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The most costly mistake high 
performance make is assuming 

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that competence alone creates 
influence. 

3
00:00:06,600 --> 00:00:10,120
A lot of people believe that 
their results will speak for 

4
00:00:10,120 --> 00:00:13,320
themselves, but in reality, 
influence is built through 

5
00:00:13,320 --> 00:00:16,960
strategic visibility, through 
relationship capital and 

6
00:00:16,960 --> 00:00:19,800
aligning yourself with the 
enterprise goals. 

7
00:00:19,800 --> 00:00:24,360
So you don't have to just focus 
on let me just get my job done. 

8
00:00:24,520 --> 00:00:28,120
It is your job to get your job 
done, to build strategic 

9
00:00:28,120 --> 00:00:31,560
visibility for yourself, to go 
out there and create 

10
00:00:31,720 --> 00:00:35,240
relationships with the decision 
makers and ensure that you are 

11
00:00:35,240 --> 00:00:39,160
proven that the work you're 
doing aligns with the vision of 

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00:00:39,160 --> 00:00:43,360
the company. 
Hi there, are you a professional

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with camera app. 
We are live. 

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00:01:23,680 --> 00:01:27,320
Ladies and gentlemen, you once 
again welcome to the Kingdom's 

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00:01:27,320 --> 00:01:31,840
podcast in Diary of the CFO. 
And today are going to be a 

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very, very, very special guest 
fighting out of Alberto, Canada 

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00:01:37,520 --> 00:01:46,560
by way of Amanda Cameron Nadine,
the superhero engraved Devo. 

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I'm so glad to be here if you're
watching this. 

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Hi, thanks for watching. 
I hope you enjoyed the episode. 

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Whoa, whoa, whoa. 
Bonjour. 

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Bonjour, my Mozart, I said today
on the Kingdom's podcast Summer 

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00:02:02,960 --> 00:02:04,400
trip. 
Sava, Sava. 

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OK, OK. 
Masi, Masi. 

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Yeah, Masi Baku. 
So today on The Kingdom's 

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podcast, we're joined by a 
leader. 

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News journey from the Republic 
of Camry to the highest levels 

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of corporate North America is 
nothing short of remarkable. 

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Nadine Anibar is the Alberta 
back, a leader for risk advisory

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at BDO Canada and the best 
selling author of quarterback, 

40
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which reached the number one on 
Amazon within 24 hours of 

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Billings. 
With over a decade of experience

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crossing by PwC and KPMG, she 
has built a reputation for 

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helping organizations achieve 
sustainable growth by balancing 

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in technology risk with human 
integrity. 

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Beyond titles and accolades, 
Nadine represents a philosophy 

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of leadership rated in 
relationships. 

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She believes the quality of our 
lives is determined by the 

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quality of our connections. 
Today, she joins us to share the

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strategy, discipline, and 
mindset required to architect a 

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legacy at the highest level. 
Nadine is an absolute honor to 

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welcome you to the game cast. 
Whoa, how are you once again? 

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I'm good. 
How are you? 

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I'm good, I'm good, you know, 
I'm happy. 

54
00:03:17,480 --> 00:03:19,720
I'm happy to have you on here 
and I'm in it. 

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I'm. 
Asking you, how are you? 

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Yeah. 
How are you? 

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Would I say I'm exhausted from 
reserving a lot of oxygen for 

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the introduction of the 
superhero? 

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No, you're not exhausted. 
You're fine. 

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You're happy to be here. 
I'm fired up. 

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I'm fired up. 
You know, it's, it's really 

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amazing having somebody that, 
you know, would I say, share 

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similar backgrounds, similar 
experiences. 

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It just gives you a positive 
bias towards that person. 

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You know, the PC, the KPG, you 
know, influence you. 

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You have to talk to this person.
You have to enjoy such a 

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conversation. 
Well, before we get up to that 

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best face of origin and of 
course a resilient story of 

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yours, your long term vision is 
to lead a Fortune 100 company. 

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Not Fortune 500, Fortune 100. 
That is a tall one. 

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Very specific. 
Yeah, I'm going to be that kind 

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of. 
CEO Amazing How did your early 

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years in Cameroon and your first
professional experience at Smart

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Track Africa shape the 
resilience required for that 

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scale of ambition? 
You did, you did. 

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You did a good homework on me 
before this podcast, so. 

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Thank. 
You my LES in Cameroon yeah, you

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did a lot of people who remember
I worked at smart track but but 

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I did so talking about my early 
years in Cameroon. 

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My early years in Cameroon 
shaped my understanding of 

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responsibility and opportunity 
because I was growing up in an 

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environment where progress 
required discipline, community 

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and faith, and principles like 
that build resilience and fuel 

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ambition. 
So like my first professional 

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experience at Smart Track 
Africa, it exposed me to an 

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emerging market. 
Cameroon is an emerging market. 

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It's not a developed market and 
in an emerging market structure 

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is limited, Expectations are 
very high. 

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You learn to do the absolute 
best with very imperfect 

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conditions, right? 
So you rely a lot on your 

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creativity to solve problems in 
an environment that a lot is 

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very onsetting. 
So I think, and I was an 

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internal auditor at Smarttrac. 
I think those early days working

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as an internal auditor in 
Smarttrac, though Basic Cameroon

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was a global organization 
because they had branches 

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throughout Africa. 
Working as an internal auditor 

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in an emerging market, having to
put all of me to get things 

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right, really build the 
foundation of my resilience. 

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Living Cameroon coming to Canada
now, a developed market, working

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across all of these large 
organizations within the same 

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function. 
That price risk management tenor

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audit gave me a 360 view on how 
an organization is being run and

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how every part intersects with 
each other, every department 

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intersects with each other. 
That eventually informs the CEO 

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on how to make decisions on what
strategic direction this 

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organization wants to go. 
I found myself in a position 

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where I I said I've seen a lot 
and my experience so far being 

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how 360 it is, has prepared me 
to lead a large organization. 

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And that's why I'm really 
intentional and specific when I 

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say that I'm going to be the CEO
of a Fortune 100 company. 

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This is coming from experience 
built over the years in an 

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enterprise risk management 
function where I've advise 

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business unit leaders across the
organization in both an emerging

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market and a developed market. 
Giving me a very 360 well 

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grounded experience that 
whatever company I step into to 

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lead that company from point A 
to point B will be getting a 

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very refined professional. 
Wow. 

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Amazing, amazing. 
You know, it's quite interesting

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that I studied economics for my 
first degree, right. 

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So looking at this from a global
perspective, you talked about 

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emerging markets, developed 
markets, right, for a Fortune 

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500 company. 
But when I say branches across 

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different markets, how do you 
handle, would I say the 

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different moving parts across 
regions? 

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Like, what is your strategy on 
ensuring that each branch goes 

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to market and they actually 
complete favorably within the 

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political environment, you know,
the social, cultural, 

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technological, the legal 
frameworks within, you know, 

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those different markets? 
Like how do you envision it 

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from, would I say, a better eye 
for you? 

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Yeah. 
So first of all, we need to 

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understand that that's that's 
not a one person's job and 

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that's not a one department's 
job. 

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So you're thinking about maybe 
expanding or establishing 

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presence in a foreign market. 
You have to look at legal, the 

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rules and regulation. 
You have to look at the 

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competitors, what the 
competitors are doing when it 

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comes to even pricing. 
How do you price your products? 

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What price? 
Like transfer pricing? 

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As well enter into the market, 
yeah, now transfer pricing has 

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00:08:38,240 --> 00:08:40,960
to come in the tax, you have to 
look at taxation rule. 

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There's a tax department coming 
into the equation. 

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So if you are a CEO of that kind
of company, you need to build 

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your a game team to tackle this 
expansion. 

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You have to have a solid legal 
team, you have to have a solid 

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transfer pricing team, you have 
to have a solid and marketing 

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team, you have to have a solid. 
I think it's going to be the 

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00:09:01,320 --> 00:09:05,280
strategy team that is going to 
go in and do SWOT analysis, 

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strength, weakness, opportunity 
to look at what the competitors 

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are doing. 
And then it's you guys are going

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to based on the results. 
Yes, yeah, you also have to do 

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look at the pastel analysis and 
it's based on the results of all

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00:09:18,240 --> 00:09:21,320
of this analysis that you see to
together and make a decision. 

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The cash we need to there is you
don't have to wait till you have

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90% of the information to make a
decision. 

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00:09:27,040 --> 00:09:29,960
You should be able to 
confidently make a decision with

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60% or 70% of the information 
that gets available to you. 

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But it's it's it's not a static 
thing. 

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You're constantly evaluating, 
you're constantly evaluating 

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00:09:42,200 --> 00:09:44,160
maybe every six months, everyone
year. 

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Are we still on the right track?
Do we need to pivot? 

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Do we need to change course of 
action? 

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So the first thing that will 
make anyone feel as ACEO when 

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considering that kind of move is
thinking that you are the master

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of knowledge and or be or you're
going to be able to do this by 

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yourself. 
You won't. 

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00:10:01,680 --> 00:10:03,560
And that's why companies hire 
consultants. 

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00:10:03,720 --> 00:10:08,480
That's why they're going to hire
AKPMGAPWC and EY a video because

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00:10:08,480 --> 00:10:10,920
they have this, that 
specialization in house to 

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00:10:10,920 --> 00:10:12,800
really come in and help you with
things like this. 

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Amazing, amazing. 
So you've actually beats 

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credibility within the Beaker 
environment. 

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EYPWC So what is the most costly
mistake high performance make 

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00:10:24,840 --> 00:10:28,320
when trying to build influence 
inside highly structured 

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00:10:28,440 --> 00:10:31,920
corporate systems? 
The most costly mistake high 

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00:10:31,920 --> 00:10:35,520
performance make is assuming 
that competence alone creates 

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00:10:35,520 --> 00:10:37,960
influence. 
Many, a lot of people believe 

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00:10:37,960 --> 00:10:42,520
that their results will speak 
for themselves, but in reality, 

179
00:10:42,520 --> 00:10:45,480
inference is built through 
strategic visibility, through 

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00:10:45,480 --> 00:10:49,120
relationship capital and 
aligning yourself with the 

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00:10:49,120 --> 00:10:52,840
enterprise goals. 
So you don't have to just focus 

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00:10:52,840 --> 00:10:57,080
on let me just get my job done. 
It is your job to get your job 

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00:10:57,080 --> 00:11:00,680
done, to build strategic 
visibility for yourself, to go 

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00:11:00,800 --> 00:11:03,920
out there and create 
relationships with the decision 

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00:11:03,920 --> 00:11:07,080
makers and ensure that you are 
proven that the work you're 

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00:11:07,080 --> 00:11:10,520
doing aligns with the visual of 
the company. 

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00:11:10,920 --> 00:11:14,080
I think high performance that 
remain technically strong by 

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00:11:14,080 --> 00:11:17,680
relationally invisible often 
plateau in their career because 

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00:11:17,800 --> 00:11:20,680
influence is not only about 
performance. 

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00:11:20,880 --> 00:11:25,880
You're supposed to have trust, 
clarity of voice, and you have 

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00:11:25,880 --> 00:11:31,280
to clearly demonstrate how the 
work you do impacts the 

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00:11:31,320 --> 00:11:34,360
organization's bottom line. 
That's the profit and the 

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00:11:34,360 --> 00:11:37,160
organization's vision, where the
organization is going. 

194
00:11:37,320 --> 00:11:42,320
Those who constantly demonstrate
that they have what it takes to 

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00:11:42,360 --> 00:11:46,240
align with an organization, to 
get it from point A to point B, 

196
00:11:46,480 --> 00:11:49,720
are the ones who are going to 
stay within an organization, 

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00:11:49,960 --> 00:11:53,000
progress within an organization,
and build influence. 

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00:11:53,160 --> 00:11:56,640
But the people who just come in,
get the the work done in silence

199
00:11:56,640 --> 00:11:58,680
and get out, no one is gonna 
know. 

200
00:11:58,840 --> 00:12:02,600
So it's very important to do to 
hit all these pillars if you're 

201
00:12:02,600 --> 00:12:05,000
trying to build influence. 
Amazing, amazing. 

202
00:12:05,400 --> 00:12:08,280
The experience at PwC is coming 
in right now. 

203
00:12:08,720 --> 00:12:11,360
I used to tell my colleagues at 
PwC, you guys have been given 

204
00:12:11,360 --> 00:12:15,320
the chief code to succeed as a 
professional, The PwC 

205
00:12:15,560 --> 00:12:18,120
professional framework, 
leadership, technical 

206
00:12:18,120 --> 00:12:21,000
competence, thesis acumen, 
global acumen. 

207
00:12:21,000 --> 00:12:24,360
That is the ability to work with
cross functional teams and 

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00:12:24,360 --> 00:12:25,760
building relationships. 
Yeah. 

209
00:12:25,880 --> 00:12:29,960
What else do you need? 
I'd like for you to speak to how

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00:12:29,960 --> 00:12:34,240
much you appreciate that model 
and know how you actually 

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00:12:34,520 --> 00:12:37,880
internalize it. 
Utilize it for your own account 

212
00:12:37,920 --> 00:12:40,320
career growth as well. 
That's exactly what I what I 

213
00:12:40,400 --> 00:12:43,680
what I expect and I like the way
PwC articulates it. 

