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Description:How are you? I confess to having mixed emotions about how to respond to this question. On the one hand, I'm having fun in my business and everyone around me is healthy. On the other hand, I have a lot of friends worried about losing their jobs to anti-DEI policies, my favorite national forests are less safe because of ranger firings, and there are people in my community worried about being deported. I felt this similar mix of emotions during COVID. Today, my guest and I will dig into how to lead yourself and others in this fragmented and disconcerting time.Sponsor Spot 1:Before we get started, I would like to thank Summer Pops Math Workbooks for sponsoring today's show. The team at Summer Pops are educators with a passion for preventing the backwards summer slide in math, and Summer Pops is a unique and engaging approach to summer enrichment. I encourage you to connect with Summer Pops for free workbook samples. Go to https://summerpopsworkbooks.com/sample-request-page/ to get your free copy and of course, the link is in the show notes.Guest Bio:Dr. Alford-Keith is a central services leader at one of the nation's largest school districts. Her areas of expertise are in strategic planning, innovation, equity, and family engagement. She's joining me today to talk about what it's like right now to be navigating our latest round of "uncertain" times as public schools leaders.Warmup questions:We always like to start with a celebration. What are you celebrating today?How are you?Questions/Topics/PromptsPre-question: What's the range of impact on leaders' emotional states based on the uncertainties out there?It's a wild time to be an educational leader. We preach about self-care, now more than ever, but it is easy for those suggestions to ring hollow. I'd like to talk about the ways we nurture our own resilience. I want to break this down into a couple areas:What we do for ourselves outside of the work.How we build intellectual and technical resilienceHow we nurture our own resilience in collaboration with others.Sponsor Spot 4:Before we wrap, I'd like to thank Kaleidoscope Adventures for sponsoring today's show. Lots of companies can help you organize class trips, but Kaleidoscope helps you organize adventures – because isn't that what student trips should be? Kaleidscope is a full-service tour company offering a range of adventure opportunities and they excel at customizing trips based on your unique context, needs, and goals. Kaleidoscope offers exceptional travel experiences for students (and their group leaders). Thinking about student travel? Reach out to Kaleidoscope using the link in the show notes.Closing thoughts:Connection and community sustain resilienceFocus on what you control and ignore the noiseYou can't do everything – take time to invest in your well-beingThe mode of your response dictates the mode of accessSponsorship:I want to thank IXL for sponsoring this podcast…Everyone talks about the power of data-driven instruction. But what does that actually look like? Look no further than IXL, the ultimate online learning and teaching platform for K to 12. IXL gives you meaningful insights that drive real progress, and research can prove it. Studies across 45 states show that schools who use IXL outperform other schools on state tests. Educators who use IXL love that they can easily see how their school is performing in real-time to make better instructional decisions. And IXL doesn't stop at just data. IXL also brings an entire ecosystem of resources for your teachers, with a complete curriculum, personalized learning plans, and so much more. It's no wonder that IXL is used in 95 of the top 100 school districts. Ready to join them? Visit http://ixl.com/assistant to get started.Thank you to our sponsors!IXL: https://www.ixl.com/assistant SummerPops: https://summerpopsworkbooks.com/sample-request-page/ Kaleidoscope Adventures: https://www.kaleidoscopeadventures.com/the-assistant-principal-podcast-kaleidoscope-adventures/digiCOACH: https://digicoach.com/ Leigh Ann's LinkedIn Frederick's Links:Email: frederick@frederickbuskey.comWebsite: https://www.frederickbuskey.com/ LinkedIn: http://www.linkedin.com/in/strategicleadershipconsulting Daily Email subscribe: https://adept-experimenter-3588.ck.page/fdf37cbf3a The Strategic Leader's Guide to Reclaiming Purpose: https://www.amazon.com/dp/B0CWRS2F6N?ref_=pe_93986420_774957520

Description:How do you build a ministry that multiplies disciples? In this episode of Gospel Talks, host George Binoka sits down with Pastor Brad Stilly, a seasoned Exchange trainer, to discuss the power of relational evangelism and discipleship. Pastor Brad shares his journey in ministry, the impact of coaching, and how to overcome resistance to evangelism. Whether you're a church leader or a believer looking to be more effective in sharing the gospel, this episode is packed with wisdom and encouragement.

Description: How do we posture our mind and body to abide in the vine and access the power and presence of the Holy Spirit? Join us this Sunday as we learn more about the practices that Jesus teaches as we seek clarity together.`

Description: How do we pattern our lives after Jesus so that we can actually do what he did? In this teaching, we explore the next steps in forming our lives around the practices of Jesus.

DESCRIPTION: How does a former business CEO and president of the Tralee Chamber of Commerce become a convicted criminal, and why was he involved in the biggest seizure of crystal meth in Irish history? Host: Ellen Coyne Guests: Jerry O'Sullivan & Ralph RiegelSee omnystudio.com/listener for privacy information.

Description: How do we experience peace in the middle of hurt or disappointment? Join us this Sunday to gain some Biblical tools on how to experience peace in the times when you least expect to.

Description: "How much should a man spend on a first date? This video delves deep into the do's and don'ts of first-date spending. We cover everything from budget-friendly ideas to the psychological impact of splurging too much. Discover why the amount you spend isn't as important as creating a genuine connection. Whether you're going out for coffee or planning a fancy dinner, this guide will help you make the right choice while keeping your wallet in check. Tune in to learn how to balance finances and romance in today's dating scene." Podcast: Monday and Thursday Like subscribe share and support the channel. www.theoracle19radio.com www.linktree.com/evolutionoflondon www.patreon.com/evolutionoflondon www.rumble.com/theoracle19 www.theoracle19radio.com business sponsorship inquiries: evolutionoflondon@gmail.com shop now: www.evolutionoflondon.com(online shopping mall) www.evolutionoflondon.org(custom clothing accessories digital products) www.evolutionoflondon.store(accessories) donations/PayPal: evolutionoflondon@gmail.com music: cheap limousine channel on YouTube greatness19 channel on YouTube Mr. Evolutionoflondon(health and wellness)on youtube email: healthfitnessconsultant1@gmail.com www.wjaaccessories.com

Description: How does God bring heaven to earth in such a way that lives are changed and brokenness is met with healing? Join us this Sunday to discover your part in this miraculous exchange!

Description: How we see our needs largely determines how well they are met. How do we respond to life's needs and challenges? Key Verse: John 6:1-15; Matthew 7:13; Proverbs 14:12; Matthew 18:3; Philippians 4:13; Ephesians 3:20.

Description: How can I determine what areas of my life need a reset and how do I choose what it is that I really want? Today's message gives a walk-through of the process of reset decision-making.

 Show Title: Presence and Passion for Living with Lindsay Titus Power Quote: “Emotions are energy in motion”  Description:How do you take care of yourself when you are so busy taking care of others? How can you be present when there is so much to do? What's the meaning of life? Okay, we won't go quite that deep in today's show, but we will explore ideas around being authentic and loving your life, and we will give you six techniques for practicing being present. Guest Bio:Lindsay Titus is a passionate, inspirational educator specializing in behavior change and teacher wellness. She is driven every single day to teach other educators how to transform connections and relationships with all students. Over the past 18 years, Lindsay has worked in many different educational settings, all helping her realize one foundational truth to behavior - that behavior change is an inside job! As a speaker, coach, podcaster, and directly working as a behavior specialist today, Lindsay helps educators to define who they are and bring their authentic purpose and passion inside and outside of the classroom!  Warmup questions:·      We always like to start with a celebration. What are you celebrating today?·      Is there a story that will help listeners understand why you are doing what you do?  Questions/Topics/Prompts·      I invited you on because I enjoy your weekly email, especially its emphasis on presence, reflection, and self-care. We will dive into these, but first I want to ask about something I read on your website. When you say “fall back in love with your life”, what do you mean?·      What are the major factors in falling “out” of love with ourselves?·      Let's talk about presence, what is it, what forms does it take, why is it so essential?·      What is the role of reflection in loving your life?·      It's easy to say “take care of yourself” but how do people make the mindset shift to actually prioritizing it?·        Closing questions:·      What part of your own leadership are you still trying to get better at?·      If listeners could take just one thing away from today's podcast, what would it be?·      Before we go, is there anything else that you'd like to share with our listeners?·      Where can people learn more about you and your work… Sponsorship:I want to thank IXL for sponsoring this podcast… Everyone talks about the power of data-driven instruction. But what does that actually look like? Look no further than IXL, the ultimate online learning and teaching platform for K to 12. IXL gives you meaningful insights that drive real progress, and research can prove it. Studies across 45 states show that schools who use IXL outperform other schools on state tests. Educators who use IXL love that they can easily see how their school is performing in real-time to make better instructional decisions.  And IXL doesn't stop at just data. IXL also brings an entire ecosystem of resources for your teachers, with a complete curriculum, personalized learning plans, and so much more. It's no wonder that IXL is used in 95 of the top 100 school districts. Ready to join them? Visit http://ixl.com/assistant to get started.  Close·      Leadership is a journey and thank you for choosing to walk some of this magical path with me.·      You can find links to all sorts of stuff in the show notes, including my website https://www.frederickbuskey.com/·      I love hearing from you so consider email me at frederick@frederickbuskey.com or connecting with me on LinkedIn.·      Please remember to subscribe, rate, and review the podcast.·      Have a great rest of the week, be present for others and, more importantly, take time to reflect and recover so you can continue to live and lead better.·      Cheers!  Lindsay's links:Website: www.defineyouniversity.comInstagram:  https://www.instagram.com/lindsaytitusedu/  Frederick's Links:Email: frederick@frederickbuskey.comWebsite: https://www.frederickbuskey.com/LinkedIn: http://www.linkedin.com/in/strategicleadershipconsulting

Description: How will media failures in the lead-up to the 2020 election affect their coverage of the 2024 race? Vivek talks to Semafor editor-in-chief Ben Smith ahead of the first Trump-Biden debate. They cover the Julian Assange plea deal, Vivek's shareholder activism at BuzzFeed, and the revival of institutional purpose. It's a rapid-fire, high-intensity episode not to miss. Like Ben? Listen to his podcast at https://link.chtbl.com/tIKOTBUG Learn more about your ad choices. Visit megaphone.fm/adchoices

The Connected Yoga Teacher Podcast 375: Why Marketing is Different Now with Tristan Katz & Brooke Monaghan   Description: How do we market our work in times of collective distress and unrest? How can we show up for our business, our audience, and ourselves in a way that is aligned with our values? Two incredible entrepreneurs in the online space share more about how to navigate being a business owner in our current context - Brooke Monaghan and Tristan Katz.   Brooke Monaghan is the founder of Fruition Growth Network, a collaborative platform providing accessible, quality support to self-employed folks and bringing people together to find power in community. Brooke acts as a trusted advisor to founders and leaders who value impact, integrity, and relationships and are on a mission to set things straight in their industry. Her work focuses on the intersection of wellbeing and bottom line, guiding do-gooder lifestyle business owners to intentionally design profitable businesses around their values and their desired lifestyle.   Tristan Katz is a writer, educator, digital strategist, and equity-inclusion facilitator. They specialize in content marketing strategies for justice-focused leaders and queer-trans Diversity, Equity, Inclusion, & Belonging (DEIB) training and consulting. Tristan's intention is to share this work with an anti-oppression and intersectional lens. Tristan was named one of Yoga Journal's 2021 Game Changers and he is proud to have spent several years serving on the Board of Directors at Accessible Yoga before the non-profit dissolved in early 2024.   Brooke and Tristan explain how marketing has changed since the early days of online business and why values matter so much to customers now. They also address using AI in marketing, how to change our strategies when it comes to marketing, and why following a cookie-cutter marketing plan probably isn't going to work for your yoga business – as well as what you can do instead.   Key Takeaways: [3:04] Shannon gives a shout-out of thanks to sponsors OfferingTree, Summer Biz Camp, and Pelvic Health Professionals. [7:05] Shannon introduces her guests for this episode - Tristan Katz and Brooke Monaghan. [10:54] What do Tristan and Brooke do and who do they do it for? [14:44] Tristan and Brooke have a podcast together - be sure to check out Reimagining Online Business. [15:58] A lot of yoga teachers are feeling like they don't know how to market to students in the current environment. Brooke shares some of the trends in marketing in 2024. [20:44] Tristan reflects on how new the internet is in the human experience and how that influences and impacts us as business owners and humans. [28:06] Brooke explains that many of us in the online business space have lost sight of doing business with people. Strategies that work for more established business owners may not work for us. [31:50] Tristan contextualizes Brooke's perspective for how it could apply to yoga teachers. [36:00] Shannon pops in with a message about OfferingTree. [37:46] What are some ways to really connect with people in our audience? Brooke suggests experimenting with being real with your audience and tuning into your intuition. [42:02] Tristan brings up the fact that all businesses are struggling right now, and marketing to people is simply not as easy as it used to be. [45:51] It's a lot easier to be consistent when you're not trying to force yourself to do it the right way and you're allowing yourself to show up and be real. [46:47] We can pay attention to trends, but in a loose, non-attached way, and instead try to make them our own or put our own spin on them. [48:31] Shannon and Brooke reflect on how they feel being marketed to, as consumers. [49:49] Tristan highlights how important it is now for yoga teachers to find their niche - find what really sets them apart from others [52:47] Shannon talks about how she is showing up in her business, talking both about topics related to running a yoga business but also what is currently going on in the world. [54:09] Marketing assets can be useful, but we also need content that has a finger on the pulse on how your audience is feeling or what they are experiencing.. [56:01] What advice do Brooke and Tristan have for yoga teachers when it feels like they just can't show up? [62:00] Don't gaslight yourself into thinking you should figure out a way to do something when you don't have the capacity to do it or have the money to invest. [64:46] Learn more about how to repurpose content and get access to other trainings and workshops on the Fruition Growth Network. [65:57] When people are trying to sell you strategies or pathways to success, we have to be discerning. [70:14] Brooke and Tristan share some final closing thoughts. [72:12] Shannon shares her reflections from this conversation with Brooke and Tristan. [80:13] Shannon talks about the latest call in the Pelvic Health Professionals membership site that you can listen to and some upcoming calls.   Links: Brooke Monaghan Brooke Monaghan on Instagram Tristan Katz Tristan Katz on Instagram Reimagining Online Business Podcast by Brooke Monaghan and Tristan Katz Michelle Cassandra Johnson Fruition Growth Network Summer Biz Camp Guest Speakers in Pelvic Health Professionals Shannon Crow on Instagram The Connected Yoga Teacher Facebook Group Pelvic Health Professionals   Gratitude to our Sponsors, OfferingTree, Summer Biz Camp, and Pelvic Health Professionals.   Quotes from this episode: "Consumers right now are looking to see companies' values to make their buying decisions." - Brooke   "For those of us who are values-led business owners, right now is an opportunity to lead with that more than ever." - Brooke   "We have to overcome the fear of speaking because we have to show up as humans in our work to reach humans who are tired of the internet." - Tristan   "The most strategic thing that you can do right now is think critically about who your people are." - Brooke   "If I'm grieving and angry or whatever it is, I'm sure other people are probably too. How can we bring that approach into our businesses and our marketing?" - Tristan   "We are in a moment of experimentation and trying to figure things out." - Brooke   "It's a lot easier to be consistent when you're not trying to force yourself to do it the right way and you're allowing yourself to show up and be real." - Brooke   "What I'm saying is we do need marketing assets. We also need so much more than marketing assets." - Tristan  

