know, 11 00:00:56,008 --> 00:01:00,100 I was in your workshop and I took the, you know, some of the 12 00:01:00,100 --> 00:01:03,700 ideas that you shared and I went to my manager and I told my 13 00:01:03,700 --> 00:01:07,000 manager hey I had signed up for this class. 14 00:01:07,300 --> 00:01:10,700 Here's how it relates to work. What do you think? 15 00:01:10,900 --> 00:01:13,700 You know, Can you can I get reimbursed for this? 16 00:01:14,200 --> 00:01:19,000 And she said, her manager sent her a very enthusiastic email 17 00:01:19,000 --> 00:01:23,000 saying, yes. And this made me so happy 18 00:01:23,000 --> 00:01:26,600 because I think, you know, a lot of times we assume that there's 19 00:01:26,600 --> 00:01:30,400 just no money for professional development. 20 00:01:30,400 --> 00:01:33,200 If it's not already in the plan, we assume it's just not 21 00:01:33,200 --> 00:01:37,100 available or we hold back and don't ask because we think it 22 00:01:37,100 --> 00:01:40,500 might make us look bad. Like, we're not being grateful 23 00:01:40,500 --> 00:01:44,700 for what we have. Have or maybe we're somehow not 24 00:01:44,700 --> 00:01:46,900 as good at something as we should be. 25 00:01:46,900 --> 00:01:49,900 And that's why we're learning rather than thinking of it, from 26 00:01:49,900 --> 00:01:53,900 the perspective of you are taking initiative, you are 27 00:01:53,900 --> 00:01:58,700 actively engaged in your own growth and career development. 28 00:01:58,700 --> 00:02:02,400 And this benefits, your organization and it benefits, 29 00:02:02,800 --> 00:02:08,300 your manager that you are actually doing this that you've 30 00:02:08,300 --> 00:02:13,200 taken this on and what I love about my My clients story to was 31 00:02:13,200 --> 00:02:15,900 that she had already committed to taking this class. 32 00:02:15,900 --> 00:02:18,600 It's something that she wanted to do for herself. 33 00:02:19,000 --> 00:02:21,700 So she signed up for it, she paid for it out of pocket. 34 00:02:21,700 --> 00:02:25,200 And then she went back to her manager and asked, you know, 35 00:02:25,200 --> 00:02:28,900 what do you think about reimbursing me for this at her 36 00:02:28,900 --> 00:02:30,300 manager was a warm? Yes. 37 00:02:30,600 --> 00:02:33,900 And so sometimes we think, oh, you know, I've already paid for 38 00:02:33,900 --> 00:02:37,400 this, you know, for this class or this Workshop or I've already 39 00:02:37,400 --> 00:02:42,000 paid for coaching so it's probably too late and The truth 40 00:02:42,000 --> 00:02:47,100 is it's not because you don't know until you ask your manager 41 00:02:47,100 --> 00:02:53,100 might be delighted to say yes to your request but first you have 42 00:02:53,100 --> 00:02:56,600 to ask and what's really neat to is. 43 00:02:57,000 --> 00:03:01,800 There are so many moments to practice this skill of speaking 44 00:03:01,800 --> 00:03:06,100 up professional development and asking for your company to 45 00:03:06,100 --> 00:03:11,000 sponsor, your learning and growth is just one place. 46 00:03:11,200 --> 00:03:15,400 But I also have coached my clients on how to use this same 47 00:03:15,500 --> 00:03:20,400 framework to ask for other things like to ask for meetings 48 00:03:20,400 --> 00:03:24,200 to be changed or to ask. Oh, you know, do I need to 49 00:03:24,200 --> 00:03:28,000 attend this weekly meeting. I'm not sure that it's the best 50 00:03:28,000 --> 00:03:31,500 use of our time right now. Maybe, I don't need to do that, 51 00:03:31,600 --> 00:03:36,400 or to ask about, can we restructure the way that we're 52 00:03:36,400 --> 00:03:41,800 working together in this way? And here's why and You know, we 53 00:03:41,800 --> 00:03:46,700 sometimes assume that