214
00:12:43,960 --> 00:12:46,040
It's not just the technical 
competence, it's the 

215
00:12:46,040 --> 00:12:50,520
relationship capital. 
It's being able to work across 

216
00:12:50,560 --> 00:12:55,240
service lines, understanding of 
global, a global perspective. 

217
00:12:55,480 --> 00:12:58,520
You cannot go to a client 
meeting and something really 

218
00:12:58,520 --> 00:13:01,560
serious has just happened in the
political landscape or in the 

219
00:13:01,560 --> 00:13:05,240
economy landscape of the world 
that people are panicking about 

220
00:13:05,240 --> 00:13:06,520
it. 
And then you just go into the 

221
00:13:06,520 --> 00:13:08,320
meeting and you just go, good 
morning. 

222
00:13:08,320 --> 00:13:10,840
Let's jump into the walkthrough.
Can you can we at least talk 

223
00:13:10,840 --> 00:13:12,520
about what's happening in the 
world right now? 

224
00:13:12,720 --> 00:13:15,480
It's it's very important. 
We are no robots, right? 

225
00:13:15,720 --> 00:13:18,960
I've hardly had a meeting where 
I went into the meeting and we 

226
00:13:18,960 --> 00:13:21,920
just went right into the meat of
the matter. 

227
00:13:22,120 --> 00:13:26,240
You have to even if you it goes 
beyond, oh, how are you? 

228
00:13:26,240 --> 00:13:27,720
How was your day? 
How was your weekend? 

229
00:13:27,840 --> 00:13:30,840
What even the weekend. 
There was a war in Iraq and the 

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00:13:30,840 --> 00:13:34,240
person you're speaking with on 
that call had family in that 

231
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country and you know nothing 
about it. 

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This is just the most basic way 
that a global perspective comes 

233
00:13:41,520 --> 00:13:44,200
into the picture. 
You don't know, you might think,

234
00:13:44,200 --> 00:13:47,200
ah, that doesn't concern me. 
I don't even need to talk about 

235
00:13:47,200 --> 00:13:49,440
it. 
But at the end of the day, when 

236
00:13:49,440 --> 00:13:53,120
it comes to a job, you are 
relating with people and people 

237
00:13:53,120 --> 00:13:57,160
face all day every day. 
If you don't care about the 

238
00:13:57,160 --> 00:14:00,520
pressing that you're working 
with and you just want to get an

239
00:14:00,600 --> 00:14:03,800
outcome out of the person, it's 
not going to go anywhere. 

240
00:14:04,080 --> 00:14:08,400
It's very much it's a people 
centric business. 

241
00:14:08,600 --> 00:14:10,920
You have to care about the 
people and you cannot care about

242
00:14:10,920 --> 00:14:14,000
the people if all you care about
is the technicality of the job 

243
00:14:14,000 --> 00:14:17,000
you're doing. 
You have to be a well-rounded, 

244
00:14:17,040 --> 00:14:20,440
balanced professional to succeed
in the professional services 

245
00:14:20,440 --> 00:14:24,040
space and I'll say in in any 
career basically. 

246
00:14:24,160 --> 00:14:27,120
You know, so some some people 
you have different types of 

247
00:14:27,160 --> 00:14:31,800
leaders, some leaders are people
oriented, some others are task 

248
00:14:31,800 --> 00:14:36,400
oriented. 
So I think that is the division 

249
00:14:36,520 --> 00:14:38,440
right there. 
But then the people centric 

250
00:14:38,440 --> 00:14:42,440
leaders tend to be more 
successful than the task centric

251
00:14:42,720 --> 00:14:45,240
leaders. 
Speaking of the people Fest 

252
00:14:45,240 --> 00:14:46,560
leadership. 
I think. 

253
00:14:47,760 --> 00:14:49,880
You think what? 
Yeah, that's my philosophy. 

254
00:14:49,880 --> 00:14:51,600
My philosophy is people first 
leadership. 

255
00:14:51,680 --> 00:14:55,920
I wouldn't say that being a 
people first leader is what you 

256
00:14:55,920 --> 00:14:58,680
should 100% be or be a task 
central leader is what you 

257
00:14:58,680 --> 00:15:01,400
should 100% be. 
I think great leaders are able 

258
00:15:01,400 --> 00:15:04,960
to find a balance. 
Yes, I'm a people first leader, 

259
00:15:05,160 --> 00:15:09,560
but I do realize the times when 
I have to put my foot on the 

260
00:15:09,560 --> 00:15:13,040
ground and say OK giving you 
enough pass is impacting the 

261
00:15:13,040 --> 00:15:15,840
organizations bottom line. 
If you don't deliver this by 

262
00:15:15,840 --> 00:15:19,000
this day, I think it's no longer
profitable for the company to 

263
00:15:19,000 --> 00:15:20,240
keep keeping you on the 
paycheck. 

264
00:15:20,520 --> 00:15:23,800
I'm capable of doing that even 
though my people and 1st leader,

265
00:15:24,000 --> 00:15:28,720
so it's very important to know 
when you have to pull a trigger 

266
00:15:28,720 --> 00:15:32,320
or when to not pull a trigger. 
I consider myself a people first

267
00:15:32,320 --> 00:15:36,000
leader because I tend to really 
invest more in people. 

268
00:15:36,000 --> 00:15:41,280
I think the onus is on the 
leader to invest in their team. 

269
00:15:41,800 --> 00:15:45,680
I feel like a lot of times some 
people make the mistake of 

270
00:15:45,680 --> 00:15:49,160
thinking leadership is a fancy 
title and people should serve 

271
00:15:49,160 --> 00:15:51,040
you. 
I think the responsibility of 

272
00:15:51,040 --> 00:15:55,120
leadership is enormous. 
It is your responsibility to 

273
00:15:55,200 --> 00:15:58,880
understand, at least to an 
extent, everybody that is a 

274
00:15:58,880 --> 00:16:02,760
direct report to you did their 
different frame of reference how

275
00:16:02,760 --> 00:16:06,280
their live view was. 
Because we live in a world right

276
00:16:06,280 --> 00:16:12,800
now where in every office, in 
every team at least, let's say 

277
00:16:12,800 --> 00:16:14,280
you have 10 people reporting to 
you. 

278
00:16:14,320 --> 00:16:16,680
And if you wanted to do a 
survey, this 10 people will 

279
00:16:16,680 --> 00:16:19,000
probably have come from 7 
different countries. 

280
00:16:19,360 --> 00:16:21,760
There be somebody from India, 
somebody from Nigeria, probably 

281
00:16:21,760 --> 00:16:23,840
somebody from Cameroon, somebody
from South Africa, there be 

282
00:16:23,840 --> 00:16:26,440
somebody from Brazil, there's 
somebody from Ghana, there be 

283
00:16:26,440 --> 00:16:30,120
somebody from Asia. 
It's, and all of these people 

284
00:16:30,120 --> 00:16:32,840
have a different way of seeing 
things. 

285
00:16:33,000 --> 00:16:35,520
They grew up doing things in a 
certain kind of way. 

286
00:16:35,920 --> 00:16:40,960
Your job as a leader is first to
understand your people, not to 

287
00:16:40,960 --> 00:16:44,840
make your people see things from
the way you saw things growing 

288
00:16:44,920 --> 00:16:47,720
up. 
So I tend to do the job of 

289
00:16:47,920 --> 00:16:50,600
understanding my people, 
understanding their frame of 

290
00:16:50,600 --> 00:16:54,920
reference, understanding how 
growing up was for them because 

291
00:16:54,920 --> 00:16:57,680
guess what? 
Different cultures, different 

292
00:16:57,680 --> 00:16:59,640
ways of life, different ways of 
doing things. 

293
00:16:59,640 --> 00:17:01,760
And it translates into the 
workplace. 

294
00:17:01,840 --> 00:17:06,160
You'll find that in some 
cultures you don't speak unless 

295
00:17:06,160 --> 00:17:08,760
you're spoken to, especially if 
you're the junior person. 

296
00:17:09,079 --> 00:17:11,200
And then people who come from 
that kind of culture will 

297
00:17:11,200 --> 00:17:15,680
translate that in the workplace 
in being most often silent. 

298
00:17:15,680 --> 00:17:18,720
Even when they're in a team 
meeting, their contribution will

299
00:17:18,720 --> 00:17:20,599
not be heard because they will 
be silent. 

300
00:17:20,839 --> 00:17:24,200
Two kinds of leaders. 
One person can say Damilola 

301
00:17:24,200 --> 00:17:27,280
never speaks during meetings. 
I think she's reserved. 

302
00:17:27,280 --> 00:17:30,080
I think she's not a team player.
I think she doesn't fit into the

303
00:17:30,080 --> 00:17:32,280
team. 
So I think we are going to 

304
00:17:32,280 --> 00:17:35,200
severe this relationship. 
Another leader is going to say 

305
00:17:35,360 --> 00:17:38,840
Damilola hardly speaks. 
I would like to understand her 

306
00:17:38,840 --> 00:17:40,520
thought process and what's going
on with her. 

307
00:17:40,800 --> 00:17:43,880
And then this leader takes the 
next step of understanding. 

308
00:17:43,880 --> 00:17:46,720
Damilola speaks with Damila. 
Tell me about growing up. 

309
00:17:46,880 --> 00:17:49,120
How is it like working in 
Nigeria? 

310
00:17:49,120 --> 00:17:51,680
And then Damila is going to say,
where I come from. 

311
00:17:51,800 --> 00:17:53,320
I don't speak to the leader. 
First. 

312
00:17:53,400 --> 00:17:56,200
The leader has to speak to me 
before I respond. 

313
00:17:56,440 --> 00:17:58,160
I don't speak unless I'm spoken 
to. 

314
00:17:58,240 --> 00:18:01,600
And then, then the leader is 
going to realize in order to get

315
00:18:01,880 --> 00:18:06,160
a contribution out of Damilola, 
I have to call her out to say 

316
00:18:06,440 --> 00:18:08,040
Damilola. 
I'd like to know what you think.

317
00:18:08,240 --> 00:18:11,200
The next time they have a team 
huddle, the leader decides to 

318
00:18:11,200 --> 00:18:13,880
change the way this meeting is 
being run. 

319
00:18:14,080 --> 00:18:17,240
So instead of saying hi 
everyone, we are this face of 

320
00:18:17,240 --> 00:18:19,280
the project today, I'd like to 
know what everybody thinks. 

321
00:18:19,360 --> 00:18:21,800
And when you say I like to know 
what everybody thinks, The very 

322
00:18:21,800 --> 00:18:24,440
bold and confident people who 
grew up in environment, they 

323
00:18:24,440 --> 00:18:26,480
were encouraged to always speak 
up who speak up. 

324
00:18:26,840 --> 00:18:28,800
And and this other person will 
not speak up because that's not 

325
00:18:28,800 --> 00:18:31,160
their culture. 
And then you come in this day 

326
00:18:31,160 --> 00:18:34,120
after you've really understood 
what Daminola is, who Daminola 

327
00:18:34,120 --> 00:18:36,360
is, you come in and say, OK, hi,
everyone. 

328
00:18:36,680 --> 00:18:38,280
We are at this phase of the 
project. 

329
00:18:38,360 --> 00:18:42,040
And today I'm going to be going 
person by person to understand 

330
00:18:42,040 --> 00:18:44,320
what your contributions are. 
I'm going to begin with 

331
00:18:44,320 --> 00:18:46,160
Daminola. 
Daminola, what do you think? 

332
00:18:46,320 --> 00:18:49,080
And then now Daminola starts 
speaking and you realize that 

333
00:18:49,240 --> 00:18:52,280
this person is stupidly 
intelligent and their 

334
00:18:52,280 --> 00:18:55,760
contribution is just very sound.
Two kind of leaders. 

335
00:18:55,920 --> 00:18:58,320
Now this leader is able to to 
bring this person out of the 

336
00:18:58,320 --> 00:19:00,600
shelf. 
The other leader assumed this 

337
00:19:00,600 --> 00:19:02,960
person was not good enough and 
kicked them out. 

338
00:19:03,160 --> 00:19:07,360
So I tend to be the kind of 
person that do not make very 

339
00:19:07,520 --> 00:19:10,920
quick decisions or judgments 
about the competency of my 

340
00:19:10,920 --> 00:19:13,480
people. 
I get, I first try to meet them 

341
00:19:13,480 --> 00:19:16,720
where they're at, understand how
they prefer to be communicated 

342
00:19:16,720 --> 00:19:21,480
with, understand what power 
dynamics look like based on 

343
00:19:21,480 --> 00:19:24,800
their culture, understand what 
communication looks like based 

344
00:19:24,800 --> 00:19:26,960
on their culture. 
And I realize that I get more 

345
00:19:27,080 --> 00:19:29,920
success with building a high 
performing team. 

346
00:19:30,080 --> 00:19:32,800
That's why I consider myself a 
people first leader. 

347
00:19:33,000 --> 00:19:37,560
However, it does not mean that 
if I find myself in a situation 

348
00:19:37,560 --> 00:19:40,760
where somebody is constantly 
slacking behind and is beginning

349
00:19:40,760 --> 00:19:43,800
to impact the company's bottom 
line, I will not make the right 

350
00:19:43,800 --> 00:19:44,880
decision. 
I will. 