Description: How do we reconcile the various passages that explain how we are saved? Salvation from eternal destruction is what the Bible is really about.  Key Verse: Luke 7:50; Romans 10:13; 1 Corinthians 15:1-2; Colossians 1:13; Acts 2:40; Ephesians 2:4-10; Mark 16:16; Romans 3:21-22; James 2:14; Matthew 28:18; Romans 6:4; Galatians 3:27; 1 Peter 3:21; Romans 10:17; Acts 2:36-40

DESCRIPTION: How is the science and technology relationship between the United States and India evolving? What can we do to increase U.S.-Indian defense industry cooperation? The India-U.S. Defense Acceleration Ecosystem, aka "INDUS-X", was established in June 2023 to deepen this national security collaboration and build a "defense innovation bridge" between the two countries. INDUS-X has led to a series of partnerships between U.S. and Indian government agencies, companies, and universities to date. To learn more about U.S.-Indian cooperation and INDUS-X, please join us for a conversation with Dr. Sameer Lalwani, a senior expert on South Asia at the U.S. Institute of Peace and non-resident senior fellow with the Center for Strategic and Budgetary Assessments. Read the most recent U.S. DoD fact sheet on INDUS-X: https://www.defense.gov/News/Releases/Release/Article/3682879/fact-sheet-india-us-defense-acceleration-ecosystem-indus-x/ Read Dr. Lalwani's analysis of INDUS-X for the U.S. Institute of Peace: https://www.usip.org/publications/2024/02/whats-deal-indus-x ETI's second annual Emerging Technologies for Defense Conference will take place August 7-9, 2024 at the Washington DC Convention Center.  To receive updates about the conference please join our mailing list here: https://www.emergingtechnologiesinstitute.org/sign-up http://emergingtechnologiesinstitute.org https://www.facebook.com/EmergingTechETI https://www.linkedin.com/company/ndia-eti-emerging-technologies-institute https://www.twitter.com/EmergingTechETI

Description:How do you implement something you've learned to better run your practice when you have no time? The answer is one bite at a time with dedicated focus.This presentation will cover:Are you the Tortoise or the Hare? (Who got distracted?)How to manage distractions during your admin time.Learn the "Teflon Drill" to get others to solve problems.Find out the 4 D's of Time ManagementRemember: “Little changes lead to massive success!”Coaching Program #1 Coaching program post-roll #1Schedule a consult with Shaun by visiting https://ptpracticesuccess.com

Description: How do we leverage our inner sense of healthy competition to fuel our next level of growth? Staying fresh in our approach to becoming an even greater leader is essential for a sense of fulfillment. Our guest, Tutti Taygerly, lends her strategies and perspectives, which she uses in coaching cofounders and tech leaders to embrace their unique leadership style to achieve professional impact and a sustainable company culture. Tutti shares her insights as a design leader for Disney and Meta.Bio: Tutti coaches cofounders and tech leaders to embrace their unique leadership styles to achieve professional impact and a sustainable company culture. Previously, she was a design leader at design firms, startups, and large companies, including Disney and Meta.Links: Website: https://www.tuttitaygerly.com/LinkedIn: https://www.linkedin.com/in/tuttitaygerly/Instagram: https://www.instagram.com/tutti/

Sermon Notes Date: 03/10/2024 Preacher: Monty Simao, pastor Series: Romans Key Text: Romans 10:9-13 Description:   How can something so profound… be so incredibly simple?? Today on Scandia Bible Church Podcast, Pastor Monty Simao continues with our study in the book of Romans and shows us how the Apostle Paul — in just a few […]

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Sermon Series: The Third Day: Living the Resurrection Title: Mary Magdalene Speaker: Rev. Dan Wunderlich Scripture: Luke 8:1-2; John 20:11-18 Description: How many times have we thought we were over something - past it, done - only to have it creep back into our lives? A bad habit, a sin, a broken relationship, an unhealthy perspective, the weight of anxiety or loss... The power of the resurrection means they not only no longer have to have power over us, but they can become part of our testimony to the power of God and the gift of new life. 

Description: How do the struggles of Gen Z impact the future of mobilization? Tune in today to hear host Dave Jacob chat with Dr. Dave Dunaetz about this crucial topic. Dr. Dunaetz is Professor and Chair of the Department of Leadership, Organizational Psychology, and Public Administration at Azusa Pacific University in California. His research program focuses on interpersonal processes in churches and other Christian organizations, such as mission agencies. You'll learn the three major cultural influences negatively impacting the future of mobilization and what we can do to help Gen Z. overcome these challenges.   Here's what the two discussed: About a year ago, you wrote an article for Global Missiology titled, “The Struggles of Generation Z and The Future of North American Mission Organizations.” What motivated you to address this issue? In your article you write, "The current generation of North American young adults, Generation Z or iGen, is struggling against several important cultural elements which may severely impact the future of mission organizations.” Can you list these cultural elements leading to the psychological struggles of some in Gen Z?  How is social media and smartphone use adversely affecting the moral and theological values of Gen Z? We know that video game addiction and pornography have devastating impacts. What are the factors that make Generation Z especially susceptible to the dangers of video game and pornography addiction? Specifically, you write about three components of video game and porn addiction that adversely impact Gen Z. Can you list those and then unpack each one for us? How is overprotection, safety, and risk-taking impacting the mobilization of Gen Z? Now that we've identified some of these struggles Gen Z face, what are some solutions mobilizers can implement?

Description: How can I be filled with peace when everything around me is falling apart? Today's message unwraps the gift of true peace and how we can access it.

Description:How are we going to feed a billion people and support humanity to flourish?  It's how we are relating to and growing our food.  Regenerative agriculture is the biggest opportunity and solution for our humanity's survival.  This special edition shine podcast interview is with my friends Josh and Rebecca Tickell who are producers of many groundbreaking documentaries, including Kiss the Ground.  Tune in as we speak openly about their new film and in my opinion the best film I have ever seen called Common Ground.    Episode Links:Common Ground Film Sign the Petition to Regenerate America The Earthing Movie Book Your End of Year Team Building Experience with Carley- From Triggered to Triumphs Learning & Conscious Leadership Development Get 10k ears on your product & Become a Sponsor of the Shine Podcast Start a Regenerative Farm SHINE Links:

Description: How can my faith give me firm footing when the storm of life swells around me? Today's message gives practical application for anchoring into our faith when the storms of life are raging.