the people who are managing us have all the 54 00:03:46,700 --> 00:03:50,400 answers and they thought really deeply about everything but it's 55 00:03:50,400 --> 00:03:54,400 not true and the reason you know that is because you too are a 56 00:03:54,408 --> 00:03:58,500 human and there are people that you work with and if you are a 57 00:03:58,500 --> 00:04:01,800 manager then you probably have people that are looking to you 58 00:04:01,800 --> 00:04:04,900 and they're thinking, oh, you must have everything all figured 59 00:04:04,900 --> 00:04:08,600 out you must know exactly what you're doing. 60 00:04:08,600 --> 00:04:12,600 You've got you've really thought this through And we know that's 61 00:04:12,600 --> 00:04:15,800 not always true. And I know from myself to you, 62 00:04:15,800 --> 00:04:19,000 when I was a manager, I had so many people on my team. 63 00:04:19,000 --> 00:04:22,700 I didn't really have time to think deeply about each, 64 00:04:22,700 --> 00:04:26,500 person's professional development plan and so it 65 00:04:26,500 --> 00:04:31,200 really helped me out if someone came to me and said, hey Kim, 66 00:04:31,500 --> 00:04:33,200 here's something that I want to do. 67 00:04:33,600 --> 00:04:36,000 Is it in the budget or can it be reimbursed? 68 00:04:36,000 --> 00:04:40,100 Or what do you think about that? It actually was a conversation 69 00:04:40,100 --> 00:04:43,900 that I welcomed. Because it meant then that they 70 00:04:43,900 --> 00:04:47,800 were taking responsibility for that part of their own career. 71 00:04:48,000 --> 00:04:52,100 And then we could have a very, just like a better conversation 72 00:04:52,100 --> 00:04:56,900 about it, rather than feeling like I had to do the heavy lift 73 00:04:56,900 --> 00:05:00,600 there. So I just want to celebrate my 74 00:05:00,600 --> 00:05:03,600 client Meghan and I want to share a little bit of that story 75 00:05:03,600 --> 00:05:08,100 with you in the hopes that it will give you perhaps a little 76 00:05:08,100 --> 00:05:11,100 idea about something you might want to ask. 77 00:05:11,200 --> 00:05:16,800 Ask for to speak up for yourself for and I keep thinking about 78 00:05:16,800 --> 00:05:20,600 how I want to share the teachings from the workshop with 79 00:05:20,600 --> 00:05:23,100 you. It might be in an episode, it 80 00:05:23,100 --> 00:05:26,800 might be in a video. I'm still putting that all 81 00:05:26,800 --> 00:05:30,600 together but it is one of the things I love to teach and 82 00:05:30,600 --> 00:05:34,200 support my clients with because there are so many practical 83 00:05:34,200 --> 00:05:39,300 applications and it really just makes my heart feel so happy 84 00:05:39,300 --> 00:05:45,900 when I see my And it's growing in their ability to raise their 85 00:05:45,900 --> 00:05:48,500 hand and say, hey, here's something. 86 00:05:48,500 --> 00:05:53,200 I want to ask for and then see what comes from that. 87 00:05:53,400 --> 00:05:56,100 So that's where we're starting today and then, because we're 88 00:05:56,100 --> 00:06:01,000 moving into the end of the year. We're now in Q4 of the year, 89 00:06:01,000 --> 00:06:04,600 it's now October, I wanted to offer you. 90 00:06:04,600 --> 00:06:08,700 A perspective that I think is very interesting. 91 00:06:08,700 --> 00:06:11,100 It came up in a coaching conversation. 92 00:06:11,200 --> 00:06:14,900 And that I was having recently, and actually, it's kind of been 93 00:06:14,900 --> 00:06:21,400 a couple of spots with some of my clients and the big theme is 94 00:06:21,400 --> 00:06:23,900 the question of what will people think. 