351
00:19:45,000 --> 00:19:48,240
So I think it's important that 
mostly that strike a balance 

352
00:19:48,480 --> 00:19:53,120
between people and task and take
the right decision when it's 

353
00:19:53,120 --> 00:19:56,000
necessary. 
Of course, not too fast, not too

354
00:19:56,000 --> 00:19:59,200
judgmental. 
Giving people the opportunity 

355
00:19:59,200 --> 00:20:00,800
and chances that they really 
need. 

356
00:20:00,800 --> 00:20:04,760
That is reasonable and strike a 
balance between putting people 

357
00:20:04,760 --> 00:20:07,960
1st and helping the company hit 
their bottom line. 

358
00:20:07,960 --> 00:20:09,400
Amazing. 
Amazing. 

359
00:20:09,400 --> 00:20:13,560
You just reminded me of a line 
from mixed martial arts fighter 

360
00:20:13,680 --> 00:20:17,360
Conor McGregor. 
He says position beats power and

361
00:20:17,360 --> 00:20:20,400
timing beats speed. 
You know, and that is applicable

362
00:20:20,400 --> 00:20:22,680
to, you know, different areas of
life. 

363
00:20:22,840 --> 00:20:26,520
Position beats power and timing.
You know, big speed is not about

364
00:20:26,720 --> 00:20:31,120
time in the market for timing 
the markets actually to be a 

365
00:20:31,120 --> 00:20:34,000
good trader just as a leader as 
well. 

366
00:20:34,200 --> 00:20:38,600
It's about that balance between 
the concentration on the people 

367
00:20:38,600 --> 00:20:40,600
and the concentration on the 
task. 

368
00:20:40,800 --> 00:20:43,600
It's quite amazing you give this
illustration. 

369
00:20:43,600 --> 00:20:48,080
Of course, the lady who was on 
the last episode of this podcast

370
00:20:48,160 --> 00:20:51,560
talked about moving from Nigeria
to Ireland. 

371
00:20:51,640 --> 00:20:54,160
And you know, she was that kind 
of person who don't like to 

372
00:20:54,160 --> 00:20:56,880
speak up to your meetings. 
And then she had a run in, 

373
00:20:56,880 --> 00:21:00,960
become manager, accused her of 
doing something and then the 

374
00:21:00,960 --> 00:21:02,920
manager reached out to her after
the meeting. 

375
00:21:02,920 --> 00:21:05,560
I expected you to speak up. 
And then she was like, no, in my

376
00:21:05,560 --> 00:21:08,640
culture, we don't speak up to 
authority or elders. 

377
00:21:09,080 --> 00:21:12,720
Wow, She said she meeting with 
the manager, right? 

378
00:21:12,720 --> 00:21:15,960
And then the manager spoke to 
her saying next time you have to

379
00:21:15,960 --> 00:21:20,040
speak up for yourself, right. 
And she, she learns to, would I 

380
00:21:20,040 --> 00:21:25,920
say, act in a more favorable way
for herself, because really a 

381
00:21:25,920 --> 00:21:31,040
lot of us will come from Africa,
tend to have this culture of not

382
00:21:31,040 --> 00:21:35,280
speaking up to say it's humble 
for you not to speak up, but you

383
00:21:35,280 --> 00:21:38,640
go abroad and then it's a 
culture shock that you can 

384
00:21:38,640 --> 00:21:41,480
actually speak up for yourself. 
It's it's really, really 

385
00:21:41,480 --> 00:21:44,000
amazing. 
Yeah, a lot of people come here 

386
00:21:44,080 --> 00:21:47,720
and it impacts, it impacts us 
negatively in the workforce. 

387
00:21:47,720 --> 00:21:49,680
And I covered a lot of that in 
quarterback. 

388
00:21:49,920 --> 00:21:51,400
Yeah. 
So when I was writing 

389
00:21:51,400 --> 00:21:56,280
quarterback, I had seen a lot of
amazing things about not just 

390
00:21:56,280 --> 00:21:59,560
the African culture, because I I
also think in other parts of 

391
00:21:59,600 --> 00:22:01,920
Eastern part of Europe, the 
culture is the same as the 

392
00:22:01,920 --> 00:22:04,760
African culture. 
And I think Asia, Chinese 

393
00:22:04,760 --> 00:22:08,760
culture, that those culture are 
very huge on respect for the 

394
00:22:08,760 --> 00:22:13,640
elder faith hard work when they 
come to corporate North America.

395
00:22:13,880 --> 00:22:16,360
And it's not just corporate 
North America because when I 

396
00:22:16,360 --> 00:22:19,000
published Quarterback, I had 
people reaching out to me from 

397
00:22:19,000 --> 00:22:22,160
UK, from Australia, telling me 
that they experience the same 

398
00:22:22,200 --> 00:22:24,600
thing. 
So it's, yeah, it's in most 

399
00:22:24,600 --> 00:22:31,080
developed countries, we struggle
a lot with getting rewarded in 

400
00:22:31,080 --> 00:22:33,560
direct proportion to the work we
do. 

401
00:22:33,920 --> 00:22:37,240
And that's basically because of 
our culture and our upbringing. 

402
00:22:37,360 --> 00:22:40,200
You get to work, you bury your 
head, you do the job, you come 

403
00:22:40,200 --> 00:22:43,120
back home, you pray, you go to 
church on Sunday, you know that 

404
00:22:43,120 --> 00:22:45,240
God is going to reward you for 
your work. 

405
00:22:45,240 --> 00:22:47,120
But corporate North America is 
not a church. 

406
00:22:47,360 --> 00:22:49,800
Everybody is facing their own 
self-interest. 

407
00:22:49,960 --> 00:22:52,480
And so you really, there's 
supposed to be a mindset shift. 

408
00:22:52,720 --> 00:22:55,920
But for somebody that you've 
grown in a certain way for over 

409
00:22:55,960 --> 00:22:59,560
30 years, 25 years of your life,
18 years of your life, migrated 

410
00:22:59,560 --> 00:23:03,600
to a new country, it's hard to 
begin to unlearn things that 

411
00:23:03,600 --> 00:23:07,040
have been ingrained in you for 
over 10 years, 20 years, 30 

412
00:23:07,040 --> 00:23:09,000
years to Start learning a new 
way. 

413
00:23:09,200 --> 00:23:11,240
Some people say, isn't that 
bragging? 

414
00:23:11,360 --> 00:23:14,080
Hell no, it's not bragging. 
You got the job done. 

415
00:23:14,520 --> 00:23:16,560
Exactly how do you talk about 
the fact that you got the job? 

416
00:23:17,800 --> 00:23:20,880
Done exactly you, you know, even
for me or the personal notes, 

417
00:23:20,880 --> 00:23:24,160
right. 
So when I say I started this 

418
00:23:24,160 --> 00:23:27,560
forecast two years ago, yeah, 
two years and a few months and 

419
00:23:27,800 --> 00:23:33,200
now we're global top 2%. 
And sometime last year, I think 

420
00:23:33,360 --> 00:23:36,440
I was speaking, I think when I 
first got into the global 

421
00:23:36,440 --> 00:23:39,640
rankings, you get into the 
global top 10%, then you move to

422
00:23:39,640 --> 00:23:45,240
top 5%, top three, top two, top 
1.5 and top 1% in the world. 

423
00:23:45,400 --> 00:23:47,760
So we, we, we are going for that
top 1% this year. 

424
00:23:48,000 --> 00:23:51,480
So it's interesting that I was 
talking about it and then 

425
00:23:51,480 --> 00:23:55,040
talking about my experience with
KPMG, PwC, you know, looking for

426
00:23:55,040 --> 00:23:57,640
accounts and fans and talking 
about the fact that I have an 

427
00:23:57,640 --> 00:24:01,840
MPA and my mother watched that 
episode and she was like, that 

428
00:24:01,840 --> 00:24:03,160
too much, blah, blah, blah, 
blah, blah, blah. 

429
00:24:03,440 --> 00:24:06,080
I'm like, nobody's gonna know if
you don't blow your trumpet. 

430
00:24:06,120 --> 00:24:10,760
And there was another episode 
with a guy who he's highly 

431
00:24:10,760 --> 00:24:12,760
branched, you know, in the world
at what he does. 

432
00:24:12,840 --> 00:24:15,440
And then he was like, I did my 
research and you, I see you have

433
00:24:15,440 --> 00:24:16,600
your MBA. 
I know you. 

434
00:24:17,080 --> 00:24:18,200
You'd worked at the B Cross 
there. 

435
00:24:18,200 --> 00:24:23,880
And then my mom was like, oh, 
wow, I see why you do this 

436
00:24:23,880 --> 00:24:25,880
thing. 
Because really, if you. 

437
00:24:25,960 --> 00:24:29,520
Yeah. 
So that's your mom trying to 

438
00:24:29,560 --> 00:24:32,960
read it still? 
Yeah, yeah, try to reinstall 

439
00:24:33,000 --> 00:24:35,840
those African values in you, but
you're like, mommy, I'm 

440
00:24:35,960 --> 00:24:37,600
operating on the global stage 
now. 

441
00:24:38,040 --> 00:24:40,360
It's not just. 
Man you. 

442
00:24:40,360 --> 00:24:45,720
Have to hold the values close to
your heart, but you need to know

443
00:24:45,720 --> 00:24:48,840
what works on what stage. 
Yeah, because at the global 

444
00:24:48,840 --> 00:24:52,400
stage, first thing you reach out
to a sponsor, they ask you what 

445
00:24:52,400 --> 00:24:54,760
are your numbers? 
OK, what sets you apart? 

446
00:24:54,760 --> 00:24:58,360
So if you don't brag about what 
you've been able to accomplish, 

447
00:24:58,360 --> 00:25:01,520
how would you be able to be 
compelling, you know, on a 

448
00:25:01,520 --> 00:25:02,640
global stage? 
Exactly. 

449
00:25:02,640 --> 00:25:07,240
I think for for for Africans 
watching us right now, you need 

450
00:25:07,240 --> 00:25:11,680
a mindset shift, need a 
reorientation to, yeah, you can 

451
00:25:11,680 --> 00:25:15,080
be humble, right, While still 
proud of yourself. 

452
00:25:15,360 --> 00:25:19,360
So I think our people have a 
distorted notion of what 

453
00:25:19,360 --> 00:25:22,480
humility is. 
They feel like being humble is 

454
00:25:22,600 --> 00:25:27,520
you having, would I say lacking 
your own self-confidence. 

455
00:25:27,520 --> 00:25:30,520
You know, you're not painting 
yourself as a star, as a 

456
00:25:30,520 --> 00:25:31,120
superstar. 
I. 

457
00:25:31,160 --> 00:25:34,720
Think that I think that the 
watch the phrase there is 

458
00:25:34,720 --> 00:25:38,360
confidence. 
Humility is confidence humility.

459
00:25:38,520 --> 00:25:41,320
So when you talk about your 
accomplishments, you're not 

460
00:25:41,800 --> 00:25:45,600
you're not not being humble. 
And if you look at it very well,

461
00:25:45,600 --> 00:25:47,760
the people who don't talk about 
their accomplishment are 

462
00:25:47,760 --> 00:25:49,960
probably lacking confidence to 
talk about it. 

463
00:25:50,160 --> 00:25:53,720
You have to bring both together.
You have to be confidently 

464
00:25:53,720 --> 00:25:55,680
humble. 
It is your accomplishment. 

465
00:25:55,840 --> 00:25:59,360
Tell people about it. 
They will not know about it and 

466
00:25:59,360 --> 00:26:01,280
the reason why you have. 
To do that. 

467
00:26:01,320 --> 00:26:04,800
Is because everybody, yeah, 
because everybody is facing 

468
00:26:04,800 --> 00:26:08,120
their own front. 
Everybody is trying to create 

469
00:26:08,280 --> 00:26:12,720
the next best opportunity for 
themselves, so it is nobody's 

470
00:26:12,720 --> 00:26:14,960
job to go and do a research 
about you. 

471
00:26:15,160 --> 00:26:18,000
Sorry, it's nobody's job to go 
do research about you. 

472
00:26:18,320 --> 00:26:20,200
You're supposed to tell them who
you are. 

473
00:26:20,960 --> 00:26:25,400
I like that it's nobody's job to
go do research about you, the 

474
00:26:25,440 --> 00:26:27,200
people first leader. 
Nobody. 

475
00:26:27,280 --> 00:26:31,840
'S job to do, yeah. 
And you know, this is the age of

476
00:26:31,880 --> 00:26:35,440
AI, you know, where people just 
act in a way in an ignorant 

477
00:26:35,440 --> 00:26:36,720
manner. 
I tell them she's been. 

478
00:26:36,720 --> 00:26:40,040
Do you have GPT? 
Like do you have any AI to 

479
00:26:40,040 --> 00:26:42,880
lawyers for the CES? 
Can you please just type that in

480
00:26:42,880 --> 00:26:46,000
good English? 
That question you just you find 

481
00:26:46,000 --> 00:26:48,760
the answer. 
You know, the age of AI has 

482
00:26:48,760 --> 00:26:50,520
actually driven a lot of 
disruption. 