Description: How do we adapt, collaborate and stay resilient in a fast paced and constantly changing environment?  The answer, we cultivate and embrace the feminine qualities of leadership and empower multiple leaders to guide.  In this interview with Coco Brown, CEO of Athena Alliance we talk about the importance of cultivating leadership qualities that are often associated with feminine energy and relate to increased collaboration, empathy, communication, and nurturing. You will learn how to prioritize and create a foundation of these important leadership qualities from the top down so that everyone feels empowered to lead together.  Lastly, you will hear why having more women at the helm will support a more sustainable and equitable workplace and world.  Episode Links: Coco on LinkedIn Athena Alliance  Podcast Interview- What leadership skills are needed to create a healthy organizational culture with Carley and Coco.  Learning & Conscious Leadership Development  SHINE Links: Thank you for listening. Want to build a high trust, innovative, and inclusive culture at work? Sign up for our newsletter and get the free handout and be alerted to more inspiring Shine episodes  Building Trust Free Gift Carley Links: Carley LinkedIn Consultation Call with Carley Book Carley for Speaking  Carley's Book  Executive Coaching with Carley  Well Being Resources: Inner Game Meditations  Inner Game Leadership Assessment Social:  LinkedIn IG  Website  Shine Podcast Page    IMPERFECT SHOWNOTES: Carley Hauck  0:11   Hi, my name is Carley Hauck and I am host of the shine podcast. This podcast has been flickering strong since May 2019. I began the podcast due to all the research I was conducting. In interviews with organizational leaders, lead scientists, academic researchers and spiritual teachers for my new book shine, ignite your inner game to lead consciously at work in the world. I wrote my book to inspire a new paradigm of conscious leadership and business that was in service of higher purpose to help humans flourish, and regenerate our planet. The podcast focuses on the science and application of conscious inclusive leadership, the recipe for high performing teams and awareness practices that you can cultivate to be the kind of leader our world needs now. I will be facilitating two to three episodes a month. And before I tell you about the theme of our season, please go over to Apple podcasts, hit the subscribe button on shine or go to your favorite podcast platform carrier. That way you don't miss one episode. Thank you. This season is going to be focused on what leadership skills are most needed to create a healthy organizational culture. Leadership and manager effectiveness has been deemed the number one priority for HR in 2023. And every person listening whether you have a formal leadership title or not, you are a leader. We all have the responsibility to lead around something that we care about whether it's at home, with our family, in our communities, and or in the workplace. And on to the podcast. Hi, Shine podcast listeners, I am delighted to be with my friend Coco brown. This is going to be an incredible conversation. Hi, Coco. Hi. So great to have you here. Thanks for being with me. Coco Brown  2:33   I'm excited to be here. Thanks for having me here. Carley Hauck  2:36   You're so welcome. Well, I know a lot about you. But for our listeners, tell me a little bit about what you're feeling excited about. And perhaps even just sharing some of the roles that you wear from, you know, daughter to mother to CEO any identity identities that you want to share? Coco Brown  3:00   No, okay. Yeah, I, let's see my identity start with mother. I think within that identity, my biggest complaint from my kids about me is that I inhabit a seven year old mind maybe at the wrong times. I I'm playful and fun. And I like to I like to be young. And I'm trying to I think I'm trying to hold my kids back in that in that younger age. They're now in there. They're 22 and, and almost 19 So you know, my kids are growing older than me, I guess is what I'm saying. So, but they're my obsession, and I'm old by life and I'm a neighbor and Family is very important to me. Communities important to me. My my parents are are 3000 miles away from me. So as a woman in her early 50s I our mid 50s, mid mid early 50s. Now I worry about aging parents and I worry about kids launching into this crazy world. So those are that's I guess me personally, I I'm a potter. Not a great one, but a decent one. So I make pottery I am obsessed with pickleball although I've only played it a few times, and I play the beach volleyball as often as I can. And then on the work side of me. I am a fourth time entrepreneur. I have in one of those cases the very first one when I was in my early 20s. I created a product I couldn't take anywhere other than to sell it to another company. So and in the process. I talked to one on one venture capital firm, which is never advised you're supposed to talk to a lot of them and then As I became as Satya Nadella says a re founder, I became the second owner or sorry, the third owner of a company that needed to be pulled the Phoenix pulled from the ashes as it crashed in the.com bust and became really a shell of its former self. And I became the turnaround leader of that company and then ran it for about 10 years and grew it to a size where it could be sold. It was eventually sold to IBM. And my third entrepreneurial endeavor was really around, building a consulting practice and working with CEOs to build advisory boards for them and lead their annual and quarterly strategy planning sessions and help them build their teams cohesiveness. That was a lot of fun for a little while. And then I started Athena Alliance, and that is my, my passion. My kids are my obsession and my Athena's the passion project. I am growing Athena, which is an ecosystem of community content and coaching for executive women. Carley Hauck  6:07   Mm hmm. Amazing. Well, I didn't know about the Potter or the pickleball fan. But yes, I did know about the four time entrepreneur and I'm just amazed at your energy, Coco. And so do you want to share a little bit more about why you launched Athena? And why that is so important right now? Coco Brown  6:35   Yeah, I, you know, Athena has many mothers in a lot of ways. Athena has started in 2005, which is almost 20 years ago. Because I was finding myself in more and more high stakes environments as the President CEO of of Taos, I was walking into rooms where people had chief titles, and they were our customers. And I would run into women. Our customer was the CIO. So on the tech side, and I'd run into women, and they'd say, I'm the only one, you know, I'm the only CIO in the valley and, and it started, I started a dinner group to get us together, because there were more than just one. And I happen to keep running into the others. And there were about eight of us at the time. And so and I know there were more than eight, but eight is what I started with, and, and that grew and grew and grew and 10 years into it 2015, I had 80 Some women and by sorry, by 2012, I had 80 Some women, and by 2015, it was 157 women. And in 2012, I stepped down from running Taos, and it had been 10 years. And I stayed on the board two years. But I had a lot that I was trying to figure out. And these women who had been my, my, I don't know, what would you call it, that there was just like this nice place to go every two months where we'd have dinner and cocktails together. And we didn't talk about you know, woe is me, it's hard to be a woman or you know, we talked about our data center strategies and business continuity planning and network, you know, redesigns and that sort of thing. But it was this nice, easy place to be having those work discussions and, and that group of women said to me, when I when I was leaving everything behind, after so many years of being in the tech world, they said Don't leave us behind. And the many mothers became, you know, really evident. In the early days back in 2005, I think it was sunny as a day who suggested that I even start the dinner in the first place. And then Thomas tam Oliver, who said, I used to have these back in, in the 90s. And these dinners I called the no name group and you know, so I got inspiration from others. And in 2012, when I was walking away from the tech world for what I didn't, you know, I didn't know how long I was walking away from it. Gina Ray Haig said, don't stop the dinners, I'll pay for the first one. And then Cindy Reese said, I'll pay for the second one. And, you know, we we just kept going and, and then I got this mandate, you know, almost a flurry of emails. And after a group of us met with Senator Mark Warner, who was out from Virginia doing a hearts and minds tour, and he, you know, he said, what's on your mind and somebody said boardroom and I got a flurry of email the next day emails the next day saying that's it, Coco. You heard what was being said in that room. You know, we've got to get women on boards and you've got the ecosystem go solve this problem. And so it sort of started with me solving a problem. And starting it as a nonprofit and getting you know, we've got over 450 women to boards and then figuring out a commercial company that became even bigger than that. Carley Hauck  9:49   Amazing. Well, I love hearing that story. And I know that we're gonna we're gonna go more in depth in into why it's important to have women on boards and and women in leadership, but I want to move into how you're leading yourself. And also did just speak more into conscious leadership because I know we're both really passionate about that topic. So as I've gotten to know you, you seem to be juggling so many things. And what I always notice every time we talk is that you feel at least from the outside, calm, grounded, you may not feel like that on the inside, but you present that way. And I think there's this this quality of I don't, I don't know how you do it. But it's like, I never hear you frazzled. Even if you haven't eaten anything all day, which sometimes I've talked to you like, Yeah, I haven't eaten anything all day. I was just thinking Unknown Speaker  10:48   that I actually haven't eaten today, and I'm really hungry. Carley Hauck  10:51   Oh, no, oh, no. Okay, well, but I want you to eat. worry, don't worry. But I guess what I'm wondering is, I know that there are certain things that you're doing and being that are actually really supporting you to thrive in the midst of all the things that you're juggling. And so what are some of those things that really support you? And what is it look like on a daily practice? Coco Brown  11:23   I mean, one of the things I think about all the time, and I kind of think my kids for this, when my kids were born, I immediately started thinking about when they would leave the house, you know, like, I'm gonna lose them, you know, and this is like, 22 years ago, and I just was always so aware of, of the moment like feeling like I was going to, you're going to look back on these this time, Koko, you're going to, you know, and just always wanting to make sure that I didn't miss a moment and, and that, I'm really glad that that was my, that that happened to me, because it puts you in a frame of mind whenever possible, sometimes it's not possible to be your best self. But whenever possible, it puts you in a frame of mind to say, how can you make the most of this rather than why is this crappy? And, you know, so you just like, well, she wants to play Barbies again, and then you go, okay, how can I make this fun for me, and you just sort of try to find the ways to make everything meaningful, and to find the meaning and the things that are happening and to make the most of it, and to not focus so much on the complaint, but rather focus on the opportunity. And, and I think I, I went through a phase where I was really not happy for a long time of not at my end home, I you know, loved that part of it. But we spend more time at work than we do at home and I I was not enjoying for a long time, my sense of purpose in work, and I didn't feel I had a sense of purpose. And in work the, the main objective of the company was to enrich the shareholders, of which there were three, myself and two others. And in IT tech, and it was before the days of, you know, purpose and culture and, and so you could have big personalities that were difficult to deal with. And that was more than accepted. It was praised in lots of ways and, and, you know, you didn't have to have any reason for, for what you were doing on the planet. And, and I like this new place that we are as, you know, we can choose as individuals, not everybody works at a place where they feel valued, or feel that there's purpose or meaning or impact, but I do and I choose to and the people that work around me choose to and I think most of us can choose to I think we often feel stuck, you know, when I'm in my day to day when I'm back to back of meetings, and I've got too much going on and I'm feeling exhausted and everything's blowing up and it's nothing's going right. And I can't get people to do what they're supposed to don't do, even though I've said it seven different ways and all the things that we deal with. Then, you know, I kind of I tried to remind myself that I choose to be here and that I can also only focus on what I can influence and what I can control. We control very, very little. We influence a lot more and so you know, how do you convey influence and so I you know, it's kind of a long winded I don't know how to fully answer this question. Well, other than to say, Carley Hauck  14:56   what I actually here is and this is this is One of the nine leadership competencies that I have really researched as part of what actually creates a conscious, inclusive leader. But one of that one of those competencies is having a growth mindset. And I heard you say it, you know, very explicitly, how can I choose to make this, you know, joyful? Or how can I choose to have fun here? Or what, you know, instead of how is this happening? Or why is this happening to me? How is this happening for me? And how do I want to respond? Coco Brown  15:34   Yeah, yeah, yes. And I think that's, that's extremely important in in every surgery, Carley Hauck  15:41   for sure. Wonderful. Well, thank you. Thank you for sharing that. And so that is a daily practice having that mantra, we could say, or that narrative that allows you to bring your best to every moment, even when it's a difficult moment. Unknown Speaker  15:58   Yeah, absolutely. Carley Hauck  16:01   Thank you. I wanted to talk to you about a conscious leader that you've had in your life. Who was that person? Why would you call them a conscious leader? Like how did they empower you or support you or inspire you? How many more? Coco Brown  16:22   You know, I in my own career, I don't, I feel like the the person I've witnessed as the most conscious leader is, is someone I didn't actually work for or work directly with. So no, maybe that's Carley Hauck  16:40   a little rose colored glasses. And that's fine. Coco Brown  16:44   Yeah, so So a woman I'm a big fan of named Yvonne Watson, our associates. So just a quick on her, she, you know, early career at Accenture, or then ended up in a very, very important strategy role at VMware, and then ended up the CIO of New Relic. And then she ended up the CEO of Airware, and then CEO of puppet and she was on my board for a short time when I was for a nonprofit, prior to Athena. So we did work together in that sense. She's one of the mothers of Athena, you know, a lot of early, early insights came from her, the thing I would say, that I admire about her that I see in lots of different I see her and in many different situations, we ended up speaking on stages near each other, or at the same events, or, you know, so she's on a number of prominent boards at this point, she is always measured, and there's a lot of people who are measured. Because they're calculating, you know, the, the measurement is around, like, the calculation for how they can get what they're looking for. And her measurement is much more about, it seems to me, you know, very practiced and very skilled. So it's something she's developed over a lifetime, but it feels to me like it's the kind of thing where she's being thoughtful. She's just always being thoughtful, you know, what are you saying, Why are you saying it? What can come from it? How can I make it work for everyone? You know, you almost see, it's like, you can't, she's like a hummingbird with the hummingbird wings there. It's moving so fast, you can't see it, or move. But the things that come out of her mouth, make it clear that she's being measured, that she's thoughtful, I get a lot of inspiration from her. Because when I watch her, and I listen to her, and the stories she tells or the way she plays things back to people, it's always it's always plus one, it's always additive. You know, it's always contributing, it's never taking away. Carley Hauck  18:56   I love that. So measured, thoughtful, contributing, not taking away. You also said that she's always thinking about, perhaps why she's saying it. Versus just talking to talk. You know, there's, there's a way that she's more deliberate and intentional. You give me an example of an unconscious leader, and what qualities did they showcase? How did that impact you or other people? Even if this is someone that you maybe didn't know, closely? Coco Brown  19:34   Well, I mean, I think I think I would be arrogant to say that it isn't myself. You know, I think we're all unconscious leaders at some point. You know, we're like, Ah, why did I say that? Or? I know I shouldn't say this, but I'm going to say it anyway. It's almost like it just comes out and you just refuse to stop yourself. And you know, and you know, you can do better and you should do better. And you know, you know, you, instead of sending that email, you should pick up that phone. And instead of, you know, sending the subtle reprimand, you should once again say the thing that will be better received. And, and so I think the unconsciousness is when we're, when we act out of exhaustion, and when we act out of our own fear, you know, or our sense of like, Ah, I don't have time for this, or, you know, those sorts of feelings that we we have Carley Hauck  20:37   were triggered, right? Yeah, I think what you're speaking to, to some extent, is we're being triggered. Yeah, acting from that place, it's reactive versus responsive. Coco Brown  20:47   And it's extremely hard to be constantly in a state of, and this is why I admire, you know, Yvonne, it's like, I feel like she's, and I know, she also has hers where she, you know, she's not her best self, I'm sure. Of course, and I see so much more of the best self all the time and the thoughtful self. And, and I think that's what we strive for is like just giving ourselves a breath, not saying the thing that we want to say, because we know that even if it has the right effect, in the moment, it has the right the wrong longer term effect, just stopping ourselves from, from the bad behaviors that are so instinctual that our own self protection or fastest way to a response we want, even though it's not the best way to the response that you want, things like that. Carley Hauck  21:42   Thank you for that. I wanted to speak to some of the unconscious qualities that we all have, I agree, like, and then there are some that are even more harmful than others. And so I was actually having an interview with a colleague and friend of mine who wrote this book managing up. And we were speaking a bit about some of the research that has come out from basically reporting to a unconscious leader. And there has been found to be five to six years of time to recover emotionally, psychologically, from that trauma. And when I think about what's been happening in the world, and what will continue to happen, I feel concerned that our workplaces are not trauma informed. When we think about what's happening in Israel and Palestine, when we think about all the people that have died in the Ukraine, when we think about the climate related traumas that will happen as we have more fires and water shortages, and people are displaced from their homes, I'm bringing these two together when we think about unconscious leaders and trauma, because in my experience, a lot of unconscious leaders are acting from trauma, they're not getting the resources that they need. Or they're not even really aware that they have this deeper trauma to to work on. And so I wanted to get your opinion on one, how do we really inform our workplaces around trauma, so that HR professional so that the C suite is availing people of resources to get the healing to get the help? But also, what does it look like to remove a people leader who is creating so much trauma to everyone else in the organization, we remove them from being a leader of people to potentially working in some other skill set that is not influencing and managing so many people? So there's kind of two questions in there. What do you think about Coco Brown  24:11   I think on the, on the, on the sort of global traumas, you know, the, the, the things that we look at and affect us at a societal level, the job of the employer, the job of the leaders, is to understand how that is affecting the workforce and to be thoughtful about response. You know, I'm thinking about things like, you know, George, George Floyd and how much good, good response came out of that, but then also feels performative if it's not genuine and long lasting. And so I think there's an obligation in leadership to be be very thoughtful about what kinds of societal level impact the company can take on because at the same at the same time the company is running a business. So, you know, at the societal impact, where you're talking about an entire race of people that are everywhere around you, it does impact every single business at a societal impact where we're talking about a war in, in Europe, the Ukraine, it, it's societally traumatic and, and devastating at a business level. The question is, is this impacting our, our business? Our employees? You know, do we have Ukrainian employees who have, who are over there or have relatives or, you know, sort of being sensitive to the level of impact to the business and how that and what people need to be feel supportive? Supported. But one thing i i take a little bit of issue with any sort of sentiment that, that that implies that businesses have to take it all on? Because I don't think that that's fair, I think that a business is a business and at the end of the day, it has to make money or nobody gets paid, right. And so, it, it does need to be able to function, move on appropriately respond, and then be able to move on. And I think that is a tricky thing for us to figure out together. And I think we're really early days and in figuring that out. But but I think on the second layer question where you're where it's immediate, where the trauma that's being caused is, because of the behaviors of people at work, that trauma, you know, that's within the four walls of the business. And that's within the business's control. It's not just even influence, it's like, you've got a, you've got a leader here who's causing horrific experiences for the people around them. And they walk home depressed, and they walk home angry, and they want, you know, like, Whatever, whatever that that is happening, they feel depleted, they feel at least, then I do think that the business has an obligation to address that and figure that out. Like, it's not enough. sponsibility. Yeah, it's not enough to say that, well, that