95 00:06:24,600 --> 00:06:29,400 And if you are a perfectionist, you probably think that a lot, 96 00:06:29,400 --> 00:06:32,100 because you're wanting to hold yourself to a perfect standard, 97 00:06:32,200 --> 00:06:36,900 very self judgy, and because we judge ourselves, we often 98 00:06:37,300 --> 00:06:40,000 believe or expect other people to judge us too. 99 00:06:40,500 --> 00:06:42,500 And so there's You know, the question of what will people 100 00:06:42,500 --> 00:06:45,200 think. But also, if you're a person who 101 00:06:45,200 --> 00:06:48,800 is very high empathy and has a tendency to people, please, 102 00:06:49,100 --> 00:06:54,900 meaning you really are scanning for the emotional state of the 103 00:06:54,900 --> 00:06:58,800 people around you and you really want the emotions of the others 104 00:06:59,200 --> 00:07:02,300 to be content and peaceful and happy. 105 00:07:02,400 --> 00:07:07,200 And if they're not, then that feels very uncomfortable and it 106 00:07:07,200 --> 00:07:09,600 feels like a problem that needs to be solved. 107 00:07:09,700 --> 00:07:13,900 So that shows up with Empathy, it all shows up with any 108 00:07:13,900 --> 00:07:17,900 patterns around people-pleasing. So, we often think, like, what 109 00:07:17,900 --> 00:07:21,100 will people think about me? Well, they think something bad. 110 00:07:21,200 --> 00:07:25,700 Well, they misunderstand me, by the way, being misunderstood is 111 00:07:25,700 --> 00:07:27,800 one of the most painful feelings. 112 00:07:28,500 --> 00:07:33,800 So, you know, I offer a lot of appreciation if that's something 113 00:07:33,800 --> 00:07:38,400 that is familiar to you, but we want to pay attention when we're 114 00:07:38,400 --> 00:07:41,000 thinking, like, what will people think about me? 115 00:07:41,400 --> 00:07:44,900 Because number one we never actually know because we're not 116 00:07:44,900 --> 00:07:50,100 inside their minds number two. We often think of the worst case 117 00:07:50,100 --> 00:07:55,500 scenario and when we're trying to make decisions about how we 118 00:07:55,500 --> 00:07:58,200 are at work and how we communicate with others and 119 00:07:58,200 --> 00:08:01,900 we're making that based on our vision of the worst case 120 00:08:01,900 --> 00:08:06,100 scenario it gets in the way of our ability to communicate 121 00:08:06,100 --> 00:08:09,800 clearly and effectively. And that's where we start to be 122 00:08:09,800 --> 00:08:13,100 indirect. We To approach things sideways. 123 00:08:13,100 --> 00:08:17,600 Or we we even hold back and we don't say something clearly 124 00:08:18,200 --> 00:08:23,400 because we are hoping that the other person will read between 125 00:08:23,400 --> 00:08:28,200 the lines that they will read our minds that we hope that they 126 00:08:28,200 --> 00:08:31,700 will understand it without us having to say it because we're 127 00:08:31,700 --> 00:08:35,100 afraid that if I say it directly, they'll think 128 00:08:35,100 --> 00:08:38,700 something bad about me. Like, they'll think I'm mean, or 129 00:08:38,700 --> 00:08:42,700 they'll think that I'm not Standing or they'll, you know, 130 00:08:42,700 --> 00:08:45,400 what will they think about me? One of the other things, some of 131 00:08:45,400 --> 00:08:47,900 my clients will say to is they'll say, oh I don't want 132 00:08:47,900 --> 00:08:50,000 people to think I'm just a Workhorse. 133 00:08:50,400 --> 00:08:53,800 I don't want them to see me as oh, there's such a hard worker. 