483
00:26:50,600 --> 00:26:54,480
And why do you believe people 
first leadership is is still not

484
00:26:54,480 --> 00:26:57,880
optional, right, but essential 
for organization also. 

485
00:26:58,000 --> 00:27:00,160
Yeah. 
So why do I believe people first

486
00:27:00,160 --> 00:27:05,160
leadership is not optional? 
Yes, right now in the in the age

487
00:27:05,280 --> 00:27:10,560
of AI, AI beginning to do many 
more things. 

488
00:27:10,720 --> 00:27:13,800
You call a company, AI is the 
one talking to you. 

489
00:27:14,000 --> 00:27:16,440
You send an e-mail AI response 
to you. 

490
00:27:17,040 --> 00:27:19,280
Have you ever found a safe 
registration where you're like, 

491
00:27:19,480 --> 00:27:21,040
that means connect. 
Yeah, yeah, yeah. 

492
00:27:21,080 --> 00:27:22,960
Can I, I don't know. 
I'm not talking about. 

493
00:27:23,640 --> 00:27:24,640
I know you. 
Yeah. 

494
00:27:24,640 --> 00:27:26,200
Like connect to a human. 
Connect. 

495
00:27:26,200 --> 00:27:29,080
Can I really just talk? 
To I get frustrated, so I get 

496
00:27:29,120 --> 00:27:30,160
frustrated. 
Yes. 

497
00:27:30,200 --> 00:27:34,560
And you get you get frustrated. 
So it's become so important that

498
00:27:34,720 --> 00:27:38,320
companies double down on 
nurturing those human 

499
00:27:38,360 --> 00:27:42,320
relationships because those are 
the only things that will make a

500
00:27:42,320 --> 00:27:44,720
difference. 
The human relationships are 

501
00:27:44,720 --> 00:27:46,920
going to be the huge 
differentiators right now. 

502
00:27:47,360 --> 00:27:50,040
AI cannot go out for coffee 
meetings with colleagues. 

503
00:27:50,320 --> 00:27:53,880
AI will not build bonding 
relationships for you with with 

504
00:27:53,880 --> 00:27:56,120
your team. 
AI will not have difficult 

505
00:27:56,120 --> 00:27:58,680
conversations with somebody on 
your team when they lost their 

506
00:27:58,680 --> 00:28:02,240
loved 1. 
So it is very important now more

507
00:28:02,240 --> 00:28:06,320
than ever to double down and 
develop those skills of 

508
00:28:06,400 --> 00:28:10,600
emotional intelligence, cultural
intelligence, empathy. 

509
00:28:10,800 --> 00:28:14,720
These are all little buckets 
under the human skills. 

510
00:28:14,800 --> 00:28:19,760
So organizations now more than 
ever need to retrain those in 

511
00:28:19,760 --> 00:28:24,440
leadership, those charged with 
leading other people to be very 

512
00:28:24,520 --> 00:28:27,960
apartment with emotional 
intelligence, empathy, cultural 

513
00:28:27,960 --> 00:28:30,320
intelligence. 
Because right now, where AI can 

514
00:28:30,320 --> 00:28:33,080
do almost everything is those 
organizations that still have 

515
00:28:33,080 --> 00:28:36,120
these human values that will 
have a competitive advantage. 

516
00:28:36,120 --> 00:28:39,160
Amazing. 
I have an episode with Andrew 

517
00:28:39,240 --> 00:28:43,640
apart from America, Andrew, it's
titled Humans first, AI next, 

518
00:28:44,000 --> 00:28:47,760
humans first, AI next. 
And that's just the way it is 

519
00:28:47,800 --> 00:28:51,720
meant to be. 
So let's talk about risk, right?

520
00:28:52,000 --> 00:28:54,720
A strategic risk and market 
leadership. 

521
00:28:55,240 --> 00:28:59,360
As Alberta's market leader for 
risk advising, you focus on 

522
00:28:59,680 --> 00:29:02,560
balancing eases risk with 
technology risk. 

523
00:29:02,800 --> 00:29:07,360
How come founders and executives
position risk management as a 

524
00:29:07,360 --> 00:29:11,720
growth accelerator rather than 
just being a defensive function?

525
00:29:11,800 --> 00:29:15,520
Organizations need to integrate 
risk into decision making 

526
00:29:15,680 --> 00:29:20,600
because if even you look at the 
world and the way it's rapidly 

527
00:29:20,600 --> 00:29:24,760
changing, you can make risk an 
optional function. 

528
00:29:25,040 --> 00:29:28,760
You need the risk enterprise 
risk management function side by

529
00:29:28,760 --> 00:29:32,080
side with every decision you're 
making. 

530
00:29:32,320 --> 00:29:35,360
Is it like investing? 
You need to look at the risk. 

531
00:29:35,600 --> 00:29:38,360
Is it in hiring? 
You need to look at the risk. 

532
00:29:38,560 --> 00:29:41,840
Is it in considering what AI 
tool to implement into your 

533
00:29:41,840 --> 00:29:43,960
organization? 
You need to look at the risk 

534
00:29:43,960 --> 00:29:48,000
because there's also a risk of 
confidential data being exposed,

535
00:29:48,040 --> 00:29:50,600
right? 
So I think organizations don't 

536
00:29:50,600 --> 00:29:55,840
need to, yes, organizations 
don't need to treat risk as that

537
00:29:55,840 --> 00:29:58,280
function that they bring in 
where something has gone wrong. 

538
00:29:58,280 --> 00:30:00,040
It's already too late at that 
point. 

539
00:30:00,200 --> 00:30:04,400
Risk management has to be that 
function that we begin every 

540
00:30:04,960 --> 00:30:10,240
week because risk is embedded in
everything we do. 

541
00:30:10,520 --> 00:30:14,800
So when you do that, you are 
actually being proactive and 

542
00:30:15,000 --> 00:30:20,680
putting in measures and controls
in place to prevent costly 

543
00:30:20,840 --> 00:30:25,120
occurrences in the future that 
could impact your reputation. 

544
00:30:25,280 --> 00:30:28,160
Financial losses. 
I think reputational damage and 

545
00:30:28,160 --> 00:30:29,680
financial loss are the two 
biggest things. 

546
00:30:29,920 --> 00:30:32,400
Reputational damage and 
financial loss that can even 

547
00:30:32,400 --> 00:30:35,440
make the business, the company 
go out of business. 

548
00:30:35,640 --> 00:30:38,800
Because if it let's take for 
example, in a situation going 

549
00:30:38,800 --> 00:30:41,040
concerned, let's take for 
example, in a situation where 

550
00:30:41,040 --> 00:30:46,160
it's like a hospital and you, 
you, you implemented an AI tool 

551
00:30:46,160 --> 00:30:50,000
without risk considerations and 
patient's data is out in the 

552
00:30:50,080 --> 00:30:52,440
open. 
I don't ever see that kind of 

553
00:30:52,440 --> 00:30:53,960
hospital coming back into 
business. 

554
00:30:55,680 --> 00:30:58,960
I don't see that happening. 
OK, goodbye. 

555
00:30:58,960 --> 00:31:01,000
So yeah, it cannot be an 
afterthought. 

556
00:31:01,440 --> 00:31:04,720
Yeah, OK, so let's talk about 
the signals of integrity. 

557
00:31:04,760 --> 00:31:09,000
We work closely with boards and 
audit committees to strengthen 

558
00:31:09,000 --> 00:31:11,800
governance. 
So what are the three non 

559
00:31:11,800 --> 00:31:16,520
negotiable credible executive? 
Sorry, what are the non 

560
00:31:16,640 --> 00:31:20,480
negotiable signals of integrity 
that define credible executive 

561
00:31:20,480 --> 00:31:23,200
leadership today? 
I would say consistency, 

562
00:31:23,200 --> 00:31:25,520
transferability, and 
accountability. 

563
00:31:25,720 --> 00:31:30,640
Consistency between what you 
state as your values out there 

564
00:31:30,760 --> 00:31:32,440
and what actually happens 
inside. 

565
00:31:32,640 --> 00:31:36,120
Transparency about both your 
successes and failures, and 

566
00:31:36,320 --> 00:31:40,880
proper accountability leaders 
who demonstrate these signals. 

567
00:31:40,880 --> 00:31:43,320
They build trust with both 
boards, their employees, and 

568
00:31:43,320 --> 00:31:45,840
their stakeholders. 
Putting it plain and simple, 

569
00:31:46,120 --> 00:31:47,280
that's it. 
So what? 

570
00:31:47,280 --> 00:31:49,880
What would you say about being 
an authentic person? 

571
00:31:50,120 --> 00:31:52,320
You know, authenticity is 
actually very important. 

572
00:31:52,560 --> 00:31:55,880
Of course, a lot of people in 
the corporate world tend to put 

573
00:31:56,040 --> 00:31:59,440
up a fake face. 
The fake it to you make it 

574
00:31:59,720 --> 00:32:03,120
character, you know, and it's 
difficult to keep up with a 

575
00:32:03,120 --> 00:32:05,320
character if that is not the 
true you. 

576
00:32:05,680 --> 00:32:09,800
So how do you help individuals 
in that kind of a position? 

577
00:32:09,880 --> 00:32:12,560
So this is quarterback, I don't 
know if you can see this. 

578
00:32:12,560 --> 00:32:15,360
This is quarterback I this is a 
very interesting question you 

579
00:32:15,360 --> 00:32:19,120
just asked because I put a note 
in here. 

580
00:32:19,120 --> 00:32:21,640
I said, I don't know if you can 
see this. 

581
00:32:21,640 --> 00:32:25,000
I said, Nadine, you did this 
because, you know, this book 

582
00:32:25,000 --> 00:32:27,520
became a bestseller 24 hours 
after its release. 

583
00:32:27,520 --> 00:32:29,800
It was unbelievable. 
But the reason why I brought 

584
00:32:29,800 --> 00:32:35,240
this up is, yeah, in chapter, I 
think in Chapter 9 I spoke about

585
00:32:35,240 --> 00:32:37,720
the power of authenticity, 
obtaining your identity, 

586
00:32:37,760 --> 00:32:40,040
consistency. 
Transparency. 

587
00:32:40,040 --> 00:32:42,760
And accountability are part of 
authenticity. 

588
00:32:43,720 --> 00:32:47,560
I'm going to Chapter 9 now. 
This is amazing FC. 

589
00:32:48,320 --> 00:32:50,920
This is highly aligned. 
The power of authenticity 

590
00:32:50,920 --> 00:32:52,840
Maintain your identity. 
This is Chapter 9. 

591
00:32:53,000 --> 00:32:54,880
The power of authenticity 
Maintain your identity. 

592
00:32:55,080 --> 00:32:59,440
I think it is very important 
that you are authentic. 

593
00:32:59,440 --> 00:33:04,080
Authenticity builds credibility.
It helps people to trust you and

594
00:33:04,160 --> 00:33:06,280
it is a first sign of 
leadership. 

595
00:33:06,920 --> 00:33:10,680
They realize that a lot of 
people in corporate spaces, it's

596
00:33:10,680 --> 00:33:13,040
not, let me not say a lot 
because what percentage is a 

597
00:33:13,040 --> 00:33:14,960
lot? 
Some people struggle with 

598
00:33:14,960 --> 00:33:18,840
authenticity and they, they, 
they find put themselves in 

599
00:33:18,840 --> 00:33:21,280
situations where they have to 
fit a mold. 

600
00:33:21,440 --> 00:33:24,480
They have to talk a certain way,
they have to dress a certain 

601
00:33:24,480 --> 00:33:26,680
way. 
I'd like to put out a catch 22 

602
00:33:26,680 --> 00:33:28,920
year. 
There's a difference between 

603
00:33:29,120 --> 00:33:33,040
authenticity and making an 
environment comfortable for 

604
00:33:33,120 --> 00:33:38,360
everybody. 
Let me use a very basic example 

605
00:33:38,360 --> 00:33:40,640
to differentiate what I'm 
saying. 

606
00:33:40,720 --> 00:33:45,800
You cannot be working in a team.
And the kind of food you eat is 

607
00:33:46,000 --> 00:33:50,440
very spicy, a little cooked from
the house, a lot of pepper. 

608
00:33:50,440 --> 00:33:53,120
And then you come to work, you 
put it in the microwave and the 

609
00:33:53,120 --> 00:33:55,640
smell gets everybody in the 
office coffee. 

610
00:33:55,640 --> 00:33:58,600
And then you keep doing it again
and again. 

611
00:33:59,080 --> 00:34:02,000
And in your mind you say, well, 
that's my traditional food. 

612
00:34:02,000 --> 00:34:04,200
I have to eat. 
If the smell of the pepper is 

613
00:34:04,200 --> 00:34:06,560
talking, you get out. 
No, that's wrong. 

614
00:34:06,680 --> 00:34:11,639
So you have to be authentic, but
not without making an 

615
00:34:11,639 --> 00:34:14,960
environment comfortable for 
everybody to coexist. 

616
00:34:15,159 --> 00:34:17,520
You have to be authentic, but 
you have to be considerate. 

617
00:34:17,760 --> 00:34:22,400
Another example is they can't 
say, OK, today the entire team 

618
00:34:22,400 --> 00:34:24,840
is going out to play golf and 
you say where? 