leader produces, their team is producing, they're getting the results, right, like, well, at what cost? Are they getting results? And are those results sustainable? And on a basic human level? Why do you want that, like, there's other people who can perform and get results that aren't also destroying everything in their path. Carley Hauck  27:49   And we know that there are a lot of leaders that are left in those people positions, you know, even very high up in the C suite that are not being held accountable. And again, you know, in my experience working with lots of leaders and studying this, they are leading from trauma that they're not actually getting the help for, and people are not, again, feeling empowered enough to really know how to navigate that. And so that's, that's where my interest in having HR leaders and whatnot, really being more informed on trauma, like what are the signs, how do we bring awareness to it? How do we hold it accountable? How do we help people get the healing that they need so that it isn't creating this toxic work environment for so many. And as you said, we spend the majority of our time at work. And research also shows that the two people that have the biggest influence on our psychological and emotional health is our boss and our partner at home. Coco Brown  28:54   Yes, so. Absolutely. Yeah, I think I do think that there's there are there are other things that also you know, sometimes it's not just it's not just the overt sort of bullying or bat, you know, sort of mean, mean behavior boss, it can be really deflating and super, I guess, deflating it to to work. Yeah, with an ineffective boss too. And I think that's the that's also you know, people want to be amazing, we all want to be amazing. We all want to do great stuff. We all want to be you know, contributing ways that make us feel like you know, like the kid who walked home with that little art project and you know, gives it to mom or dad for Valentine's Day like those the you want to feel amazing and that you're doing amazing things and that people love it and and so there's, you know, many ways I think leadership needs to be looked at and, and not just from the perspective of one person's point of view, but the entire or ecosystem around that leader is that leader effective is that leader, able to get great results out of a team that go beyond the things they're supposed to do to, you know, sort of the miracle moments that they can make. And that's about how, how leaders inspire others to take charge of themselves and self managing. Yeah, I, my, my chief of staff, I absolutely love her. She took me very seriously when I told her and she's, she's fast moving in our in our company, she's doing great. And when she first started working for me, I said, my two rules, time kills all deals, and it's better to ask forgiveness than permission. She went with it, right? And that was super like, she was like, yes. Awesome. And not everybody likes that. Right? But she was like, self empowered, and very confident and, you know, used to being able to figure things out so that those statements were really fabulous for her. They're fabulous for her and me in our dynamic, you know, though that same statement to somebody else might be exactly the wrong way to manage them and may not be the right management relationship. So I think no, no, it's a complex one here. Carley Hauck  31:22   Well, in your you know, I think the other piece around leadership is, especially in the midst of COVID. I believe that we are really reassessing what are the leadership competencies that we need now? What are the responsibilities we're putting on leaders? Is it too much? Are people even equipped to take on the responsibility of leadership? Just because they can be promoted doesn't mean that they should. And so I know, one of the things that you and I feel really passionate about is, how do we lead together? Because I do believe there is way too much responsibility on one leaders shoulders, and how are we empowering others to help us lead? What do you think about that leading together? How do you? How do we do? Yeah, Coco Brown  32:07   I think, Well, I think there's, I think there's a lot of that we're actually about to do a salon on we're about to do a salon on five generations, we're in the workforce, and we've got a silent generation, baby boomer, Gen X, or millennial, and Z. And we're talking about how do we work together. And I think this is kind of at that. The heart of that, like, I believe that the hero CEO CEO is no longer relevant either, if you're a leader is not relevant, like where, you know, you're bringing a lifetime of career wisdom and guidance. And so you know, the formula in your playbook that you've used over and over again, is the one you're going to apply again here. And it's that, you know, you've you've refined this playbook and so you come in, and this is what you do. Like, that's just not the right way to operate in today's world, I because too, there's too many complexities to the way people learn the way people communicate the way people take in information, you know, everything's so different now that you have to be able to collaborate as a leader and figure out who am I dealing with it because one size does not fit all. And, and therefore, your playbook also does not fit all, because to me, every single thing comes down to a people that I started and people I'm always in people, people is everything to me, I think it's you know, all about how you organize, organize and structure people is kind of the key to, to the product side of things and, and everything else. So So I think, you know, on that front, too, I've had my end Miss kind of reflects back to some of the other things we're talking about. I, I had a moment in time, a day, a day where my my husband asked me, he said, and you were really frustrated with, you know, whoever you were talking to, on on the phone and and, and in my own mind, I couldn't pinpoint the moment. So I was like, Oh my gosh, I've been frustrated all day. And you know, that was a long meeting. And I was like, Well, who was I talking to? He's like, I don't know. And it was, you know, maybe around 11 I couldn't quite figure out and then later that the next day, maybe it was my daughter said, Oh mom, you are really laying in on so and so you know on my team and I was like I did. I was like you're right. I did I really was. And so I went to my board. And I said hey, I think I need a CEO review and what's wrong with being and and they said, We don't want to be I don't want to be an asshole and I don't I don't want to be the frustrated leader who's you know, like I told you guys this before and so there's a problem right? There's the when when you feel like you're repeating yourself, you're like I I've said this before we've we've gone over this before, you know why can't I get through and you know, and no, we're not going to do that. And you know, when when you find yourself in this situation where you're like, why don't they understand? Or why can't they get it? Or why you know, which is, I think a lot of like a unidirectional leadership view. And so my point is, is that no matter where you sit in the organization, I sit at the top, there's always something around me that I can draw from and say, Okay, we're not, we're not doing this right together. And I'm a piece of that. How do I make this Carley Hauck  35:26   work? Well, right, what is the impact of me saying this having on this group, because for some reason, there isn't shared understanding or shared agreement on next steps? That's kind of what I'm hearing, right? Coco Brown  35:40   Yeah. And sometimes it's just, you know, we're all looking at an elephant and firmly believing that we're all talking about the foot right now and somebody else's when we're not talking about something else, and perhaps it's the hey, we're talking about the fact that the, you know, elephant is not ready. You know, we don't have not ready to go back in the wild, it's that we often think that things are more obvious than they are, and that they are easier to, to understand and come together and align on. And these things should be simple and formulaic. And it's just, it's complicated. Carley Hauck  36:15   So what would be the first step that C suite leaders and, you know, Chief People officers should be thinking about as far as strategy and creating a different infrastructure to empower people, leaders to lead together being met, you've worked in so many different functions within the organization? Yeah, would you say? What's the first step that they might want to start to think about and put in place? Coco Brown  36:47   I think that from, if it hasn't happened from the beginning, it should happen now. Which is, things trickle down from the top. And I think it's very important that the CEO and her team, and then the team below that, and then the team below that, and the team below that, they they're very articulate about what it means to funk to be high functioning together, and what kinds of things they accept, and don't accept and believe together, because collectively, we will all say the right things like, of course, you shouldn't do this, and you shouldn't do that. And if leadership really buys in at the top, then it can go to the next layer, and the next layer and a n, the people function can be the facilitators of that, you know, I think, when you have a leadership team at the top that is really aligned and clear on what it how it will and will behave and what it calls out and how it calls it out, and how it works together to shape and solve things, then they take that back to their team who can take it back to their team and the HR team that is often embedded in different parts of the organization can can reinforce that and, and, and help you the facilitators until they get there and things are muscle memory, I think I think I've always been my my greatest passion in the HR field has, and it's where I started was on the people management side of things on training, we would take our best engineers and make the managers and then they be horrible managers. And I would train them I'd sit with them while they did reviews and meetings and give them feedback and help them figure it out. And that's what I did in my in my 20s. And it was I had an instinct for it. I had a psychology degree, I think psychology is a really important feature of business that maybe we need more rigorous discipline around having psychic ability and understanding Carley Hauck  39:02   how to actually relate and communicate and collaborate. Right. Those are those are people skills, those are power skills. And that's again, why I was speaking to to the trauma piece because most people that are going through deeper training as I did, because I was trained as a therapist first before I went into coaching and l&d and organizational development is I worked with deeply traumatized populations for a long time. And that informs the foundation of everything else that I do. I agree with you. I think some deeper training is needed in the in the people function. And as we are coming more to a close, I wanted to just leave you with another question as we're thinking about, really this new paradigm, the opportunity the response It's ability to be conscious companies to have more conscious leadership competencies that we're training for that we're encouraging that we're holding you accountable? Where is the role of the woman in this, like these more maybe feminine qualities we can call them? Yeah. Coco Brown  40:23   Well, I think the feminine feminine qualities and business are gaining power, which is important, like you see, chief customer officer that didn't that role didn't even exist 10 years ago. And and it's a very important and powerful role within the business and chief marketing officers and the Human Resources Officer, Chief People officers moving out from under the CFO and having you know, they are the hero role of the last four year at Carley Hauck  40:53   the table. Yeah, they're, they're at the table. Coco Brown  40:55   It's their table, as someone said, it, you know, and so you see the roles that women have traditionally had more of a presence in the marketing, customer communications people, they are taking more and more leadership roles. And those roles are taking more and more power in the business, which, at an equal level, it's not to say that, like, the technology roles and whatnot are diminishing, it's just that the roles that have been thought of as the softer skill roles, the the people oriented roles are, are, are being valued at a different level than than they ever have been in the past. And that's, that's great. And, and that's the feminine coming into power in the workforce, whether it's a man or a woman running that role. And I think kind of going along with the no hero, CEO, individual CEOs are expected to take on the feminine and they're expected to be vulnerable and collaborative and communicative. And, you know, they're, they're expected to have these feminine qualities and in addition to the risk taking and the fight for Carley Hauck  42:08   the empathy, right, yeah, consider male qualities. Coco Brown  42:12   So you see that in a Satya Nadella versus a guy who came before him Scott Ballmer, super soft as an example. Carley Hauck  42:23   And it would make sense that having more women in board seats would also support more of that feminine coming through, and and making sure that the leaders that are put in those seats, are exemplifying more of these conscious leadership qualities, wouldn't you think? Coco Brown  42:44   Oh, yeah, definitely. I mean, I just as we value family structures that have multiple generations and genders and skill sets, we would never take that and say, you know, what the best structure is for just one gender to, you know, raise this child. With one point of view like that, it doesn't make any more sense in sort of a neighborhood family societal structure than it does in a business structure. It just, it just doesn't and, and then beyond that, women are just as capable as men and in every domain, and so there's no reason that we should be locked out. And and then we also come from perspective, if half of the population is female, that's half of your customer base to so in some form or fashion. And so, you know, you need to understand them. And that's a great reason to have them around the table. Carley Hauck  43:42   Mm hmm. Well, Coco, thank you so much for your thought leadership on all of these important and juicy topics. I also wanted to invite you to leave anything with our listeners, or is there is there a topic that we didn't cover that you'd like to share on right now? Coco Brown  44:02   Um, well, I, you know, we do a lot of work in this space. And one thing we've noticed, for sure is, women are not done yet. And I'm sure that's true about men too. But we spend a lot of time with women and women who have 2030, maybe even 40 year careers behind them, and they're looking at the next 1020 30 years and figuring out how they're going to build portfolios of impact. And I highly encourage, you know, anyone listening to check out Athena and look at our courses that we do unleash your impact and, and talk to us about, about how we support careers and we also support people leaders to bring cohorts to Athena and, and help them elevate their leadership, both male and female in this case, and so there's lots of we, we've we spend a lot of time on it. In the realm of elevating, supporting, advancing leadership and be happy to have your half the listeners, check us out. Carley Hauck  45:13   Definitely, yes, I wholeheartedly recommend Athena as a wonderful resource and network and community. One question that I was feeling curious about because I know that there are a lot of senior executives within Athena that are advising and or looking to get on boards. What advice would you give to a woman leader in her 30s or 40s, that wants to step into advising other companies? How early should she start? And what are the steps that she can take? Coco Brown  45:55   She should start the moment she starts her career in thinking about how far she can go and opening the aperture. Like the best way to create an incredible career that has lots of doors opening and paths that you can follow and opportunities ahead of when you even thought they would happen is by being curious. And by having a utility player mindset, you know, being very interested in the business, not just your function, your tower. And so the earlier you start that the bigger your career will become and and advisory work is a great way to, you know, to get into more of an understanding across a business. So I would say specifically, learn about the boardroom, learn about what happens there. As you find yourself if you start to find yourself in like, you know, director level senior director level, that's the time when you have to start looking left and right in the organization, you have to build strategic perspective, you have to have the utility player mindset, you have to start thinking about your career advancement, not in terms of just what's my next promotion, what's my next title? But how do I look left and right in my in the business and make myself relevant outside of my direct in impact, sort of the story I told earlier about how I got them to keep the San Francisco office open, right, that led to me becoming the VP of professional services at 20 years old, like it's, it's looking across the business is, is what's going to allow you to keep climbing and that's the same thing. And advisory work is if you're being asked to come in and advise a company because of a skill set you have, you know, use that opportunity to to look across the business and learn about it. Yeah, I can't say enough about getting started early and being curious. Carley Hauck  48:00   And then if that person did want to move into advising, let's say a startup, then how would they do that? Would they reach out to that startup? What What would you advise? Coco Brown  48:10   Build your network is my advice. I mean, you you know, join a community like Athena where you can get to know entrepreneurs and get to know investors and get to know the places you know, the people who can introduce you to founders and investors who would be looking for people who could provide guidance and advice. And as I was talking, I was on a panel two weeks ago with a with a guy who awesome guy who got his big big break and basically, board work and investing work and in in and advising work, because he was the buyer of a product zoom, which we all use. And he ended up on the advisory board of that company in the very early days advising the see. And you know, what, a big break, right? So you're, maybe you're in a buying position and in the roles that you're in and the companies that are coming and pitching their products to you. You can say you can say, Look, this product is not ready. It's not primetime for my company, but I want to advise you, I want to help you. I like what you're doing here. You know, I would, I would say, that's one way of networking into into that opportunity. But putting yourself in the ecosystem requires relationship building, Carley Hauck  49:38   and getting curious and learning. I hear that. Wonderful. Well, Coco, thank you so much for your time. We will leave show notes in order for people to find you on LinkedIn to look into Athena. And I just really appreciate your leadership and your contribution. Thank you so much. Unknown Speaker  49:59   Thank You. Carley Hauck  50:02   Wow, what a fabulous conversation. Some of the questions that Coco and I were trying to answer in this interview were, how do we lead together? What is the appropriate response in our complex world and workplace? How do we equip our leaders and ourselves with the skills and competencies to be effective to thrive, and to create high trust inclusive organizations that people want to stay in. If you want to connect more with cocoa or learn more about it, you know alliances, the links are in the show notes. And before we part, here are some high level takeaways that you can implement today. manage yourself, it is a complex time. And the more that we can cultivate the skills to increase our self awareness, self management, humility, and empathy, we will be the leaders that our world needs. Now, this is going to support more effective communication, collaboration, and resolution in the midst of conflict. And these typically are the biggest three people problems that I have seen. I call them the three C's manage down laterally and up with remote distributed workforce, we need to begin to have conversations that invite people to share the responsibility together. When decisions are made unilaterally, it increases a sense of inclusion and trust across the leadership team and the organization. How can we create self organizing teams, and really put in agreements and accountability to support us to lead together this is an area I feel super passionate about, I help senior leadership teams with this all the time. So if you need help, reach out, I am here. And then lastly, invest in learning and leadership development for everyone at the company. This is the best way we can establish more community and connection in these times. It also is going to make sure that everybody has the skills to collaborate, to communicate, and to find healthy resolution during conflict. A fina has resources in this domain. And I have focused my life on creating content courses at Stanford, and even finding metrics to really measure these really important skills. And I have found wonderful results with the leaders and the companies that I have had the privilege to exclusively partner with, we have found huge increases in important leadership competencies, increased retention, internal mobility, psychological safety. And if you want to learn more about some of my experience, Coco and I did a podcast interview earlier on in the season, which I will highlight in the show notes and it talks about what the leadership skills are needed to create a thriving and healthy organizational culture, and how I am your next great leadership hire to solve for this. Many folks are hiring for internal director and above and learning talent and leadership development. And this is the role that I am so excited to accept and to serve. I am interviewing right now. And I would love if you would consider me for any new opportunities that you are looking to fill before end of year. If you want to reach out to me find me on LinkedIn or go to my email, Carley at Carley helped.com. And I would love to set up a meeting with you or be introduced to somebody that you think would be a good fit. And lastly, for HR leadership and talent, as Coco and I talked about, it's really important that people but especially people leaders have the depth of knowledge around people. No, Coco said she studied psychology. So have I and my foundation was as a therapist. And so I worked for two, three years with different populations experiencing trauma. And we all have trauma. We have it individually, collectively and intergenerationally. And it is impacting the workforce. So if you want to have more resources around this topic, please reach out I'd be happy to help and I have wonderful connections in this space I can introduce you to if you enjoyed this episode, please share it with friends, family or colleagues. You can also give a five star rating to the shine podcast make sure that people find us You and I have some incredible interviews left throughout the season continue to tune in and until we meet again Viva light and shine your light