134 00:08:54,100 --> 00:08:59,000 They want to be recognized for having great ideas for really 135 00:08:59,000 --> 00:09:03,500 adding value through the way that they support other people 136 00:09:03,600 --> 00:09:07,400 write not just like, oh, such a hard worker, but really being 137 00:09:07,400 --> 00:09:10,400 recognized for all of the qualities, all of the 138 00:09:10,400 --> 00:09:15,600 perspectives, Active and insight that they add that adds value to 139 00:09:15,600 --> 00:09:17,800 the team and to the success of the team. 140 00:09:18,300 --> 00:09:22,700 So because we're kind of coming to the end of the year and that 141 00:09:22,700 --> 00:09:27,000 for a lot of us means some kind of performance review cycle 142 00:09:27,100 --> 00:09:28,600 either. This might be your mid year 143 00:09:28,600 --> 00:09:32,100 cycle or this might be your end of your performance review. 144 00:09:32,800 --> 00:09:36,400 A question I wanted to offer you when especially when you get 145 00:09:36,400 --> 00:09:39,700 stuck in that Loop of what will people think about me? 146 00:09:39,800 --> 00:09:44,000 Because that can Come very exhausting and amplify all of 147 00:09:44,000 --> 00:09:48,800 our anxiety and insecurity but instead it's like imagine that's 148 00:09:48,800 --> 00:09:52,500 a question and you're just going to set that question down on the 149 00:09:52,500 --> 00:09:57,400 table and then turn like 90 degrees and you're going to pick 150 00:09:57,400 --> 00:10:03,000 up a different question and this is the question that asks, what 151 00:10:03,100 --> 00:10:05,900 do you want people to think of you? 152 00:10:06,700 --> 00:10:11,000 So you can imagine if you are doing a 360 and if you haven't 153 00:10:11,100 --> 00:10:14,800 I'm done a 360 review, basically, it means that you get 154 00:10:14,800 --> 00:10:20,800 feedback from 360 Degrees from people that work with you all 155 00:10:20,800 --> 00:10:23,500 around. So people that work above, you 156 00:10:23,500 --> 00:10:28,600 people that are cross-functional like lateral peers people that 157 00:10:28,600 --> 00:10:32,600 report up to you. It is trying to get a, you know, 158 00:10:32,600 --> 00:10:39,600 a bigger picture of what do your colleagues and co-workers have 159 00:10:39,600 --> 00:10:45,100 to say about their Periods of working with you in the best of 160 00:10:45,100 --> 00:10:49,100 circumstances. It's really a valuable tool for 161 00:10:49,100 --> 00:10:53,900 seeing your blind spots. And that includes the strengths. 162 00:10:53,900 --> 00:10:57,100 You have that, maybe you don't fully appreciate and recognize 163 00:10:57,200 --> 00:11:01,100 on the other end of the spectrum. 360, is can really 164 00:11:01,100 --> 00:11:06,200 fuel insecurity and pettiness. Especially, you know, if you 165 00:11:06,200 --> 00:11:10,800 have a team of three people, for example, and you do a 360 and 166 00:11:10,800 --> 00:11:13,900 you Get the feedback from your team, you're going to be 167 00:11:13,900 --> 00:11:18,200 thinking, oh, who's the person that said, this, you know, piece 168 00:11:18,200 --> 00:11:21,500 of feedback that was unkind or inaccurate or that they're 169 00:11:21,500 --> 00:11:26,000 unhappy with me, like we wonder like who said that about me and 170 00:11:26,100 --> 00:11:30,400 did you know what is that about? And so the anonymity of the 360 171 00:11:30,700 --> 00:11:35,400 can sometimes create some unrest and even be a little bit 172 00:11:35,400 --> 00:11:38,400 disruptive to trust. So we just want to be mindful of 173 00:11:38,400 --> 00:11:41,500 that. But as a, as a reflection, Shin 174 00:11:41,500 --> 00:11:45,300 exercise. I love this idea because if you 175 00:11:45,500 --> 00:11:51,400 pause for a moment and you think what do you want people to think 176 00:11:51,400 --> 00:11:56,700 of you, if you are doing a 360 at work, what is your hope? 177 00:11:56,700 --> 00:12:00,200 What is your desire? That people will see? 178 00:12:00,200 --> 00:12:04,600 And say about you? And here are some things that 179 00:12:04,600 --> 00:12:08,100 some of my clients have said, when we explore this question, 180 00:12:09,200 --> 00:12:13,900 they've said, I want people to think I'm really good at what I 181 00:12:13,900 --> 00:12:17,200 do. I want them to see me as smart, 182 00:12:17,200 --> 00:12:19,100 someone who really knows her stuff. 