619
00:34:24,840 --> 00:34:26,199
Where I come from, we didn't 
play golf. 

620
00:34:26,199 --> 00:34:28,400
I'm not going to go. 
That's going to work against 

621
00:34:28,400 --> 00:34:29,880
you. 
You have to be authentic, but 

622
00:34:29,880 --> 00:34:32,600
you have to be wise. 
That's a team burning activity. 

623
00:34:32,800 --> 00:34:35,199
You don't know how to do it. 
Shrub anywhere and clap for the 

624
00:34:35,199 --> 00:34:38,840
others who are doing it right. 
So it's very important to be 

625
00:34:38,840 --> 00:34:42,000
authentic, but not at the cost 
of making an environment 

626
00:34:42,000 --> 00:34:44,480
uncomfortable for everybody else
to coexist. 

627
00:34:44,560 --> 00:34:46,040
Yes, I. 
Think that is you. 

628
00:34:46,199 --> 00:34:49,840
Can be authentic, Yeah, And keep
your authenticity. 

629
00:34:49,880 --> 00:34:54,360
And it could be something like, 
well, if this pepper is just too

630
00:34:54,360 --> 00:34:56,840
much and everybody will be 
coughing in the office, maybe I 

631
00:34:56,840 --> 00:34:59,520
should rather just eat this food
for dinner and take something 

632
00:34:59,520 --> 00:35:03,080
lighter for lunch in the office.
Golf is not what I play. 

633
00:35:03,320 --> 00:35:07,480
How about I go there because for
the team bonding and interact 

634
00:35:07,480 --> 00:35:10,400
with everybody else, clap for 
those who are playing and maybe 

635
00:35:10,400 --> 00:35:13,760
take one or two lessons because 
it's not something I grew up 

636
00:35:14,040 --> 00:35:16,920
playing. 
They should be your negotiables 

637
00:35:16,920 --> 00:35:19,160
and non negotiables when it 
comes to authenticity. 

638
00:35:19,400 --> 00:35:22,080
These are my values. 
I'm a Muslim, I'm a Christian, 

639
00:35:22,240 --> 00:35:24,400
nobody's going to force me to 
become an atheist. 

640
00:35:24,600 --> 00:35:27,720
That is black or white. 
That is not going to impact 

641
00:35:27,720 --> 00:35:29,680
anybody's coexistence in the 
workplace. 

642
00:35:29,880 --> 00:35:33,080
Stay true to your faith, but 
there are some other things that

643
00:35:33,280 --> 00:35:35,760
will clearly impact. 
It's going to make some people's

644
00:35:35,760 --> 00:35:38,080
chick turn red. 
Insist to do it, to say, OK, 

645
00:35:38,080 --> 00:35:39,640
this is me. 
Yeah, I'm being authentic. 

646
00:35:39,920 --> 00:35:41,480
Let me bring an example for 
myself. 

647
00:35:41,760 --> 00:35:45,840
Most African women are very 
loudly spoken, overly confident.

648
00:35:46,000 --> 00:35:47,800
That's me. 
When I walk into a room, I 

649
00:35:47,800 --> 00:35:50,560
dominate the room. 
But I've had a lot of situations

650
00:35:50,560 --> 00:35:52,800
where the people who report to 
me come to me and say some 

651
00:35:52,800 --> 00:35:54,240
that's why you speak to me. 
I feel scared. 

652
00:35:54,520 --> 00:35:56,480
And I'm like, Oh my God, why do 
you feel scared? 

653
00:35:56,640 --> 00:35:58,560
Like, Oh my God, your voice is 
sometimes loud. 

654
00:35:58,560 --> 00:36:00,080
It's very commanding. 
OK. 

655
00:36:00,800 --> 00:36:02,720
Oh, no, I wasn't really trying 
to shout at you. 

656
00:36:02,840 --> 00:36:05,960
So imagine if I said, well, 
that's the African woman thing. 

657
00:36:06,080 --> 00:36:09,040
If you can't take my voice is 
OK, I'm not going to have 

658
00:36:09,040 --> 00:36:10,560
anybody on my team like it or 
not. 

659
00:36:10,840 --> 00:36:15,280
But I have had to learn to tone 
it down sometimes when depending

660
00:36:15,280 --> 00:36:20,000
on who I'm talking to so that 
the same message, I'm not 

661
00:36:20,000 --> 00:36:23,720
diluting the message can go 
through and be understood. 

662
00:36:24,040 --> 00:36:26,280
Remember, communication is two 
ways. 

663
00:36:26,520 --> 00:36:28,720
You have to say what you're 
saying, but the other person has

664
00:36:28,720 --> 00:36:30,040
to understand what you're 
saying. 

665
00:36:30,080 --> 00:36:32,680
Now, if you take that 
authenticity bullshit and put it

666
00:36:32,680 --> 00:36:36,720
at the front and you're like, 
well, I'm a strong black woman, 

667
00:36:36,800 --> 00:36:39,480
I'm gonna speak and scream to 
the top of my voice. 

668
00:36:39,640 --> 00:36:41,000
If you don't get it, you don't 
get it. 

669
00:36:41,120 --> 00:36:43,240
You failed the basic possible 
communication. 

670
00:36:43,440 --> 00:36:46,960
Exactly. 
The message did not communicate.

671
00:36:47,200 --> 00:36:50,560
The reason why I brought in all 
of these examples is to say that

672
00:36:50,760 --> 00:36:53,360
you have to be authentic. 
You have to maintain your 

673
00:36:53,360 --> 00:36:55,200
identity, but you have to read 
the room. 

674
00:36:55,200 --> 00:36:59,080
Amazing know when to draw the 
line but sometimes the line may 

675
00:36:59,080 --> 00:37:03,480
not be white or black if I be 
Gray like they did LinkedIn 

676
00:37:03,560 --> 00:37:06,200
photo. 
Well, OK, so global leadership 

677
00:37:06,200 --> 00:37:09,680
patterns right through your 
involvement in the Commonwealth,

678
00:37:09,680 --> 00:37:13,240
Caribbean, Canada Leaders 
Dialogue, what patterns have you

679
00:37:13,240 --> 00:37:16,720
observed about leadership 
excellence across different 

680
00:37:16,880 --> 00:37:21,000
economic environment? 
Nice that across different 

681
00:37:21,000 --> 00:37:23,680
economic environments, 
leadership excellence is defined

682
00:37:23,680 --> 00:37:27,880
by adaptability, clarity of 
purpose, and respect for local 

683
00:37:27,880 --> 00:37:30,760
realities. 
Leaders who succeed globally 

684
00:37:30,920 --> 00:37:33,320
listen first. 
Sorry, the two. 

685
00:37:33,320 --> 00:37:36,720
Years one mouth for user, two 
years one mouth for. 

686
00:37:36,800 --> 00:37:39,520
Exactly, exactly. 
They listen first before they 

687
00:37:39,520 --> 00:37:43,320
prescribe solutions and then 
they align their strategy with 

688
00:37:43,480 --> 00:37:46,960
context rather than imposing 
uniform approaches. 

689
00:37:47,080 --> 00:37:52,560
So I can't leave Canada and go 
to Jamaica and I say this is how

690
00:37:52,560 --> 00:37:54,680
we do it in Canada, This is how 
you should do it. 

691
00:37:54,680 --> 00:37:57,720
No, you have to have respect for
local realities. 

692
00:37:57,960 --> 00:38:01,640
You should be able to adapt your
leadership style based on the 

693
00:38:01,640 --> 00:38:06,000
realities of the localization 
you're operating in at that 

694
00:38:06,280 --> 00:38:08,000
time. 
And the only way you're gonna 

695
00:38:08,000 --> 00:38:11,840
succeed at that is if you listen
first. 

696
00:38:12,000 --> 00:38:16,280
I was watching this master class
about this CIA agent. 

697
00:38:16,360 --> 00:38:20,000
I think he worked under Obama 
and Obama has sent him on a 

698
00:38:20,000 --> 00:38:25,360
mission to North Korea to 
establish a, to establish a 

699
00:38:25,400 --> 00:38:27,160
strategic relationship with 
North Korea. 

700
00:38:27,480 --> 00:38:31,120
And so he was talking about, 
even though I think the primary 

701
00:38:31,200 --> 00:38:34,400
thing that they wanted to get 
out of North Korea, they did not

702
00:38:34,400 --> 00:38:37,240
get, he said that on that 
mission. 

703
00:38:37,400 --> 00:38:42,720
That was the furthest they had 
gone in any negotiation whatever

704
00:38:42,960 --> 00:38:46,080
with North Korea. 
And to him, he categorized that 

705
00:38:46,080 --> 00:38:49,480
is success and the reason why he
categorized that and to him, he 

706
00:38:49,480 --> 00:38:53,360
categorized how far they went on
that negotiation is success. 

707
00:38:53,640 --> 00:38:57,040
And this were the things he did 
differently when he went there 

708
00:38:57,240 --> 00:38:59,680
and he arrived. 
He didn't just go, OK, I came 

709
00:38:59,680 --> 00:39:01,360
for us to talk about this, let's
go talk about this. 

710
00:39:01,400 --> 00:39:04,960
No, when he met with the 
minister he was going to meet 

711
00:39:04,960 --> 00:39:10,400
with, he accompanied him to the 
local Korea festivals, he danced

712
00:39:10,400 --> 00:39:13,960
with the people, he went with 
him to his kids school event, 

713
00:39:13,960 --> 00:39:17,400
went to all the monumental 
places in North Korea. 

714
00:39:17,600 --> 00:39:23,080
He digested the culture and the 
way of life, and he saw that the

715
00:39:23,080 --> 00:39:28,880
more he did that, the more they 
saw him as somebody who didn't 

716
00:39:28,880 --> 00:39:34,720
just come to get what he needed 
out of a negotiation, but 

717
00:39:34,840 --> 00:39:39,680
somebody who cared about the 
North Korean way of life, about 

718
00:39:39,680 --> 00:39:42,400
their values, about their 
principles. 

719
00:39:42,680 --> 00:39:46,240
And because he demonstrated that
they were more receptive and 

720
00:39:46,240 --> 00:39:50,280
more friendly to him. 
You see, this goes back to what 

721
00:39:50,280 --> 00:39:54,040
I spoke about cultural 
intelligence and a leader being 

722
00:39:54,040 --> 00:39:57,800
the one that has the honors to 
meet people where they're at. 

723
00:39:58,040 --> 00:40:00,400
People are more like you're more
likely to get. 

724
00:40:00,960 --> 00:40:04,760
Outcomes out of things. 
When you demonstrate that you 

725
00:40:04,760 --> 00:40:10,800
deeply care about the people 
you're working with beyond just 

726
00:40:10,800 --> 00:40:15,360
getting outcomes, even if just 
getting outcomes is your real 

727
00:40:15,360 --> 00:40:18,320
intention, if you don't 
demonstrate empathy, care, and 

728
00:40:18,320 --> 00:40:21,400
respect for their culture, that 
negotiation is going nowhere. 

729
00:40:21,520 --> 00:40:24,640
This is actually a very, very, 
super amazing illustration. 

730
00:40:24,640 --> 00:40:27,680
And then you just reminded me of
something that I always tell my 

731
00:40:27,680 --> 00:40:31,600
guests, I have only two goals on
this podcast. 

732
00:40:31,600 --> 00:40:33,680
That is to educate and to 
motivate. 

733
00:40:33,880 --> 00:40:37,000
And if you help me achieve those
goals, I'm very happy with you. 

734
00:40:37,000 --> 00:40:40,880
So from me to you today, baby 
niever. 

735
00:40:41,000 --> 00:40:43,920
Thank you very much. 
I'm very happy for, you know, 

736
00:40:44,000 --> 00:40:45,520
doing my own job for me. 
Wow. 

737
00:40:45,960 --> 00:40:49,440
So let's talk about your book, 
your book, the quarterback 

738
00:40:49,440 --> 00:40:52,200
framework. 
Like so the quarterback 

739
00:40:52,200 --> 00:40:55,720
metaphor, like that book 
actually held an under one 

740
00:40:55,720 --> 00:40:58,600
position for 90. 
Why did you choose the 

741
00:40:58,600 --> 00:41:01,960
quarterback metaphor to 
represent the even grand 

742
00:41:01,960 --> 00:41:04,160
experience in corporate in North
America? 

743
00:41:04,360 --> 00:41:07,280
Quarterback represents 
leadership under pressure. 

744
00:41:07,520 --> 00:41:12,000
Think about the qualities of an 
essential of an elite 

745
00:41:12,000 --> 00:41:15,240
quarterback. 
Pocket presence, composure. 

746
00:41:15,440 --> 00:41:17,760
It does not matter if the 
opponent is winning. 

747
00:41:18,040 --> 00:41:21,440
You keep playing undefeated with
that undefeated spirit until the

748
00:41:21,440 --> 00:41:23,960
final whistle is blown. 
Pocket presents. 

749
00:41:24,120 --> 00:41:26,840
It does not matter if somebody 
is shouting at you. 

750
00:41:26,840 --> 00:41:29,160
Stay calm. 
Confidence. 

751
00:41:29,320 --> 00:41:33,320
If your opponent is winning, you
can't keep your spirit down. 