Description: How long did it take you to feel like a mother, after your first child? If it wasn't instantaneous, I understand. Mothering is all about learning, day by day, to open ourselves to the wisdom within us, and attune to the soul of our child to create a harmonious dance through the early childhood years. Learn here, how I'm trusting my intuition to guide me in finding the flow, with my son, that feels best for US, honoring both his needs and mine. In the Episode: Moving across the country, with my son, AGAIN When I finally felt like a mother Moving in with family, and embracing a multigenerational household My son getting more access to nature, and the effects on his emotional health and general disposition Weaning from baby-wearing Respectful parenting approaches to setting boundaries with toddlers ...And MORE. Resources Mentioned in the Show: Hunt Gather Parent Book Elevating Child Care: A Guide to Respectful Parenting Book⁠ Related Podcast Episodes: Developmental Sovereignty Interview with Bethany Wilde Connect with Erika Wirth: ⁠⁠⁠⁠Natural Birth Preparation Support ⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠Body-Partnership Coaching⁠ Healthy Holiday Workshop ⁠Sign Up!⁠ Join the Crunchy Mom Club ⁠⁠⁠Patreon⁠⁠⁠ for BONUS content/resources related to this episode Please Note the Following Disclaimer: By listening to this podcast, you understand that the topics discussed are intended, solely, for informational purposes. The information provided is not a substitute for professional medical advice, diagnosis, or treatment and should not be relied on as such. In listening to the podcast, you also agree that Wirth Wellness/Erika Wirth is not responsible for any outcomes or decisions you make, relating to any information presented on the show. --- Send in a voice message: https://podcasters.spotify.com/pod/show/crunchymomclub/message Support this podcast: https://podcasters.spotify.com/pod/show/crunchymomclub/support