183 00:12:19,500 --> 00:12:22,000 I've is interesting. I've had multiple clients, use 184 00:12:22,000 --> 00:12:26,100 this specific phrase. They've said I want to be seen 185 00:12:26,100 --> 00:12:31,700 as a velvet hammer. Like they want to be seen as 186 00:12:31,700 --> 00:12:36,100 being, you know. Warm and kind, but also really 187 00:12:36,100 --> 00:12:39,300 firm and someone who stands there, ground, someone who is 188 00:12:39,300 --> 00:12:44,800 respected and is it a pushover? I've had someone say all I want 189 00:12:44,800 --> 00:12:49,200 to be seen as someone who's really tough, but fair, I want 190 00:12:49,200 --> 00:12:52,900 to be seen as somebody trustworthy and reliable. 191 00:12:53,700 --> 00:13:00,000 I want to be seen as someone who is generous and kind and who 192 00:13:00,000 --> 00:13:02,100 holds the team to a high standard. 193 00:13:02,500 --> 00:13:07,000 I want to be seen as someone who really cares and kind of goes 194 00:13:07,000 --> 00:13:11,000 the extra mile to really support our people. 195 00:13:12,100 --> 00:13:16,100 Like it can be any combination of those or anything but when 196 00:13:16,100 --> 00:13:20,200 you take time and you think about how do I want to be 197 00:13:20,200 --> 00:13:24,800 perceived like what is it that I am hoping people see and 198 00:13:24,800 --> 00:13:29,500 appreciate and value and recognize about me that gives us 199 00:13:29,500 --> 00:13:36,000 some really great information about what Matters to you and 200 00:13:36,000 --> 00:13:38,800 then that gets us oriented in the direction of. 201 00:13:39,100 --> 00:13:46,400 Okay, so if if that is to become true then let's start making 202 00:13:46,400 --> 00:13:53,500 decisions that align with that desired outcome and that desired 203 00:13:53,500 --> 00:13:58,800 goal, rather than kind of playing it safe and small and 204 00:13:58,800 --> 00:14:02,300 trying to reduce the perceived negative things. 205 00:14:02,900 --> 00:14:05,800 Instead we're looking at, what are the qualities? 206 00:14:06,000 --> 00:14:11,400 And the characteristics about you that we want to amplify and 207 00:14:11,400 --> 00:14:16,700 really bring to the Forefront like how do we do that? 208 00:14:17,000 --> 00:14:21,300 So if you're going to be a velvet hammer, then what will be 209 00:14:21,300 --> 00:14:25,600 required of you? How will you live into that? 210 00:14:26,800 --> 00:14:33,900 And so it's a really fun exercise, to reflect upon and to 211 00:14:33,900 --> 00:14:38,500 kind of think about how will I need to change. 212 00:14:39,100 --> 00:14:43,000 What will I need to start doing? What will I need to stop doing? 213 00:14:43,100 --> 00:14:47,800 What will I need to learn to do with greater consistency or 214 00:14:47,800 --> 00:14:51,500 visibility? Or you know, what would a person 215 00:14:51,800 --> 00:14:55,300 who is like that, like, how would they show up and 216 00:14:55,300 --> 00:14:58,300 communicate? And contribute to the 217 00:14:58,300 --> 00:15:01,500 conversations. Like, we really start to 218 00:15:01,500 --> 00:15:06,000 understand more about what is your growth path look, like. 219 00:15:06,700 --> 00:15:09,700 And it's wonderful when we think about this too, because if we 220 00:15:09,700 --> 00:15:13,700 remember, you know, everyone that you work with and actually 221 00:15:13,700 --> 00:15:19,900 even more broadly, everyone that, you know, Mostly, they're 222 00:15:19,900 --> 00:15:23,300 not thinking about you mostly, they're thinking about 223 00:15:23,300 --> 00:15:26,200 themselves. Because let's face it, we're all 224 00:15:26,200 --> 00:15:31,200 kind of obsessed with ourselves, and this is not a bad thing, 225 00:15:31,200 --> 00:15:36,100 necessarily it really is just, you know, there's so much going 226 00:15:36,100 --> 00:15:40,300 on and everyone is trying to do a good job and everyone is a 227 00:15:40,300 --> 00:15:42,700 little bit worried about what people, what will people think. 