752
00:41:33,600 --> 00:41:38,040
You keep playing like it's a 
fair field because you know that

753
00:41:38,040 --> 00:41:41,160
even if it's 10 minutes to the 
end of the game, you can still 

754
00:41:41,160 --> 00:41:43,680
emerge the winner. 
So when you look at the 

755
00:41:43,680 --> 00:41:47,520
qualities of an elite 
quarterback, those are the same 

756
00:41:47,520 --> 00:41:52,520
qualities I want the immigrant 
to possess in corporate North 

757
00:41:52,520 --> 00:41:54,600
America. 
It does not matter how many 

758
00:41:54,600 --> 00:41:57,840
times you get fired, you don't 
come back and say, my goodness, 

759
00:41:57,840 --> 00:42:00,080
I've been fired 2 times. 
I'm never going back to work. 

760
00:42:00,160 --> 00:42:04,080
So you keep fighting, you keep, 
you dust your resume, you go 

761
00:42:04,080 --> 00:42:07,360
back out there, you keep 
applying because trust me, until

762
00:42:07,360 --> 00:42:09,600
the final whistle is blown, 
which is you're dead. 

763
00:42:09,760 --> 00:42:13,000
Nobody has won over you. 
You need to even remember that. 

764
00:42:13,160 --> 00:42:16,000
And with the quarterback 
mindset, you would know this. 

765
00:42:16,440 --> 00:42:20,160
Nobody can sit in a boardroom 
and make a decision about your 

766
00:42:20,160 --> 00:42:22,640
destiny. 
The worst they can do is say 

767
00:42:22,640 --> 00:42:24,880
that you're not a good fit for 
this company. 

768
00:42:24,920 --> 00:42:28,160
But guess what? 
If you have an undefeated 

769
00:42:28,160 --> 00:42:31,120
spirit, 2 weeks later you could 
be in a better company. 

770
00:42:31,360 --> 00:42:34,040
A local champion could be 
kicking you out and telling you 

771
00:42:34,320 --> 00:42:36,960
you're not a good fit for our 
company, and two weeks later you

772
00:42:36,960 --> 00:42:39,640
are in Google if you didn't let 
your spirit go down. 

773
00:42:39,840 --> 00:42:43,360
So when I was writing 
quarterback, my goal was to 

774
00:42:43,400 --> 00:42:47,120
infuse the qualities of an elite
quarterback into the mindset of 

775
00:42:47,120 --> 00:42:49,880
the reader. 
I want you to know that you are 

776
00:42:49,880 --> 00:42:51,920
the champion. 
The quarterback is always 

777
00:42:51,920 --> 00:42:54,880
playing in unfamiliar terrains. 
It's not. 

778
00:42:54,880 --> 00:42:57,600
The field that they're playing 
in is not always a field that 

779
00:42:57,600 --> 00:43:00,960
they know naturally. 
For immigrants, you're already 

780
00:43:00,960 --> 00:43:02,520
playing in an unfamiliar 
terrain. 

781
00:43:02,520 --> 00:43:05,240
You left your home country, 
you're in a new country. 

782
00:43:05,240 --> 00:43:08,720
It's an unfamiliar terrain. 
They gave me stuff, But failure 

783
00:43:08,720 --> 00:43:10,480
is not an option. 
Pocket present. 

784
00:43:10,640 --> 00:43:14,240
You wouldn't go to work and your
manager scrolls at you and you 

785
00:43:14,240 --> 00:43:16,680
scrolled back. 
You dare not do that. 

786
00:43:16,880 --> 00:43:20,240
You know that when you do that. 
And if you're even black, if you

787
00:43:20,240 --> 00:43:23,680
become an angry black woman, 
Pocket presents, you stay calm, 

788
00:43:23,840 --> 00:43:28,480
even under pressure, even in 
unpleasant situations, you may 

789
00:43:28,640 --> 00:43:32,600
take your teas and your respect 
because you know that you have 

790
00:43:32,600 --> 00:43:34,680
it in you. 
And if you realize that that's 

791
00:43:34,680 --> 00:43:37,520
not an environment, a good 
environment for you, you walk 

792
00:43:37,520 --> 00:43:41,120
away with your head high. 
Because guess what? 

793
00:43:41,280 --> 00:43:43,800
I'm qualified. 
I'm triple qualified. 

794
00:43:44,480 --> 00:43:48,480
I've surmounted a lot of 
mountains, living a whole new 

795
00:43:48,480 --> 00:43:51,440
country, starting life in a 
whole new other country. 

796
00:43:51,600 --> 00:43:53,720
It is not this little thing 
you're putting in front of me 

797
00:43:53,720 --> 00:43:55,440
that's going to make me act out 
of character. 

798
00:43:55,680 --> 00:43:57,040
I'm not going to act out of 
character. 

799
00:43:57,040 --> 00:44:00,440
I won't tarnish my reputation. 
Because of you, I have a 

800
00:44:00,440 --> 00:44:03,360
brighter future ahead of me. 
There are other fields for me to

801
00:44:03,360 --> 00:44:06,600
play in bigger, bigger games 
more than this. 

802
00:44:06,680 --> 00:44:10,200
So I'm going to walk out of the 
situation with my head high, my 

803
00:44:10,200 --> 00:44:12,760
confidence and everything 
intact, and I'm going to be 

804
00:44:12,760 --> 00:44:15,040
playing in the bigger field 2 
weeks later. 

805
00:44:15,200 --> 00:44:18,800
So it was very intentional 
titling the book quarterback and

806
00:44:18,800 --> 00:44:20,480
the strategies that I wrote 
inside. 

807
00:44:20,720 --> 00:44:23,320
Because you are the quarterback 
of your career. 

808
00:44:23,480 --> 00:44:27,200
You are the mastermind. 
Nobody has the authority to 

809
00:44:27,200 --> 00:44:29,800
decide how that career goes 
except you. 

810
00:44:30,120 --> 00:44:33,040
The worst anybody can do is tell
you I want you out of my 

811
00:44:33,040 --> 00:44:37,760
company, but they have no power 
to determine how far or how 

812
00:44:37,920 --> 00:44:41,520
short your career turns out. 
Because in your hands, you and 

813
00:44:41,520 --> 00:44:43,640
you alone. 
Basin, your career is in your 

814
00:44:43,640 --> 00:44:46,320
hands. 
And of course, Speaking of elite

815
00:44:46,320 --> 00:44:50,360
level quarterbacks, what are 
your thoughts are Tom Brady? 

816
00:44:50,400 --> 00:44:54,360
Where does the best? 
The greatest of all time. 

817
00:44:54,480 --> 00:44:58,120
The greatest of all time. 
Out in the book, yeah, he's the 

818
00:44:58,120 --> 00:44:59,120
greatest. 
Oh wow. 

819
00:44:59,280 --> 00:45:03,320
You know, I, I really, really 
appreciate that guy and what his

820
00:45:03,520 --> 00:45:07,440
views, what he represents. 
But what being sticks out for me

821
00:45:07,440 --> 00:45:13,960
is the longevity of his career. 
Like how consistent consistently

822
00:45:13,960 --> 00:45:17,080
hard working, because hard work 
is not interesting, it is 

823
00:45:17,160 --> 00:45:19,680
boring. 
Nobody likes to work hard, but 

824
00:45:20,120 --> 00:45:22,800
I'd love for you to speak to the
power of consistency. 

825
00:45:22,920 --> 00:45:25,880
Another connecting dot I find 
between yourself and myself is 

826
00:45:25,880 --> 00:45:29,960
that we are African 
professionals, black African 

827
00:45:29,960 --> 00:45:33,560
professionals who have been able
to recognize the power of 

828
00:45:33,560 --> 00:45:36,760
consistency, right? 
If you are consistent at 

829
00:45:36,760 --> 00:45:41,680
something over for a long period
of time, yeah, the results will 

830
00:45:41,920 --> 00:45:45,640
be astronomers, the results will
be exponential. 

831
00:45:45,640 --> 00:45:49,240
So I think about myself for 
example, starting two years ago,

832
00:45:49,480 --> 00:45:53,400
right, within just two years, 
making it into the top 2% in the

833
00:45:53,400 --> 00:45:56,680
world. 
For context, there are over 4 

834
00:45:56,680 --> 00:46:00,360
million podcasts in the world 
and to be in the top 2% amongst 

835
00:46:00,360 --> 00:46:03,760
the 4 million it made and being 
African, right? 

836
00:46:04,000 --> 00:46:08,200
And looking at the time, I see 
people who started in 2020, that

837
00:46:08,200 --> 00:46:10,240
is COVID period. 
I was not even outside of the 

838
00:46:10,240 --> 00:46:15,360
country at the time, DC bar top 
5% and you top 2% and people ask

839
00:46:15,360 --> 00:46:17,200
me, oh, how do you get that 
high? 

840
00:46:17,360 --> 00:46:20,240
Look at the body of work. 
Go look at the body of work and 

841
00:46:20,240 --> 00:46:23,200
people see the massive number of
episodes, right? 

842
00:46:23,400 --> 00:46:26,920
But it has always been every 
week, every week, every week, 

843
00:46:26,920 --> 00:46:29,160
every week. 
And at the end of two years, you

844
00:46:29,160 --> 00:46:33,160
just see, whoa, so you have this
massive body of work, right? 

845
00:46:33,360 --> 00:46:36,920
And you know, looking at 
organizations like Better Help, 

846
00:46:36,920 --> 00:46:40,200
Better Help is number one in the
world, number one in the world 

847
00:46:40,440 --> 00:46:42,720
for online therapy. 
And they reached out to me and 

848
00:46:42,720 --> 00:46:45,640
said we admire your body of work
and would like to partner with 

849
00:46:45,640 --> 00:46:47,120
you. 
It was humbling for me, you 

850
00:46:47,120 --> 00:46:50,800
know, and I think validation 
when when you get corporate 

851
00:46:50,800 --> 00:46:55,080
validation, it kind of humbles 
you and makes you feel 

852
00:46:55,080 --> 00:46:57,720
appreciated. 
Like I likely to speak to the 

853
00:46:57,720 --> 00:47:01,240
power of consistency, you know, 
for the young especially. 

854
00:47:01,240 --> 00:47:03,560
Young people. 
You know, listening to us today.

855
00:47:03,640 --> 00:47:08,400
The sacred of your future is 
hidden in your daily routine and

856
00:47:08,960 --> 00:47:13,000
the word routine is consistent. 
It's something you do every day,

857
00:47:13,160 --> 00:47:16,480
every day, every day. 
You are going to get it really, 

858
00:47:16,480 --> 00:47:20,400
really wrong when you you think 
that oh, I'm just going to skip 

859
00:47:20,400 --> 00:47:23,040
the workout and then one day I'm
not going, I'm just going to 

860
00:47:23,240 --> 00:47:25,360
take a setting drug and the 
weight just goes down. 

861
00:47:25,520 --> 00:47:30,120
No, it doesn't happen like that.
In order to maintain a healthy 

862
00:47:30,120 --> 00:47:34,000
weight, a fit physique and it 
comes through the daily 

863
00:47:34,000 --> 00:47:37,000
consistent workout. 
It's not going to be 1 grand 

864
00:47:37,000 --> 00:47:41,320
gesture, gesture one day that is
going to save the day, right? 

865
00:47:41,440 --> 00:47:45,120
Same with your career is 
consistently showing up every 

866
00:47:45,120 --> 00:47:47,840
day and consistently doing great
work. 

867
00:47:48,120 --> 00:47:51,720
It's not one grand gesture one 
day that's going to make you an 

868
00:47:52,240 --> 00:47:55,440
excellent internal auditor or 
it's going to make you out, but 

869
00:47:55,480 --> 00:47:57,120
instant. 
It doesn't work like that. 

870
00:47:57,360 --> 00:48:00,840
So every time when I when I 
speak with youths, 

871
00:48:01,080 --> 00:48:04,960
professionals, I tell them that 
the secret of your future is 

872
00:48:04,960 --> 00:48:08,560
hidden in your daily routine. 
And that routine, everything 

873
00:48:08,560 --> 00:48:11,040
about that routine is 
consistency is boring. 

874
00:48:11,240 --> 00:48:14,320
Yes, it is boring, but you have 
to wake up and do it every day. 

875
00:48:14,320 --> 00:48:15,880
Amazing. 
I was Speaking of boring. 

876
00:48:15,880 --> 00:48:19,320
I remember having to write the 
professional exams, you know. 

877
00:48:20,320 --> 00:48:23,760
Yeah, back in those days, you 
know, studied every day, studied

878
00:48:23,760 --> 00:48:26,160
every day, and then, you know, 
get the results. 

879
00:48:26,160 --> 00:48:28,800
It's really, really amazing. 
And it's kind of amazing. 

880
00:48:28,800 --> 00:48:32,600
How many kilometers? 
How many mountains? 

881
00:48:32,600 --> 00:48:37,200
How many, you know, seas and 
oceans we've had to cross to get

882
00:48:37,200 --> 00:48:39,040
to where we are today? 
Cool. 

883
00:48:39,440 --> 00:48:40,600
You did it. 
You did it. 

884
00:48:40,640 --> 00:48:43,760
Oh, they did a rather plus what 
they did, you know. 