Description: How do we heal and transform society through conscious leadership?    Conscious leadership is a turning towards oneself and the questions of one's life.  A conscious leader asks what lines will I not cross ethically?  What really matters?  What is mine to guard and protect?  What is mine to heal and restore?  How can I be in service in society?   We can only become a conscious leader by developing the qualities on the inside that support conscious action on the outside.   In this podcast interview with my friend Mary Abijaay, you will learn the root cause of unconscious leadership, how to manage yourself in the face of unconscious leaders, how to manage up in the midst of difficulty, and what to pay attention to in yourself and others to determine how to achieve success with your boss at work.   Episode Links: Mary's Book Mary on LinkedIn From Triggered to Triumph- Team Experience with Carley How to Coach a Harmful and Unconscious Leader with Carley  Navigating Triggers Meditation with Carley Polyvagal Theory- How to Befriend Your Nervous System with Deb Dana  HBR Article- We need trauma informed Workplaces SHINE Links: Thank you for listening. Want to build a high trust, innovative, and inclusive culture at work? Sign up for our newsletter and get the free handout and be alerted to more inspiring Shine episodes  Building Trust Free Gift Carley Links: LinkedIn Consultation Call with Carley Book Carley for Speaking Leading from Wholeness Learning & Development Carley's Book Executive Coaching with Carley Well Being Resources: Inner Game Meditations Inner Game Leadership Assessment Social:  LinkedIn IG Website Shine Podcast Page IMPERFECT SHOW NOTES Carley Hauck  0:10   Hi, my name is Carley Hauck and I am host of the shine podcast. This podcast has been flickering strong since May 2019. I began the podcast due to all the research I was conducting in interviews with organizational leaders, lead scientists, academic researchers and spiritual teachers for my new book shine, ignite your inner game to lead consciously at work in the world. I wrote my book to inspire a new paradigm of conscious leadership and business that was in service of higher purpose to help humans flourish, and regenerate our planet. The podcast focuses on the science and application of conscious inclusive leadership, the recipe for high performing teams and awareness practices that you can cultivate to be the kind of leader our world needs now. I will be facilitating two to three episodes a month. And before I tell you about the theme of our season, please go over to Apple podcasts, hit the subscribe button on shine or go to your favorite podcast platform carrier. That way you don't miss one episode. Thank you. This season is going to be focused on what leadership skills are most needed to create a healthy organizational culture. Leadership and manager effectiveness has been deemed the number one priority for HR and 2023. And every person listening whether you have a formal leadership title or not, you are a leader. We all have the responsibility to lead around something that we care about whether it's at home with our family, and our communities and or in the workplace. And on to the podcast. Hello shine podcast listeners. Thank you so much for joining me in this wonderful conversation with my friend Mary Abby, Jay. And Mary. Just a quick intro for folks. I actually found you a couple years ago when I was listening to Sarah holds podcast advice to my younger me, but she just actually finished she finished the podcast I saw her like last post I think it was last week. But I found Sara because she wrote this fabulous book with the same name advice to my younger me and I frankly thought Why didn't I know this in my 30s? Why am I now just discovering this in my 40s Well, she hadn't read it. She hadn't written it yet. And as part of her research, she researched all these incredible women leaders and you were one of the very first interviews that she did and you just really resonated and So I kind of had been holding this idea to reach out and then I did and voila. And I'm so happy. You're connected. And thank you so much for your work. Mary Abbajay  5:10   Well, Carly, that's so sweet. Now I just kind of feel like I just said good night Detroit. Like Thank you tip your waitresses, because that was really, really lovely. Yeah, Sarah is lovely person. And I was so delighted when you reached out to me, so I'm really excited to be here. So thanks for having me. Carley Hauck  5:24   Well, thank you. Could you share a little bit with our listeners about the work that you're doing in the world? And and also anything else you want to share about you as a person? identities? All those pieces? All those hats? We were right. Mary Abbajay  5:41   Oh, my gosh. So well, you know, I'm an introvert. So this is like my worst nightmare to talk about myself. But for you for you, Carly, I will do it. Hello, Shine listeners. My name is Mariana J. I am an organizational development consultant, I have a little boutique firm, called Career stone group. And we like to say that we help people make workplaces that are productive and positive. And we help people to be productive and positive in their workplaces. I'm a Gemini, I live in Washington, DC, I am married with one little furbaby named Valentino, he's a little rescue shitzu, if you've ever heard of such a thing, and I'm the author of a book called Managing Up, how to move up when at work and succeed with any type of boss, and it's all about how you can really take control of your career and be successful. I love what I do. I am a workaholic. Mostly because I love my work. Because I get to do cool things like this all the time. And that really, really feeds my soul, I have this diluted sense that by helping people make their work lives better, I'm doing just a little bit to make the world a better place. So that's, that's kind of under passion about what I do. So that's, that's me. Carley Hauck  6:54   Thank you. I love hearing all those other parts about you. Some of those I knew, because you're pretty transparent in the book. Well, I have to say this book is phenomenal. Like I have a high bar for books, being an author myself. And I just think this is so needed. And so for those of you that have had a boss or have a boss, they'll get this book, there will be links in the show notes, show notes, but I highly recommended. And before I even got to the part, where you share in the book, Why you actually ended up kind of writing this book, I had this intuition, I bet she had a really bad boss. And for all of them. Oh, wow. Yeah. And so that's really where I wanted to go in our in our conversation today. So they're kind of a couple of threads, I wanted to speak about how we manage ourselves first self management, so that we can confidently and powerfully manage up with any kind of boss. And I also wanted to talk a little more deeply about some of the root causes of why people are acting unconsciously, we could call them you know, bad bosses, I often like to use unconscious leaders because sometimes these behaviors, and even the wounding that is causing these behaviors are unconscious. And so instead of healing, they're hurting, and they're harming people in the workplace. I also wanted to bring in a little bit of the research that I have done and the framework on what are the conscious leadership qualities that we can grow, so that we can actually be more conscious leaders, and people don't have to manage us so much. And then lastly, I'd love to ask you some questions about what you can actually be assessing, when you're first having interviews with this potential new hire or new boss, and also what you might be able to do in the first 90 days to 100 days. And then I thought it could be fun if we role played one of the vos personalities and how you might manage yourself and how you might manage them. So we have a meaty discussion here. Unknown Speaker  9:20   I love it. I can't wait. Carley Hauck  9:22   Thank you. Thank you. Well, for folks that have been listening to the shine podcast, you know that I started this podcast because it was part of the research that I was conducting on my book on conscious leadership. And part of the reason that I wrote that book was because I was seeing lots and lots of folks in different industries over 10 years that were possessing certain qualities of consciousness that then supported more high performing teams psychological safety trust, well being and they were the exception, unfortunately. not the rule. So as a way to discern, and really bring in this framework, I had to see a lot of unconscious leadership, personally and professionally. And so, Mary, this brings us back to the reason that you wrote this book. It sounds like you had multiple leaders that and bosses that were really hard to navigate and to manage up. Do you feel like sharing any story from any one of those? Mary Abbajay  10:33   Oh, yeah. I mean, I share a lot of them in the books me I had, you know, and I think throughout, first of all, all the bad bosses I had led me to decide that if they could be a bad boss, I could be my own bad boss. I didn't need someone else being an asshole. I could be an asshole to myself, like, I didn't need that. So I have so many bad bosses is one of the reasons why I went, I became an entrepreneur. I'm like, I can do this. Like, I don't need this above me. So all in all, it was a good thing. You know, I had a boss, I had a boss that was a horrible micromanager, just horrible, horrible, horrible. I had a boss who was a screaming, shouting bully. I had a boss that was just completely incompetent, inadequate. And of all these bosses, I did have one boss, who was amazing, who was the kind of boss that really partnered with you. He was the kind of boss that really encouraged you. And he was kind of boss that that you could really flourish with. So I have had one good boss, well, the PROSPER not very good, but only one was toxic. And so as we talk about, like difficult bosses or difficult people or unconscious leadership, I think there's a big difference between someone who is an okay person, but not a good boss, right? A good boss for you. But there are people so that maybe they're unconscious of the impact of their of their bossing behaviors. But I do hope we do talk a little bit about like those that are not good people. They're more than unconscious. They're, they're the toxic people, because I think that's a real problem in the world. Carley Hauck  12:06   It is, it is an actually, I wanted to go there a little bit with you right now. So thank you for sharing all of that. So this was one of the quotes that I found in your book, and I, you know, I bring research into everything that I am also talking about, because it it really grounds it in a certain reality, especially for those skeptics, but you shared that research shows that it takes up to 22 months to emotionally and psychologically recover from the trauma of a psycho crazy bully tyrannical screaming egomaniac boss. Yeah, that's a long time. Yeah. And so what would Mary Abbajay  12:47   you say? I'll tell you, Carly. So you know, that was the research that I found a couple of years ago, and I wrote the book. And since then, I have probably spoken to well over like 10s and 10s of 1000s of people. And in every crowd, there's going to be 20%, who have had a psycho crazy, tyrannical, toxic boss, right? And I always ask people, How long did it take you to recover? And I think the 22 months was conservative, because I am hearing people talk about the trauma 23456 years later. So I think that 22 months is actually if I was to rewrite the book today, I might say up to five years, because I have met way too many people that are still struggling and still recovering from that trauma years and years after. Carley Hauck  13:35   I just feel such sadness and heaviness in my heart. Because I know part of why you and I are both here is we want to create healing organizations know that let work be a place where we can thrive. Thank you for for sharing that. Yeah. Mary Abbajay  13:52   And I will say this to any of your listeners, because this is really like this just gets my goat that we still in the 21st century. With all we know about neuroscience with all we know about organizational effectiveness and engagement, that organizations still allow toxic leaders in their organization. It just like I was, you know, we just saw the thing about Jimmy Fallon, like every week and these are famous people. Think about all those organizations that don't have famous leaders that nobody cares that this is happening. So you know, I want people to realize that if you are working in a toxic situation, you have to get out. No one is coming to save you. HR isn't coming to save you. They may want to save you they don't usually have the power to save you because the toxic people usually sit at the very top and toxic workplaces will make you physically ill you have a 60% increased likelihood of cardiac diseases stroke, it decimates your immune system, making you susceptible to all sorts of diseases like flus cold ulcers, it decimated You know, your emotional field, your psychological field, your mental health. And we know that people stay in toxic situations two years longer than they stay in other non toxic situations, because there's a lot of toxicity that goes on and what we call high meaning careers. fields like law fields, like medicine, fields, like politics, fields, like government. So people will tend to stay longer in these fields, because they really love their job, or they're passionate about what they're doing and for whom nonprofits is also a big place for toxicity. And so people tend to stay much longer, I just have to tell you, if you if you are in a toxic situation, you have to get out 10s of 1000s of people, I've asked this other question, too, how long did it take you to recover? And did you leave too soon, not one person has ever said they'd love to soon. They didn't leave soon enough. Carley Hauck  15:58   Thank you for sharing that. And I do believe that some of these conscious leadership qualities that we're going to talk about will actually one really help us to know our value to know our worth, and be able to manage ourselves more quickly, so that we can manage up. But I agree with you. And also would love to just talk about the deeper aspect of why these folks are showing up in the way that they are. We all have trauma, you know, individually, collectively, intergenerationally. And there are folks that are not doing their inner work, have not done their inner work. And frankly, the workplace has not always and mostly has not invested in learning or leadership development. That is why Leadership Development Manager effectiveness is thankfully the number one priority for HR right now. Because that's the only way we're going to be able to create a future of work that actually works for people. And hallelujah, for the younger generations that are really speaking up, they're more socially engaged, they're saying no, and they are the bulk of the workforce. So we have to change, because otherwise no one's going to come to work. Mary Abbajay  17:22   We do have to change, you know, the challenge will be with this change is that will HR be empowered to actually make a difference? I fear that some of this will go by the wayside, like D Ay ay ay is going a little bit by the wayside. Because at the end of the day, a lot of private sector organizations and nonprofit organizations always put their bottom line value on how much money is this organization making. And so I think one that challenges for HR when the opportunities is for them to show the bottom line, cash money value of actually investing in good leadership and good management, and employee health and an employee engagement. And it might take a newer generation of the C suite executives to actually place that value, right to actually be open to looking at that value. Because at the end of the day, for a lot of corporations, Money talks, and employee health walks us. So I really do, I really am I'm very hopeful. And a little cautious around this, I just hope that we can get the C suite to see the actual money value of being a good leader. Because you know, you see all these toxic leaders are all these bad leaders. They're just all these unhappy, low employee, low engagement places, and they still don't do anything about it. So we've got a kind of a new breed of C suites, they actually appreciate this, I think, Carley Hauck  18:49   well, and that's where really investing in leadership development to invest in how to be a co leadership Mary Abbajay  18:55   development only works if the top tier leadership places a value on it. Right? So I'm the you and I are both trainers, right? So we go in and we teach all the great skills, how to be, you know, a great leader, a great manager. And if they aren't rewarded for that, that doesn't happen, right? So their top leaders don't actually invest in making sure and holding those managers accountable for being good people, managers, the managers don't have any incentive. You take an organization, I think it's Deloitte or Accenture, I was getting confused. They got very serious about making sure their managers were more people centric. And so the managers part of their performance review is are you having? I think they have to do like monthly check ins with their people, are you and they're actually grading the managers on the success of their people in terms of their people's happiness and their engagement levels. And that seems to be working. So I think if we're going to do the leadership development, that's the carrot but you also need the reward? Carley Hauck  20:01   Well, I I agree with you. And, you know, going back to what you were sharing, there is more retention, there is more internal mobility, you know, there is more employee well being and people do want to stay when there are strong conscious leaders of the home. Yes, but But going back to leadership development, I started off with my path as a therapist, so I worked a lot with traumatized populations. And so I feel trauma informed on you know, the signs to look for. But we need to be assessing like, who has trauma and who doesn't, and who is doing the inner work, so that that's not being repeated, and they're now traumatizing other people. So I, I don't know if the workplace is ready for that. But like, that's the other piece we have to solve. We have to actually equip trainers, coaches, HR on being informed about trauma, and then and then solutions for healing. Yeah, that's just that's another piece that I see. So we are talking a bit about, you know, leadership manager, effectiveness being the number one priority in HR. And I wanted to talk a little bit about this conscious leadership framework, because I think it complements really well, some of the pieces in your book, and your research. So I distilled that there were nine different leadership competencies, that all worked in tandem, and actually on a continuum. And every person has different ranges of use, but when they're all actually dialed in, at the same time, we end up leading from our best selves, we can empower and lead our teams, we can increase trust, psychological safety, inclusion, innovation, without burning our folks out or further traumatizing them. And so I always like to kind of put myself you know, in the ring and ask my, my guests as well, where they think they are falling on some of these dimensions. So there, there are nine, which is self awareness, self management, empathy, resilience, which is a growth mindset, humility, self belonging, which is really including the dimensions of self love, self compassion, self forgiveness, self acceptance, and then physical, and psychological well being. And so not to put you too much on the spot, Mary, but I feel curious, what are one or two areas that you feel like as a leader, you're really prioritizing you, you're leading from this place, so you can lead others in a more conscious way? Mary Abbajay  22:55   I think for me, I think there's four that I think there's four, I don't know that I prioritize them. But there's four that I think are, are very prevalent in my day to day in my life, and one is self management. I am I'm constantly trying to self manage myself, I try to think about how do I need to say this was my impact for your listeners to know I'm actually like, I'm talking really slow right now. And it's really hard for me, like so like really trying to like in, you know, I'm a very direct, fast paced, you know, I'm a high strung type a person, so I'm always trying to manage that. So self management is a very big priority for me. My empathy is pretty strong. My husband says, It's my Libra moon, and my rising Gemini. I know, that's silly. My husband's on to the horoscope. But I do and I think empathy is really great. I think sometimes empathy gets in the way for me making tough decisions. But there's something that I don't want to lose resilience and a growth mindset are things I really try to prioritize, you cannot be as you know, a business owner, and not have to not cultivate resiliency, and a growth mindset. Because the minute you think that you you're all that in a bag of chips, you're gonna get smacked down. And the minute you think your business is all going good, you're gonna lose a big client. And the minute you think, you know, everything and you start, you stop being a learner, you're gonna lose it. And then humility, I think, I think I tend to be a very humble person. And I think humility is really important. Maybe it verges on the, on the side of self deprecation, which isn't necessarily so good. But yeah, so those are the four that I think are most prevalent in my life. Carley Hauck  24:35   Thank you. Yeah. Thank you self management, of resilience. And then I heard in humility, being humility. Yeah, yeah, definitely. Mary Abbajay  24:46   I can reach my husband says, that means I let my team walk all over me. He's like, You need to just you just need to lay down the lawn like Oh, but they're really busy. I'll just take on this piece of work for them. Carley Hauck  24:57   So when you talk about self management? What are your tips for self managing? I heard you say that you're trying to talk slowly. Why are you trying to do that right now in this moment, Mary Abbajay  25:10   because I lose the idea myself on my podcast and other people's podcasts or on, you know, video of me and I am talking way too fast. So I'm trying to slow it down so that people can hear me and understand. And plus, sometimes my mouth moves faster than my brain. That's not always a great thing. But yeah, so when I say self management, I, you know, I'm fairly aware of my, of my tendencies that are not going to have positive impact on people. So I do set an intention around a handful of my less than lovely qualities to try to make them more palatable to other people. I'm a big believer in the platinum rule, you know, really find out to treat others as they want to be treated. And so self managing myself around people who operate differently than me, is something I really work on. I work hard on trying to do. Carley Hauck  26:04   Hmm, thank you for sharing that. I really appreciate it. You know, where do you think some of the more unconscious leaders? Where do you think they might be lower Mary Abbajay  26:17   self awareness completely, is completely with self awareness, and then self management. So you know, I think, first of all, let's be honest, human beings are as are not very self aware, we like to think we're self aware. But we are not, I think it's Adam Grant that talks a lot about the lack of our self awareness. And not only are we not really self aware about what's driving us, we really lack awareness, and concern, I think about how our actions, our words, or deeds, and our behaviors are impacting other people. I really liked Tasha, Europe's work on this, in your book insight, where she did, she does a lot of work with C suite executives. And she found like 95% of them think that they're highly, highly self aware, and that she did some research on that by interviewing their teams. And something like only 15 15% of them actually were self aware. So I think that I think self awareness, especially around your impact on others, how other people experience you is very, very low in leaders. And I think it gets worse, as leaders go up the chain of command, because as you go up the chain of command, first of all, people stop giving you feedback, right? They stop telling you the truth about who you are. And I think quite frankly, people start believing their own shit, I'm sorry, that's French, for married, people start believing their own stuff, like I'm so good, I'm this, I'm this important. I'm so smart. I'm up here in the C suite. And I think that people really lose a lot of their self awareness. And if you don't have self awareness, you're not gonna be able to do self management. And the other thing I think that happens in leadership, is, as you were pointing out, we don't necessarily do a great job in America, of actually developing our leaders or managers before they become leaders or managers. Harvard did a study on this a few years back, and they found most managers get their first taste of being a supervisor or a manager in their late 20s, or early 30s. But they don't get significant training on that until their late 30s, early 40s. So for 10 years, they're just kind of making it up, right. And if they're trying to make it up based on a culture that has poor management examples, or poor leadership examples, then they're not going to get any self awareness, therefore, they're not going to get the self management about how the impact of their management style is working or not working. Carley Hauck  28:36   Agreed. And, you know, most people leaders have been advanced for their technical skills, not because of their people skills. That's exactly right. And they're still calling people skills, soft skills. But if we can't manage or empower our people, we're not going to be able to get the deliverables or the business objectives done. Like it's just not going to happen. Mary Abbajay  29:00   I know. And the other thing that I see Carly is that there's a lot of people that are managers, or leaders, they don't really want to manage the people, right? And so it's if you want to be a good people manager, if you're only taking that job to make more money or advance your career, which I understand, but if you don't want the people part of the job, then where's the incentive for you to become self aware, right, or to be have self manage or even to have the the humility or the empathy or the resilience from other people management? Carley Hauck  29:31   So hearing that most people are not very self aware, one of the things that I know that I do, and that I would hope to encourage in more learning and leadership development programs, and I don't do it all the time, but I try to, is to check in on. So what's your reaction to what I just said? Like what was the impact of that? Yeah, and yeah, that takes it down a notch and it does take more time. But how was My Message received? Because if we don't ask, then people are likely not always going to tell us, you and I are more direct. So we will probably tell people in a kind, indirect way, but most people don't feel safe. They don't either feel safe in themselves, or they don't have the courage to say it out loud. Because that that also has not been something that has been very promoted in our culture is Mary Abbajay  30:27   I think you're right. And I think you have bosses like telling me the truth, I want to hear it. But you know, they don't, because their past behavior has shown you that they don't. So I think that's always a very interesting thing. You know, and I think, you know, when you're talking about managing up, you know, I think self awareness and self management is really key for managing up. And so I often tell people, you know, if you really want to understand your impact on people, the best way to do that, and you can do the 360. But it's really to reach out to like, 10 of your colleagues and say, What five adjectives would you use to describe me? What like, what do people say about me when I'm not in the room? You know, what skills or talents Am I known for, and asking the people that will be honest with you, and then being really open to hearing that. So I think that if we can start developing our self awareness of how we as humans, impact other human beings, early on in our career, I think that really helps us develop that openness to feedback, the openness to take a look at ourselves as we move up into the food chain. This is also why I actually do whenever I do like those personality, things like the disc or predictive index, or Myers Briggs, I really liked those in the sense of, if it can open up people's minds as to understanding the difference between their intention and their impact. I think we can go a long way, just knowing that as you know, an introvert, just because I'm not talking doesn't mean I don't care about you, or you know, as a ad on the desk, just because I'm very direct with you. It doesn't mean I don't care about you. So I think the more we can understand how the how our behaviors may be misinterpreted by other people, I think that can help develop more self awareness. Carley Hauck  32:16   Hmm, loving all this input. Thank you. Yeah. The next area that I wanted to go into, and I love that you said, you know, self awareness, self management are the pieces that you think are really low. And these unconscious leaders, I would also say empathy, and humility, which were two of your strengths, I think they tend to be more of my strengths as well, you know, if you can admit that you're, you got it wrong, you made a mistake. If you can't actually emphasize that empathize with what's actually happening for the other person, then again, you're not going to be able to be a very conscious caring leader. Mary Abbajay  32:53   I agree. I just got a call from a law firm that wants me to help them teach their mid mid career associates how to give feedback, they said it, can you also teach them how to be more empathetic? Yes, I will try. But things like empathy, like that's a hard thing to teach. Right, Carly? I mean, you can explain it, you can demonstrate it, you can coach them. But that is kind of at some point, don't you think that empathy is a choice like that you must in some way choose to look at something from someone else else's perspective. At some point, you have to choose to whether or not you want to appreciate their experience or their so I'm curious to hear from you. Like, how do you teach empathy? Carley Hauck  33:40   Great question. Well, in chapter two of my book, which is the inner game of emotional intelligence, I talk about, you have the inner game, which is the self awareness and self management, and then you have the outer game. So when those are cultivated, then you're able to have more social awareness, which is oh, what might be happening for this person. And then number four is the relationship mastery. So those are actually the four facets of Dan Goleman emotional intelligence, however, like they really pertain to the inner cultivation, and then what shows up on the outside, but what, what I would say is, as far as