228 00:15:42,800 --> 00:15:47,900 And so when we remember, you know, other people are forgetful 229 00:15:48,400 --> 00:15:52,200 They are distracted. They are kind of obsessed with 230 00:15:52,200 --> 00:15:55,400 what's happening in their own life and then you remember for 231 00:15:55,400 --> 00:15:59,000 yourself, oh right. It might not be obvious to them. 232 00:15:59,200 --> 00:16:04,000 If I haven't made it visible that I really know my stuff or 233 00:16:04,000 --> 00:16:09,100 it might not be obvious that just because I'm kind that 234 00:16:09,100 --> 00:16:13,100 doesn't mean I'm also. How do I say this? 235 00:16:13,200 --> 00:16:16,400 Just because I'm kind it doesn't mean that I'm a pushover. 236 00:16:17,000 --> 00:16:21,300 I can still have Have really clear boundaries and I can 237 00:16:21,400 --> 00:16:24,900 assert them from a place of confidence and feeling 238 00:16:24,900 --> 00:16:28,200 connected. And, you know, not not going 239 00:16:28,200 --> 00:16:31,900 into battle but actually just being really clear and direct 240 00:16:32,000 --> 00:16:35,600 about like this is what's happening now or this is my 241 00:16:35,600 --> 00:16:37,900 boundary. Like let's establish that and 242 00:16:37,908 --> 00:16:41,500 let's move on it, really begins to change the way that we think. 243 00:16:41,700 --> 00:16:46,100 And this makes us both more strategic, more intentional and 244 00:16:46,100 --> 00:16:51,500 it shifts us out of the house. It's that we've been before we 245 00:16:51,500 --> 00:16:57,000 were managers and sometimes just that awareness that mindset of, 246 00:16:57,000 --> 00:16:59,000 oh, this is how I want to be perceived. 247 00:16:59,000 --> 00:17:04,800 So this is how I will show up. Can be the smallest change and 248 00:17:04,800 --> 00:17:10,900 create such a big difference because the other benefit to 249 00:17:10,900 --> 00:17:17,400 that, is that, you know, that you are showing up as that 250 00:17:17,400 --> 00:17:22,000 version of of yourself, not the version of yourself. 251 00:17:22,300 --> 00:17:28,099 That is really uncertain and hesitant and you know, like bed 252 00:17:28,099 --> 00:17:31,700 is defaulting into the people-pleasing or the 253 00:17:31,700 --> 00:17:35,400 perfectionism. Like, if you get caught in that 254 00:17:35,400 --> 00:17:42,400 pattern pausing to look at yourself through this lens of 255 00:17:43,600 --> 00:17:46,400 How do I want to be seen? What do I want people to know 256 00:17:46,400 --> 00:17:50,100 about me? And there's a distinction to 257 00:17:50,100 --> 00:17:51,000 that. I want to make. 258 00:17:51,000 --> 00:17:53,900 This isn't about fake, it til you make it. 259 00:17:54,100 --> 00:17:56,800 And this isn't about putting on a mask. 260 00:17:57,100 --> 00:18:04,300 This is about your growth and how you see yourself, first and 261 00:18:04,300 --> 00:18:10,100 foremost, and as we stabilize that and starts to feel more 262 00:18:10,100 --> 00:18:16,000 comfortable, more familiar to you, you begin to live it, in a 263 00:18:16,200 --> 00:18:18,700 bigger and more clear. Way. 264 00:18:19,600 --> 00:18:23,000 So it's a really fun thing to consider, especially as we're 265 00:18:23,000 --> 00:18:28,200 