885
00:48:44,160 --> 00:48:47,400
And you know, it's something I'd
like for you to speak quickly 

886
00:48:47,400 --> 00:48:50,960
about the faith aspect because I
remember sometime last year I 

887
00:48:50,960 --> 00:48:53,640
was speaking with somebody and 
then I told them, but it's not 

888
00:48:53,640 --> 00:48:56,520
possible for me to feel like it 
is not possible. 

889
00:48:56,520 --> 00:48:58,680
Like we got all things are 
possible. 

890
00:48:58,840 --> 00:49:01,520
And did you know the 
probability, right? 

891
00:49:01,720 --> 00:49:04,920
If if a lot of times you 
wouldn't appreciate the, the 

892
00:49:04,920 --> 00:49:07,680
journey of an immigrant, 
especially the journey of a 

893
00:49:07,680 --> 00:49:10,920
black immigrant, right? 
If you're born in Africa, it 

894
00:49:10,920 --> 00:49:14,560
feels like you are not starting 
life at the point of origin. 

895
00:49:14,560 --> 00:49:18,200
You're starting at maybe -5 and 
you need to beat the odds to get

896
00:49:18,200 --> 00:49:25,360
to the origin. 100. 
This should be a highlight reel 

897
00:49:25,360 --> 00:49:30,680
-100 you know, and then you're 
from Cameroon or from Nigeria. 

898
00:49:30,840 --> 00:49:33,800
Think about how, like, do you 
know how many accidents go to 

899
00:49:34,080 --> 00:49:36,760
save me from. 
Do you know how easy it is to 

900
00:49:36,760 --> 00:49:39,320
lose yourself, to lose your 
life, you know, in Nigeria or 

901
00:49:39,320 --> 00:49:41,680
Cameroon? 
And then I left there, Yeah, 

902
00:49:41,760 --> 00:49:45,800
moved, you know, countries and, 
you know, promotion after 

903
00:49:45,800 --> 00:49:48,120
promotion, denture after 
adventure. 

904
00:49:48,440 --> 00:49:52,720
Come on, you, you're, you're, 
you have come way too far just 

905
00:49:52,720 --> 00:49:54,560
to come this far. 
Do you ever think that way? 

906
00:49:54,560 --> 00:49:58,320
And of course, like what's the 
role of in your tribe and most 

907
00:49:58,320 --> 00:50:00,800
of. 
I like when you said that you 

908
00:50:00,800 --> 00:50:03,560
can never fail. 
It's impossible to fail and the 

909
00:50:03,560 --> 00:50:08,200
reason why that statement is 
true is because all things work 

910
00:50:08,200 --> 00:50:11,600
together for good to them that 
love the Lord and to those who 

911
00:50:11,600 --> 00:50:14,400
are called according to. 
His purpose? 

912
00:50:14,640 --> 00:50:19,520
And so if you believe that 
Romans 828, you realize that 

913
00:50:19,680 --> 00:50:24,000
that two principles hold true. 
The only thing that counts as 

914
00:50:24,000 --> 00:50:27,560
failure in this life is the 
chances you didn't take and the 

915
00:50:27,560 --> 00:50:30,280
chances you took but you gave in
your mediocre self. 

916
00:50:30,280 --> 00:50:34,200
You didn't do your best, you 
took it for granted, but as long

917
00:50:34,200 --> 00:50:37,680
as you took the chance and you 
gave it your best shot, what 

918
00:50:37,680 --> 00:50:41,480
comes out of it is the result. 
Now that result could be what 

919
00:50:41,480 --> 00:50:44,720
you want or what you know you'd 
want but depends on. 

920
00:50:44,720 --> 00:50:47,920
Depending on your faith level 
and your work with God, you are 

921
00:50:48,000 --> 00:50:51,960
able to see the message in 
either result you get. 

922
00:50:52,160 --> 00:50:57,120
Definitely you will be expecting
a certain outcome in mind right?

923
00:50:57,360 --> 00:51:00,880
A lot of people would think if I
don't get the outcome I wanted, 

924
00:51:00,880 --> 00:51:04,120
I failed. 
No, no, you did not fail if you 

925
00:51:04,120 --> 00:51:05,960
didn't get the outcome you 
wanted. 

926
00:51:06,000 --> 00:51:08,520
But this was something you put 
in your best and you did 

927
00:51:08,520 --> 00:51:10,760
everything right and you were 
expecting outcome A. 

928
00:51:10,840 --> 00:51:13,720
You got outcome B. 
God has probably given you what 

929
00:51:13,720 --> 00:51:15,880
you need and know what you 
wanted. 

930
00:51:16,120 --> 00:51:19,440
And what you have to do is 
reframe your mindset and how 

931
00:51:19,440 --> 00:51:23,400
you're looking at it. 
Because chances are, the B you 

932
00:51:23,400 --> 00:51:26,600
got instead of the A is what is 
going to propel you forward, 

933
00:51:26,840 --> 00:51:30,240
depending on how you look at it.
My greatest breakfast in life 

934
00:51:30,240 --> 00:51:33,720
have come from the things that a
kind of mind would have seen as 

935
00:51:33,720 --> 00:51:37,040
failure, but they were just the 
best outcome that God wanted for

936
00:51:37,040 --> 00:51:38,640
me. 
Preach it, preach it. 

937
00:51:38,640 --> 00:51:42,800
But it's it's amazing. 
Do you know what is my favorite 

938
00:51:42,800 --> 00:51:46,080
Bible verse? 
No Philippians chapter 4 verse 

939
00:51:46,080 --> 00:51:47,840
13. 
I can do all things. 

940
00:51:47,840 --> 00:51:49,680
Surprises strengthens me. 
Exactly. 

941
00:51:49,960 --> 00:51:52,480
All things. 
Not some things, not a lot of 

942
00:51:52,480 --> 00:51:54,880
things. 
All things we have to say yes, 

943
00:51:55,120 --> 00:51:58,000
yeah, yeah. 
I love that scripture. 

944
00:51:58,000 --> 00:52:01,040
Keep you going. 
You know, let's talk about 

945
00:52:01,040 --> 00:52:03,920
mentorship and financially to 
racing. 

946
00:52:04,080 --> 00:52:08,240
So mentorship is central to your
work with Junior Achievement 

947
00:52:08,440 --> 00:52:12,520
Southern Alberta. 
How does teaching financially 

948
00:52:12,520 --> 00:52:16,240
Tracy to young people sharpen 
your strategic decision making 

949
00:52:16,280 --> 00:52:19,800
as a corporate leader? 
You know that anything that you 

950
00:52:19,800 --> 00:52:24,040
teach, the knowledge you have of
in multiplies I mean CPA. 

951
00:52:24,120 --> 00:52:32,200
So definitely yeah, it's I 
understand finances and taxis 

952
00:52:32,200 --> 00:52:34,400
and investment because things 
that I learned. 

953
00:52:34,560 --> 00:52:39,520
However, it is in the teaching 
of it that my knowledge of it 

954
00:52:39,520 --> 00:52:43,080
has been refined and I genuinely
enjoy doing it because teaching 

955
00:52:43,080 --> 00:52:48,920
young people how to grow money 
and save money and preserve 

956
00:52:48,920 --> 00:52:53,520
money and the tax system and how
to take advantage of the tax 

957
00:52:53,520 --> 00:52:56,680
system that the tax haven, 
because this is a company that 

958
00:52:56,680 --> 00:52:59,560
is heavily taxed. 
Sometimes my boys pay up to 40% 

959
00:52:59,560 --> 00:53:02,920
in taxes. 
You need to understand the 

960
00:53:03,000 --> 00:53:06,240
things that the government has 
put in place to give you a tax 

961
00:53:06,240 --> 00:53:09,080
breeder, the tax free savings 
account, the registered 

962
00:53:09,080 --> 00:53:11,560
retirement account. 
If you don't take advantage of 

963
00:53:11,640 --> 00:53:15,160
all of these breaks that the 
government has put in place, all

964
00:53:15,160 --> 00:53:17,760
you're going to do in this 
country is work and pay taxes. 

965
00:53:18,000 --> 00:53:20,880
And so I'm really passionate 
about helping people gain 

966
00:53:20,880 --> 00:53:24,360
financial freedom when I do 
these things and it helps me in 

967
00:53:24,360 --> 00:53:26,480
return. 
That's that's the gift to gain 

968
00:53:26,480 --> 00:53:28,520
part of it. 
I'm giving, but I'm gaining. 

969
00:53:28,720 --> 00:53:31,280
Amazing, amazing. 
I I love the way you framed it 

970
00:53:31,320 --> 00:53:35,840
that you know, if you know 
something, it sort of like gets 

971
00:53:35,960 --> 00:53:39,160
multiplied if you teach and 
that's another connecting dot 

972
00:53:39,160 --> 00:53:42,800
that yourself and myself have. 
I used to be a teacher, right? 

973
00:53:44,400 --> 00:53:48,120
I your CPA. 
I'm an ACA, so I taught 

974
00:53:48,120 --> 00:53:52,280
corporate reporting, financial 
reporting, financial accounting 

975
00:53:52,640 --> 00:53:56,920
for the professional students 
writing their professional 

976
00:53:56,920 --> 00:54:01,360
exams. 
And it's amazing the exponential

977
00:54:01,680 --> 00:54:06,440
way in which I was able to 
understand the concepts. 

978
00:54:06,760 --> 00:54:10,080
Of course, it's one thing to 
study and pass exams on your own

979
00:54:10,080 --> 00:54:13,200
is another thing for you to 
study for the purpose of 

980
00:54:13,480 --> 00:54:16,160
impacting that knowledge on 
another person. 

981
00:54:16,160 --> 00:54:19,280
And even when you're in the 
classroom, questions that 

982
00:54:19,280 --> 00:54:22,160
different individuals ask you 
make you see things from 

983
00:54:22,160 --> 00:54:25,280
different lenses, different 
perspectives, and it broadens 

984
00:54:25,280 --> 00:54:27,840
your horizon. 
It's a, it's a really, really 

985
00:54:27,840 --> 00:54:30,040
amazing thing to be a teacher, 
right? 

986
00:54:30,160 --> 00:54:33,040
So relationships and alignment, 
right? 

987
00:54:33,360 --> 00:54:37,480
You often say the quality of our
lives depends on the quality of 

988
00:54:37,480 --> 00:54:40,400
our relationships. 
So how do you intentionally 

989
00:54:40,400 --> 00:54:46,360
evaluate and elevate your 
professional circle to ensure 

990
00:54:46,360 --> 00:54:50,280
alignment with your Fortune 100 
CEO goal? 

991
00:54:50,800 --> 00:54:55,600
The quality of our lives depend 
on the quality of our 

992
00:54:55,640 --> 00:54:59,520
relationships. 
It goes down to people. 

993
00:54:59,720 --> 00:55:03,000
People are more likely to give 
opportunities to people that 

994
00:55:03,000 --> 00:55:06,320
they like and trust, not who is 
most competent. 

995
00:55:06,560 --> 00:55:09,880
People are more likely to work 
with people that they like and 

996
00:55:09,880 --> 00:55:14,960
trust, not who check the box on 
every qualification that was 

997
00:55:14,960 --> 00:55:20,800
mentioned on the job advert. 
So the most important capital is

998
00:55:20,800 --> 00:55:24,280
your relationship capital. 
The most important currency you 

999
00:55:24,280 --> 00:55:26,080
have is your relationship 
currency. 

1000
00:55:26,400 --> 00:55:28,880
And so for me, I don't take that
lightly. 

1001
00:55:28,880 --> 00:55:33,840
I do the work of investing into 
my relationships, the 

1002
00:55:33,840 --> 00:55:37,840
relationships I want to keep. 
It's a lot of work to maintain 

1003
00:55:37,840 --> 00:55:40,440
relationships, so you can't go 
having relationship with 

1004
00:55:40,440 --> 00:55:46,680
everybody because you. 
Yeah, that's honest to all. 

1005
00:55:48,160 --> 00:55:50,520
You can't go around have a 
relationship with everybody, you

1006
00:55:50,520 --> 00:55:52,080
know. 
It sounds more like the robotic 

1007
00:55:52,080 --> 00:55:55,840
relationship, Yeah. 
That's not what I'm talking 

1008
00:55:56,160 --> 00:55:58,040
about. 
That's not what I'm talking 

1009
00:55:58,040 --> 00:55:59,040
about. 
Like. 

1010
00:55:59,840 --> 00:56:03,720
Even let me interrupt you a bit.
Let me interrupt you a bit. 

1011
00:56:03,720 --> 00:56:08,080
I remember in London, this girl 
from Hungary, and then she was 

1012
00:56:08,080 --> 00:56:10,240
telling me I want a 
relationship. 

1013
00:56:10,400 --> 00:56:16,360
I want a relationship. 
I think, I think I'm having when

1014
00:56:16,360 --> 00:56:20,280
I say flashbacks it, it, it was 
like at a social event and you 

1015
00:56:20,280 --> 00:56:23,040
know, with the accent. 
I want a relationship, want a 

1016
00:56:23,040 --> 00:56:23,600
relation. 
Oh. 