helping people build empathy is that it's really helpful if you have them think about someone that they care about. So just imagine that this person is going through this right now. Like it could be their sister, it could be their daughter, it could be their mother. And once you bring it into somebody in their sphere and circle that they care about, it's much easier for them to then have empathy even for the difficult person. But you I would say start with someone they like first or you know, to build that empathy muscle and then you can start to expand it out even to have empathy for the difficult person because ultimately, it's that difficult person is just hurting, they're wounded, they've had trauma, right? They're not either so conscious of it, or they are conscious of it. But they're still a messy human. And so I can have compassion for their wounding, for their hurting, and also hold really strong boundaries around how I'm going to be put in the line of fire, and also call on allies. You know, this is one thing about managing those more toxic leaders in the eye 100% agree with you, you have to get out this is going in a different direction. But I had wanted to say this earlier, I had just forgotten, I think it's super important that we also find our allies, you know, in the workplace, that are practicing the same kinds of leadership skills, because who we surround ourselves with, is actually going to influence us the most. And if we can have a buffer of people that are validating our experience, that are also able to say, Hey, I had that experience with this person, too, then HR would feel more empowered to do something, right. It's called activating Mary Abbajay  36:10   your support network. That's how I refer to, but you know, but HR is only empowered as much as they're empowered. So we have to be really clear, I don't want to give people false hope, if you go to HR, your problems can be solved. It really depends on how much power HR has and who the toxic person is. Because there's also the whole whistleblower thing, like I could tell you horror stories about people that have went gone to HR and just made things worse for them. So it's really you gotta know, before, before anyone goes to HR, you really need to check out how well your HR has handled situations like this in the past, right? So ask around a little bit. But you know, it's funny, we're talking about empathy around like that. I teach that all the time, when I'm telling people to manage up as well, like, exactly like this person, this boss was a micromanager or this boss that's doing this are annoying you, you know, think for a minute, what's going on for them, right? Or think for a minute, I often do this make for men, the last time that you micromanage somebody, or the last time that you did behavior that you weren't proud of, you know, and that that can help kind of get people out of the amygdala hijack. Because what happens when we're dealing with difficult people, we get very frustrated, very fight or flight, you know, and so you got to get out of that in order to be able to make good choices. Carley Hauck  37:27   Definitely. Well, let's go into an example of a difficult manager and how we might manage ourselves and then manage up. And I also just want to share as I was reading through your book, and there's there's so many different manager types. I could relate more strongly to a few of them. And I'm bringing this up because in the chapter where we talk about the seagulls, which is the oh, goodness, sorry, the the nitpickers in the seagulls. Yeah, as I was, as I was actually reading through the nitpicker, because that comes first and then we go on to the seagulls. I love to the distinction that you put in is that the nitpickers are really about perfection versus the micromanagers are about control. But I'm springing this up because I could see how my team at times has thought of me as a nitpicker. Oh, sure. Because I have a high bar for excellence. Mary Abbajay  38:30   You know, the thing is, we've all done all these behaviors. We've all done them. All right, if you've worked long enough, but we don't judge ourselves as these things right? The circumstances, you know, so yeah, so the nitpicker so micro managers are about control. You're right. So most micro managers tend to be nitpickers. But not all nitpickers are micro managers. Because a nitpicker is the person that's going to nitpick small things for perfection. They may be important things or they might be minor things, you know, but they're probably gonna let you do your your gig your stuff, and then they're gonna swoop in afterwards and nitpick so I can be a nitpicker to my team will tell you that I nitpick their slideshows. That thought Saglie I don't like that graphic. I don't nitpick the content, which is the important thing, right? I have a certain visual I want. So yeah, understood. So if you have a nitpicky boss, it's really important to find out like what they care about, like, you know, like, is it the font? Is it the format? Is it the color? Is it the use of the Oxford comma or no Oxford comma, you know, so don't resist what the nitpicker was, and choose your battles wisely. You know, if you're just and be prepared for it. So if you know that your boss is going to nitpick something, then give them a draft an early draft and let them nitpick the early draft. Find out ask them questions ahead of time is the particular font you want is Is there a format you prefer? You know, what kind of graphics marry do you think would be great for this slideshow? That sort of thing? So find out, I was working with this law firm and this, we're doing a Managing Up course in this first year associate, you know, they have no power, first year associate comes up to me and says, Mary, I need your help. The Managing Partner won't use the extra comma. How can I give him that feedback that he's wrong? It's like, you know what you don't. If he doesn't want to use the extra comma, that's not a battle that that's not a hill, you want to die on your first year. So you have to pick your battles wisely. When it comes to the debt with nitpicker, and then ask questions like find out, you know, so Carly, why do you like things this way? Tell me about your preference for this. Because the more you can learn about what your boss cares about, the more you can figure out how to make things are more in alignment. Now, of course, we're not talking about things that are unethical, or things that are bad or wrong. We're talking about nitpicky things. Carley Hauck  41:04   Well, what I tell my team too, is like, if you're not clear on what I am actually asking for, then don't just do it and get it wrong. Because then I'm gonna go and tell you, you need to redo it. Like if there's even an wrinkle of I don't know if this is right, just text me call me asked me. Let's have a conversation. Because otherwise, it's annoying for you. And for me. Yeah. So, but that one, I just happen to bring it up because it's such a good one. And I bet everybody can relate to that one. But it's in the same chapter. Let's go into this. Because there's two kinds because there's Mary Abbajay  41:40   two kinds. Yeah, there's all seagulls swoop, people all seagulls swoop, you have a sweeper and a pooper and a super, and a scooper. So the swooper and pooper swoops in our project has been hands off, they swoop in, and they poop all over it. Like they just are like, this is awful. This is awful. Damn, why were you guys doing it, I know what you're doing. And they just, you know, Crusher ready. And then they swoop right back out, leaving like doctress of like bad feelings and, you know, crushed hearts and souls. So that's the Super and pooper, then you have the swooper and scooper. And this is the boss that you know, assigns you a project, and then all of a sudden they swoop in and they take the project away for two for their own, they take it away, and they put their name on it. And you've worked hard on it. And suddenly it's away from you, and you are really bummed out. So those are the two different kinds of seagulls. Carley Hauck  42:34   I really appreciate that. So I had this idea that perhaps, you know, we could roleplay this. So let's say that I have a boss that is a super. And I was working really hard on Unknown Speaker  42:45   pooper scooper. Carley Hauck  42:47   As a scooper. Unknown Speaker  42:49   He's super super. Carley Hauck  42:50   Yeah, thank you. So the seagull have a boss us swoops in, and scoops in. And it's a project I've been working really hard on, I'm presenting it to senior stakeholders. And then all of a sudden, they act like it's theirs, they take credit for it. Yeah, as I think about that, I would get triggered. That would be something that I really have to spend a little more time self managing myself my reaction to not take it personally. Yeah, to understand my motive or their motivations. And then therefore to advocate for myself, how would you coach me to manage up in that scenario, especially with senior stakeholders? Mary Abbajay  43:42   Yeah, so there's a couple of things with the you know, with the CIO, there's the scooper, that's gonna steal the credit. And then there's just a scoop of this gonna take over the project. I mean, they're kind of similar, but they're a little bit different. Like, they might actually take over the project and still give you some credit as they finish it. So the first thing I would say to you is, you know, is this a pattern? Like, is this a pattern that this boss does frequently? Or infrequently, they would ask you to kind of look for the patterns, like, as there are certain types of projects that they swoop and scoop on? Are there certain, like what's going on in the culture that makes them like this project suddenly has probably gotten to be high visibility, right? So I asked you about the pattern, so that you can anticipate it. The other thing I'd say is, you know, are you keeping this person in the loop on this, like, Did this person Scoop it because they didn't know how, where it was? Or are they scooping it because they didn't know where it was? And they want to take the credit for it. So then I would want to ask you around like, what, and part of this would also rely on what kind of a boss this person is. Could you have a conversation with this boss about this? Could you go in and say, you know, Hey, boss, I was really disappointed that not gonna be able to work on XYZ project or, you know, I'd really like to get some feedback on my piece of the project. Was my performance not satisfactory, just curious as to, you know what it was? Why, why I'm no longer working out, I tried to avoid saying why you took it away from me. But find a nice way to do that. No, Carley Hauck  45:20   I think leading with curiosity, when you're not in a triggered place is really great. Like, Oh, I wonder why did why did that end up being put on your calendar and not mine anymore? sense it in that way? And Mary Abbajay  45:36   that's something really important when you're not in a triggered state. Carley Hauck  45:40   Yes. Yes, I have a whole framework on triggers, which I'll actually leave in the show notes, because I have to practice it all the time. Yeah. And I think in order to manage up, we have to manage ourselves. Yep. Mary Abbajay  45:54   And then the last thing I'll say about the scooper is, you know, even you know, anticipate this for the next time that they're going to scoop it. But sometimes, if you keep them in the loop, and you see see other people, especially other people that this project is impacting, it's gonna be a lot harder for them to steal the credit if other people know you're working at it. And the last thing I'll say about this is, of course, then you can also when it's all done, you can also go back in and say, I would love to know how that project turned out. How are my pieces, so you can like, get some feedback and like, post thing. And then lastly, and I can't live, we're gonna suggest this, I might deny it. You know, this is what the gossip mill is for. And I don't mean bad mouthing your boss, but make it known, make sure people know, your contribution to this project. You know, like, if you ever run into his boss, and in the elevator or her his or their boss and elevator, and they say what you've been working on, you can say, you know, what, I was really lucky enough to work on that pesky project that my boss handed in, it was really exciting. And I really liked the opportunity to support that project. Don't take all the credit. But you can also do some backdoor self promotion on that. Carley Hauck  47:02   I love that. So holding people accountable by you know, really having all the stakeholders in the same email thread, transparency, and then also just speaking aloud your contribution with other folks and other stakeholders. I think that's, that's really great. Mary Abbajay  47:19   And then finally, you know, if your boss does this a lot and steals credit a lot. Then you may not be he she or they may not be the right boss for you. Because occasionally, you know, because some bosses say, you work for me, your ideas are my ideas. Right. So that's kind of the old school bossiness. You know, the 20 century boss. And if that's not your thing, and I don't blame you, it's not my thing, either, then you, you, maybe you need to find a different boss. Because if you're not getting what you need, as professional as a human being, if you're not being valued, if they don't find you valuable, and your ideas, then there's no shame in quitting like, find something was find a place where people do value you and they do find you valuable, and you get what you need, emotionally, psychologically, intellectually and fulfilling in your career. So you have a scooper and it drives you crazy. Get a new boss, get new jobs. Yeah, those are all really give yourself permission to quit. Uh huh. Carley Hauck  48:19   Yeah. So I've got two last questions for you. Okay. A lot of people are, you know, looking for new roles and new jobs they're interviewing, I am in that boat right now, I'm just going to put myself in the ring interviewing, you know, new potential supervisors for my for my new internal role. What are some things that I can be assessing to figure out? Who is this person, like, what kind of a boss are they going to be? And what's difficult about this, Mary, is that I will have one conversation with this person to be able to say, I'm the right candidate for you. And we may have a half hour, we may have 45 minutes. So ultimately, I'd love to be able to have further conversations, because I'm interviewing them as much as they're interviewing me. And I'm putting myself, you know, in this in the eye position, but I really want this to be in service of everybody that's thinking about this. Mary Abbajay  49:12   Yeah. You know, this is a hard one, I'm much better at telling you what to ask once you get in. But here's what I'm gonna say it for this. First of all, if you're going in person, right, if you're going into a physical office to interview with that person face to face, which I think happens still occasionally, mostly virtual days. But if you do get to go visit, physically, trust your gut, like trust the vibe you feel in the office, because Aska not only tell you a lot, it's gonna tell you a lot about the culture. What do people look like? Are people smiling? Did it look happy? They look stressed. So that sort of thing. So trust and trust, like the vibe you get from someone physically, also trust whatever vibe you can get virtually, although it's a little bit harder. I would ask questions like, you know, tell me about your best employee who's really successful here. What are you doing? Just priorities for your team. So I'd ask things like that. I would say, you know, what drives you crazy about about? I said, what drives you crazy about your employees? Or what are your biggest pet peeves? And you can learn a lot about from people ask about their pet peeves. I would also ask them, What do you like best about being a manager? Hmm, Carley Hauck  50:20   that's a great question. Mary Abbajay  50:22   What do you like best about being a manager? It's hard, because the really the really toxic bosses are just going to be lying. But I would say tell me about your greatest. Tell me. Tell me about if you want to find out about their work life balance, you know, tell me about how you encourage work life balance or? Or how or how do Carley Hauck  50:41   you set boundaries? Yeah. Between work things like Mary Abbajay  50:45   that are really great. Right? What what questions have you been asking? Carley Hauck  50:51   Well, I have been asking great question, some questions when I have an opportunity, because sometimes they don't leave you any room to ask a question. So then I follow up with questions. But I'm always asking them, you know, what is the what is the personality style that's going to be most complimentary with you. And the team is great. And then I also ask, you know, what does success look like in this role in the first three months, in the first six months, in in the first year, because then I know if I'm going to either flop on my face, or if this is going to be a place, I can really bring my best value, and create success, which is what I want, which is what they want, which is Mary Abbajay  51:32   what they want. You know, the other thing you can do, the other thing you can do is you can you can say, Hey, would it be possible for me to talk to another team member? To learn about that? Or do you want to be a little more devious, I don't think is devious. Because you know, you're about to commit, maybe commit to these people. You could literally reach out to somebody Carley Hauck  51:51   done that with other people in the company. What's the culture? Like? Who you Yeah, Mary Abbajay  51:56   what do people say about this boss and things like that? I think that is totally fair game. If you don't know anybody at the company. That's what LinkedIn, that's what LinkedIn is for. cyber stalking. But I think the more I think, you know, I so when I interview for people, people, I actually, I really insist that they talk to my team first. And, and I, my team knows that they, they are really clear about who I am. And they're really honest with with with the people, and then they will come to me and say, Yeah, this person is not for you, or you're gonna love this person. And they're gonna love you. So I really like it when you went hiring bosses, let the team talk to the people too. Carley Hauck  52:39   Well, and then pretty much all the feedback you gave would also the things that you could be assessing in the first 90 days, but also just having more direct conversations with this person, you know, to see, okay, there's going to be certain things that aren't going to work well. But how can I adapt? Right? And and how can how can we have this be a win win for both of us? Mary Abbajay  53:00   That's exactly right. That's exactly right. You because yeah, and hopefully, and by the way, if anyone's looking for work life balance, and you say, you know, what's the culture here, and the boss, the hiring person says to you, oh, we work hard, and we play hard. That's a high work culture. Carley Hauck  53:20   Well, and the other part of your book, which I think is really helpful, too, is that you're able to assess your strengths and your weaknesses, and also what kind of boss you're going to vibe with and best. And so again, this comes back to self awareness, like, you know, own own your, your parts, and then find the right fit for you. Because not everyone is going to be the right fit. Mary Abbajay  53:47   You bless your heart, you are 1%, right, you know, what we tend to do is we all tend to like the way we operate. So when people operate differently than us, then we tend to get really frustrated and make them you know, make us the victim and make them the perpetrator. And the truth is, there are some people like my favorite boss might be your worst nightmare. You know, your favorite boss might be someone else's worst nightmare. And so really be able to own your own piece of the puzzle is really important to be honest with yourself about what what kind of person you are and what kind of person you're going to work well with. And what you might need to do more of less of or differently in order to work well with the boss that you've decided to work for. Carley Hauck  54:25   For sure. And that comes back to the self management, right is owning your reaction to whatever's happening, because because you're the only person that can change that reaction. Mary Abbajay  54:38   Yeah, because we only have control over ourselves. We don't control anybody else. But I do have some questions that you can ask once you start, okay. By the way, if anybody wants these questions, they can just email me because you're gonna put that in the show notes or something reach out to me or find me on LinkedIn. Yes, Carley Hauck  54:53   your LinkedIn will be in the show notes and your website. Mary Abbajay  54:57   And these are really basic questions, but I'm telling you Guys, they work so much. And managers love it. They always know they should be having these with you. But if they don't things simple things like What's your preferred mode of communication? Yeah. How do you like to be approached regarding an issue or challenge or a problem? How often do you like to meet as a team or one on one? Is the question you did before? What does success look like to you defined top performer? How often do you like to be updated? And projects? How do you like your updates? Like I like updates, but I want to be kept in the loop not in the soup. So I have a couple of people on my team that are really detail oriented, and my eyes glaze over. isn't done? That's to my mind. If you had a perfect team member, what would that person look like? What are your top priorities? What the biggest pressure is on you or the team right now? How can I best support you? What do you find annoying about working with others? And then always say, What can I do more of less of a definitely to work well with you? And what else do I need to know about working well with you always say what else and just have this conversation 15 minute conversation, I call it the preferences, priorities and pet peeves. This way, you're going to cover not only their work style, but like what's important to them, what they care about how they like to work, and it's going to be a good conversation. And I will also say this, as Carly and I were saying not everybody's very self aware, take their answers, but also measure them against how that you actually see them behaving. Like what they say, I'm very communicative. I love pop in meetings, and you know that they don't you see the behavior, the doubt. So take what they say, but don't treat it as gospel to actually see that behavior. Carley Hauck  56:44   I love all of those. And being that, you know, I bring a lot of coaching into the work that I'm doing. I've brought in actually a lot of those questions to support leaders, you know, to have conversations with their direct reports and with their supervisors. But then after you get those answers, what I think is even a really good next step is that one, you're writing it down, you repeat back what you heard them, say, so that it's actually correct. And then you create an agreement. So I hear you want me to do this, this and this. And then you say, well, on my side, I'd really love and you request which you need, and then you create an agreement, and you're probably going to make some oops, so then what's your accountability to come back to the agreement that you just had, you know, and this is where psychological safety and trust is built. But this, these types of questions, I think are essential in your one on ones, but also in the team. There's so many teams, senior leadership teams that I get asked to come in, and they haven't done any of them. They don't know how your team wants to work. So how are you even? How are you delivering on projects, y'all? Mary Abbajay  57:56   You know, I love that because I think I think, you know, this is a partnership like employee and leaders partnership. And I love that you are helping the leaders ask these questions downward as I'm helping the employees ask them upwards, because it is a conversation that both should have. And I always say to my folks, you know, hopefully once you ask your boss these questions, they'll turn around and ask you the same questions and listen to them. And it's always makes me sad when someone emails me back and says, You know what, I had this great conversation with my boss, I asked this person all these questions, but they didn't ask me a single one. I was like, wow, that's sad. That's a missed opportunity from that boss, Carley Hauck  58:35   for sure. But this is how we change it. Right? This is this is when everyone's talking about human centered people first. Yeah, you start with connection, Unknown Speaker  58:44   you start with the people. Carley Hauck  58:48   How to Care for this person? Who is this person? How are we going to collaborate? Well, Mary, this was amazing. Thank you. Again, I just love this conversation. And again, everyone, this book is fabulous. And I love all those questions. So you so is there anything else you want to leave folks with? Mary Abbajay  59:07   I just want to say you know your work, you spend so many of your waking hours at work. I truly believe those should be great hours, there should be hours where you can use your mind, your heart, your creativity, your passion, they should be hours that that you that you find valuable and that add to your life, not detract your life. So if you have a bad boss, or you're in a bad workplace experience, do what you can to get a better workplace experience. You deserve it. You deserve it. You only live once and your work should be a bonus to that and nine detractor for your life. So good luck. Thank you, Carly. This was so awesome and get Carly's book people and leader stop being jerks out there. I have I have a presentation that call that's called your team hates you and here's why. Carley Hauck  59:54   Oh wow. Mary Abbajay  59:57   Your direct boss is not being jerks and start Reading current Carly's book. Carley Hauck  1:00:03   Yeah. Be the the leader that others will never want to leave and want to follow. Right? That's right. That's the opportunity right now. Thank you, Mary. Thanks, Carly. Let me summarize some of the key points of the interview before we go and give you some action steps you can put into place today. First, manage yourself. Before we can manage up down or laterally, we have to be able to know what is happening inside our bodies, when to speak and when to be quiet. We want to be the calm in the midst of the storm. And there is emotional contagion, whether you're working from zoom, or you're actually in person, people can feel and sense where you might be in your body. And so navigating your triggers, you'll find a free meditation in the show notes that you can utilize. There's also lots of wonderful practices in my book, on how to be a conscious leader. And there is a very effective framework on navigating triggers. In fact, this topic is one of the most highly sought out team building sessions that I offer with senior leaders. And additionally, the nine leadership capabilities that Mary and I spoke about before, which is this validated framework that I've developed in the last decade. self management is key to that competency. There is also a team building workshop that I am doing in partnership with Team Rothery. And this is also in the show notes. And it's called from trigger to triumph. So if you're interested in that, you can book that with your team. I do that with a lot of teams. Second, manage down, up and laterally. With Remote distributed workforce, we need to begin to have conversations that invite people to share what their preferences for communication are, when they might actually work best during the day, which could be really different. It might be that they take a longer break at lunch, because they want to go exercise and they were up really early hour they've got child care. Find out with your team and your supervisor, how people work best, what is going to actually help them collaborate, communicate with you the best. Third, invest in learning and leadership development for everyone at the company. This is one of the best ways that you can create a whole healthy organizational culture. And we know that culture eats strategy for breakfast. In the conscious leadership programs that I have designed and developed for some really amazing companies, I have validated metrics to showcase that empathy goes up 74%. That's one of the most sought after leadership competencies in our workplace right now. Psych psychological safety goes up by 47% internal mobility engagement goes up by 20 to 30%. And I have many more incredible results that I could share with you. If you're interested in having me partner with you. For an internal director above learning leadership and culture role I am interviewing now for the right boss, team and company to join. I am so excited about this opportunity to serve a thriving organizational culture, please feel free to reach out to me on LinkedIn. Number four, if you are in a truly toxic environment with a harmful and unconscious boss, definitely check out Mary's book, there's a lot of really wonderful ways to manage up, and also resources. I also recorded a podcast on this topic a few years ago. And if you go to the shownotes, you'll see it's how to coach a harmful and unconscious leader. There are tips and strategies and as Mary and I spoke about can't change the person. So you do need to leave but before you leave, find your allies. And if it feels safe to do so speak up so that this behavior and this person can be held accountable and so that the hurt and harm doesn't continue. And also so that this person gets help and they get actually taken out of their people leader role. This person is not equipped to lead people. They would be better served to just navigate with technology, or potentially take some time off to do some deep for healing. And the last thing I'd like to preface is that we all are navigating individual, collective and intergenerational trauma. And it's really important as we come together and really create what can be a healing organization that we are trauma informed, and especially in the people function of HR talent, and the chief people officer, we need to know what the signs of trauma are, and also where to give people resources and help. Please reach out to me to have a conversation on this. There's a lot of resources that I have on this topic and other really great people to connect to you to. Again, Mary is amazing. Mary, thank you so much for your service and your leadership. And if you enjoyed this episode, please share it with friends, family, or colleagues. We're all in this together and sharing is caring. If you have any questions, comments or topics you would like me to address on the podcast, please email me at support at Carley hauck.com And finally, thank you for tuning in and being part of this community. We have several wonderful future shine podcast episodes, so make sure you don't miss any and until we meet again, be the light and shine your light  