approaching Q4 and of year and you might be receiving feedback 266 00:18:28,600 --> 00:18:31,800 and you might be thinking about. Gosh I wonder how you know, 267 00:18:31,800 --> 00:18:35,500 people have perceived me and my work and what is it that's 268 00:18:35,500 --> 00:18:39,400 coming across. So I would like to recommend to 269 00:18:39,400 --> 00:18:43,300 you to take some time. Do a little reflection perhaps 270 00:18:43,300 --> 00:18:46,600 do a little journaling especially if you're thinking 271 00:18:46,600 --> 00:18:50,500 about what is coming. Coming up next for you in the 272 00:18:50,500 --> 00:18:54,100 coming year and what are the skills that you want to develop 273 00:18:54,100 --> 00:18:57,400 and how do you want to continue to grow as a person? 274 00:18:58,000 --> 00:19:00,600 So that is what I wanted to share with you today. 275 00:19:01,000 --> 00:19:06,100 If this resonates with you and you want to do this work and 276 00:19:06,100 --> 00:19:13,700 implement it in a more study supported systemic way, then 277 00:19:13,700 --> 00:19:16,000 that is what we can do in coaching. 278 00:19:16,700 --> 00:19:20,900 I work with my clients. For six months and we meet every 279 00:19:20,900 --> 00:19:25,800 week so that it's not just understanding the concept, 280 00:19:26,300 --> 00:19:28,400 right? Like you're intelligent and 281 00:19:28,400 --> 00:19:32,500 you're listening and you're like getting this already so we go 282 00:19:32,500 --> 00:19:36,400 beyond understanding the concept to now. 283 00:19:36,400 --> 00:19:41,300 What does it look like for you specifically and in your life 284 00:19:41,300 --> 00:19:44,600 and in your workplace, specifically, what does that 285 00:19:44,600 --> 00:19:49,700 look like to implement and put these These Concepts into 286 00:19:49,700 --> 00:19:53,900 practice the habits that we've developed. 287 00:19:54,100 --> 00:19:59,800 They have helped us get here, but the skills and the new ways 288 00:19:59,800 --> 00:20:06,500 of thinking and communicating and engaging all of that, as 289 00:20:06,500 --> 00:20:12,500 we're developing New Paths, we often benefit from steady 290 00:20:12,500 --> 00:20:19,200 support so that we can continue to implement Grow and let that 291 00:20:19,200 --> 00:20:23,200 change become sustainable. So that's the part that I love. 292 00:20:23,200 --> 00:20:28,200 I love helping my clients to take the concept and really make 293 00:20:28,200 --> 00:20:31,400 it their own and begin to implement it. 294 00:20:31,800 --> 00:20:36,700 Without any of the shoulds, this should sound like, oh, I know I 295 00:20:36,700 --> 00:20:40,200 should speak up, or oh, I know I should say something or all. 296 00:20:40,200 --> 00:20:44,000 I know I should do this, but, you know, we don't need, that 297 00:20:44,000 --> 00:20:46,200 doesn't actually help. So, we're going to get out of 298 00:20:46,208 --> 00:20:50,400 the sheds and we're going to get into Presents curiosity and 299 00:20:50,400 --> 00:20:56,400 kindness to help support you in implementing the concepts to 300 00:20:56,400 --> 00:21:00,000 your specific life work and situation. 301 00:21:00,100 --> 00:21:03,600 You can go into the show notes, you will find a link to my 302 00:21:03,600 --> 00:21:07,200 calendar where you can schedule a consultation and we will talk 303 00:21:07,200 --> 00:21:10,000 about all of this. So thank you so much for 304 00:21:10,000 --> 00:21:12,900 listening and I will see you next time. 305 00:21:17,700 --> 00:21:22,500 Hey, Before you go, if you like this podcast, leave a review. 306 00:21:23,000 --> 00:21:26,400 Tell me why you listen and what has helped you? 307 00:21:26,800 --> 00:21:28,900 Thanks so much. I'll see you next time.