1017
00:56:24,160 --> 00:56:27,520
My God, Oh my God. 
You're telling me you can't keep

1018
00:56:27,520 --> 00:56:30,080
having relationship up or down? 
Maybe I should tell that person 

1019
00:56:30,080 --> 00:56:33,360
you can't have relationship. 
No, no, you can't. 

1020
00:56:33,600 --> 00:56:36,600
You can't. 
You can't just, it's at the end 

1021
00:56:36,600 --> 00:56:38,640
of the day, it's gonna be very 
shallow, right. 

1022
00:56:38,680 --> 00:56:41,440
And yeah, identify. 
Yourself in. 

1023
00:56:41,440 --> 00:56:44,440
There's going to be. 
Don't spread yourself in there's

1024
00:56:44,440 --> 00:56:47,040
going to be close friends that 
going there's going to be 

1025
00:56:47,040 --> 00:56:49,960
acquaintances, there's going to 
be professional networks. 

1026
00:56:50,040 --> 00:56:54,040
You, you, you have to define for
yourself how frequently you want

1027
00:56:54,040 --> 00:56:55,880
to keep contact with each of 
these buckets. 

1028
00:56:56,040 --> 00:56:57,880
Maybe professional network. 
You want to say, hey, can we 

1029
00:56:57,880 --> 00:57:00,040
grab a coffee every once in six 
months? 

1030
00:57:00,280 --> 00:57:02,360
Because you know that in a 
professional space, these 

1031
00:57:02,360 --> 00:57:05,920
relationships are very 
important, right That closely. 

1032
00:57:06,400 --> 00:57:08,560
These are the ones where you can
be calling on WhatsApp and you 

1033
00:57:08,560 --> 00:57:11,840
guys are just gisting everyday. 
That's not what we're talking 

1034
00:57:11,840 --> 00:57:13,200
about. 
I think now we are really 

1035
00:57:13,200 --> 00:57:15,680
focused on maintaining the 
professional relationships. 

1036
00:57:15,840 --> 00:57:18,560
It's very important to for the 
professional relationships you 

1037
00:57:18,560 --> 00:57:22,480
want to maintain, even if it's a
once a year coffee meeting, to 

1038
00:57:22,480 --> 00:57:25,560
just sit and talk about how the 
year has been. 

1039
00:57:25,840 --> 00:57:30,160
My very first employer in Canada
12 years ago, I think she was 

1040
00:57:30,160 --> 00:57:34,200
the person who gave me my first 
years and then referred me to EY

1041
00:57:34,240 --> 00:57:36,720
12 years later without working 
there. 

1042
00:57:36,840 --> 00:57:40,560
She and I have a coffee meeting 
January of every year just to 

1043
00:57:40,560 --> 00:57:43,040
talk about how is life going, 
how's your career going? 

1044
00:57:43,240 --> 00:57:45,520
Any areas you need advice from 
me? 

1045
00:57:45,720 --> 00:57:50,520
Yeah, and once a year. 
And it is still a very solid 

1046
00:57:50,520 --> 00:57:53,520
relationship. 
So to preserve a relationship, 

1047
00:57:53,520 --> 00:57:56,520
you don't have to talk to them 
every day or go out with them 

1048
00:57:56,520 --> 00:57:58,960
every month. 
It can be once a year or once 

1049
00:57:58,960 --> 00:58:01,880
it's six months, but it could be
a very quality one hour. 

1050
00:58:02,080 --> 00:58:05,240
Just don't make relationships 
transactional that you're only 

1051
00:58:05,240 --> 00:58:07,520
reaching out to somebody at a 
point where, oh, you're out of 

1052
00:58:07,520 --> 00:58:09,720
job and you need another job and
that's when you have to speak 

1053
00:58:09,720 --> 00:58:12,000
with them. 
Nourish the relationships 

1054
00:58:12,040 --> 00:58:14,960
throughout so that it's not a 
transactional something. 

1055
00:58:15,240 --> 00:58:17,200
I think relationships should not
be transactional. 

1056
00:58:17,320 --> 00:58:21,280
Yeah, I totally agree with that.
I totally, totally agree with 

1057
00:58:21,280 --> 00:58:22,640
that. 
And of course, Speaking of, you 

1058
00:58:22,640 --> 00:58:25,680
know, quality relationships, 
myself and yourself, we're able 

1059
00:58:25,680 --> 00:58:29,800
to connect due to a quality 
relationship with our virtual 

1060
00:58:29,800 --> 00:58:32,800
friend. 
So big shout out to Damilola if 

1061
00:58:32,800 --> 00:58:38,680
you're watching this baby, they 
have the podcast today and 

1062
00:58:38,960 --> 00:58:41,840
you're going to move to the 
rapid fire ground. 

1063
00:58:42,120 --> 00:58:46,960
Are you ready to rumble? 
Let us go, let us go. 

1064
00:58:46,960 --> 00:58:49,200
So I'm going to ask you 5 
questions. 

1065
00:58:49,480 --> 00:58:52,960
Just tell me what comes to your 
mind real quick and wrap it up. 

1066
00:58:53,200 --> 00:58:55,440
So number one is the legacy 
metric. 

1067
00:58:55,440 --> 00:58:59,920
So when you step into a Fortune 
100 CEO bro, what is the first 

1068
00:58:59,920 --> 00:59:03,840
structural change you will make 
to define the workplace of the 

1069
00:59:03,840 --> 00:59:06,120
future? 
Our embed leadership development

1070
00:59:06,200 --> 00:59:09,200
coming into the core strategy 
with the focus on people first 

1071
00:59:09,200 --> 00:59:11,280
leadership and striking the 
balance. 

1072
00:59:11,600 --> 00:59:14,080
Amazing, amazing. 
It means first AI debt. 

1073
00:59:14,320 --> 00:59:16,800
So #2 question the growth 
catalyst. 

1074
00:59:16,800 --> 00:59:21,640
So what is 1 overlooked 
technology risk that leaders are

1075
00:59:21,760 --> 00:59:24,160
underestimated right now? 
Lastly. 

1076
00:59:24,280 --> 00:59:26,600
Ethical governance of AI? 
None of it. 

1077
00:59:27,280 --> 00:59:30,200
That, yeah, yeah, I appreciate 
that. 

1078
00:59:30,200 --> 00:59:33,320
I appreciate that it's something
that we have spoken on on this 

1079
00:59:33,320 --> 00:59:36,720
show multiple times. 
And really for you articulating 

1080
00:59:36,720 --> 00:59:40,560
it that way, I think you need, 
you deserve maybe in the next 

1081
00:59:40,560 --> 00:59:44,680
Grammys would have a Nadine Niba
with a nomination for the next 

1082
00:59:44,680 --> 00:59:48,240
Rabbits. 
So, the essential assets beyond 

1083
00:59:48,240 --> 00:59:53,000
your CPA and NBA, what single 
skill has generated the greatest

1084
00:59:53,000 --> 00:59:55,720
return in your career? 
Strategic visibility. 

1085
00:59:55,800 --> 00:59:57,480
Amazing. 
Yeah, I love that. 

1086
00:59:57,480 --> 00:59:59,280
I love that. 
You know, because when I think 

1087
00:59:59,280 --> 01:00:01,920
about it, NBA, you have an AB as
well. 

1088
01:00:02,040 --> 01:00:05,680
I'm an ACA year CPA, Yeah, but 
the green economics as well. 

1089
01:00:05,920 --> 01:00:10,440
But I think about to be what has
really even me the greatest 

1090
01:00:10,440 --> 01:00:12,560
returns has been relationship 
building. 

1091
01:00:12,800 --> 01:00:14,920
It's not just about the 
credentials. 

1092
01:00:15,080 --> 01:00:18,120
Yeah, it's about the 
relationships that you build a 

1093
01:00:18,120 --> 01:00:20,120
lot the way. 
So let's talk about the 

1094
01:00:20,120 --> 01:00:23,000
immigrant edge. 
What cultural value from 

1095
01:00:23,080 --> 01:00:27,360
Cameroon do you protect fiercely
in North American boardrooms? 

1096
01:00:27,360 --> 01:00:29,560
Community. 
Amazing, amazing. 

1097
01:00:29,920 --> 01:00:31,200
So I've. 
Never had a word. 

1098
01:00:32,000 --> 01:00:34,240
You know, we, we, we grew up in 
a very communal. 

1099
01:00:34,360 --> 01:00:36,960
The lifestyle back home is very 
communal. 

1100
01:00:37,000 --> 01:00:39,920
Yeah. 
Very, very, Yeah, Highly, 

1101
01:00:39,920 --> 01:00:43,120
highly. 
And even in corporate spaces, I 

1102
01:00:43,120 --> 01:00:46,640
haven't dropped that part of me.
And, you know, it's amazing what

1103
01:00:46,640 --> 01:00:48,360
we can do with technology these 
days. 

1104
01:00:48,360 --> 01:00:52,800
You can also strengthen the bond
of a community by leveraging our

1105
01:00:52,800 --> 01:00:56,880
technology tools to close 
feasible gaps. 

1106
01:00:57,040 --> 01:01:01,200
So the final word If your lifes 
work were distilled into one 

1107
01:01:01,200 --> 01:01:04,520
sentence for the next generation
of leaders, what would? 

1108
01:01:04,560 --> 01:01:08,160
One sentence for the next 
generation of leader. 

1109
01:01:08,160 --> 01:01:11,200
Let's see of the rest of your 
life depends on the quality of 

1110
01:01:11,200 --> 01:01:13,920
your relationship. 
Amazing you. 

1111
01:01:14,960 --> 01:01:17,360
I keep saying this even at the 
experts. 

1112
01:01:17,360 --> 01:01:20,960
Sounded like a broken record. 
But the fortunate and 

1113
01:01:20,960 --> 01:01:26,640
unfortunate it is that it is 
100% true, no lies told. 

1114
01:01:27,760 --> 01:01:33,680
Yes, 100% true, no lies told. 
You know, this, it's, it's good 

1115
01:01:33,680 --> 01:01:38,080
to always have, you know, 
sayings that you leave by or you

1116
01:01:38,080 --> 01:01:41,520
can even die by, right? 
And you keep repeating it. 

1117
01:01:41,840 --> 01:01:44,480
It's amazing. 
I, I mentor like a group of 

1118
01:01:44,520 --> 01:01:48,600
podcasters, right? 
And it's, it's crazy when you're

1119
01:01:48,600 --> 01:01:51,800
a pacesetter. 
As a Black person, I've been 

1120
01:01:51,840 --> 01:01:56,800
privileged to mentor guys in the
top 5% and two guys in the top 

1121
01:01:56,800 --> 01:01:59,480
10% and one of them stole my 
life. 

1122
01:02:00,120 --> 01:02:03,480
That I always tell people, and 
this is my authentic life. 

1123
01:02:03,600 --> 01:02:05,560
You know? 
Alice say gratitude is good. 

1124
01:02:05,560 --> 01:02:07,080
What's that? 
Please tell me. 

1125
01:02:08,040 --> 01:02:10,760
Gratitude is good attitude, 
Yeah. 

1126
01:02:10,800 --> 01:02:13,520
And when a person shares the 
time with you, they share their 

1127
01:02:13,520 --> 01:02:16,920
life with you because the SI 
units were measuring life this 

1128
01:02:16,920 --> 01:02:19,080
time. 
So thank you very much, Nadine, 

1129
01:02:19,160 --> 01:02:21,560
for sharing your life and your 
time with me today on The 

1130
01:02:21,560 --> 01:02:24,440
Kingdom's podcast and Diary of a
CFO. 

1131
01:02:24,480 --> 01:02:27,360
And for me, it is goodbye to the
guys, right? 

1132
01:02:27,560 --> 01:02:31,760
But guys, what's up, what's up? 
Watch our ads, you know what it 

1133
01:02:31,760 --> 01:02:34,720
has on YouTube and Spotify. 
And always go for something in 

1134
01:02:34,720 --> 01:02:37,520
your lives, right? 
Conceive belief, strive to 

1135
01:02:37,520 --> 01:02:40,680
thrive and achieve. 
Lady Niba, do you want to leave 

1136
01:02:40,680 --> 01:02:44,000
a shout out to anybody or do you
have any last words before you 

1137
01:02:44,000 --> 01:02:47,400
say goodbye? 
My last words to you is the 

1138
01:02:47,400 --> 01:02:51,400
secret of your future is hidden 
in your daily routine, so stay 

1139
01:02:51,400 --> 01:02:53,640
consistent. 
I'm amazing. 

1140
01:02:53,640 --> 01:02:56,200
I love that. 
I love that I love that I love 

1141
01:02:56,200 --> 01:02:59,040
that, I love that. 
I love that Consistency is a 

1142
01:02:59,040 --> 01:03:02,160
weapon, and I like to say I 
weaponize consistency. 

1143
01:03:02,160 --> 01:03:04,400
So you've heard it from me, 
you've heard it from the game. 

1144
01:03:04,520 --> 01:03:07,040
So guys go out there and put in 
the work. 

1145
01:03:07,280 --> 01:03:10,280
So it's goodbye from me, and of 
course it's goodbye from Dating 

1146
01:03:10,280 --> 01:03:11,280
Bieber. 
Bye. 

1147
01:03:11,520 --> 01:03:11,800
Bye.