Description: How would things be different in our world if people thought differently about how God sees them? Today's message gives us a new perspective on God that when understood has the potential to change everything.

Description: How is the church making a difference in the community? How can we make a bigger impact? Today's message kicks off a series on community involvement and engagement designed to communicate the love of Jesus in very tangible ways.

Sermon Notes Date: 04/09/2022, Easter Sunday Preacher: Monty Simao, pastor Key Text: Matthew 27:1-26; John 3:16 Description: How can there be some much hatred for the one Man who has never sinned? This Easter Morning on the Scandia Bible Church Podcast, Pastor Monty Simao focuses on HATE. And causes us to consider its polar opposite: […]

Description: How was it possible for Jesus to declare the details of his upcoming brutal death, burial and resurrection? His insistence in what was going to happen to him permeates the New Testament and He was SPOT ON with every detail. What does that mean?

Description: How can I process anger in a healthy way? Today's teaching unpacks practical tools from the Bible that will help you tame your temper when it flares up.

Description:  How can I show love to the difficult people in my life and still maintain my own personal dignity? The teaching in today's message has the power to change the dynamics in difficult relationships.

Sermon Notes Date: 12/18/2022 Preacher: Monty Simao, pastor Series: Ecclesiastes Key Text: Ecclesiastes 12:9-14 Description:   How do you sum up a book that seemingly is all about uncovering the vanity and meaninglessness of life??… life under the sun? Today on Scandia Bible Church Podcast, Pastor Monty Simao brings us to the conclusion of our […]

Description: How do we become a Peacemakers in today's society? In today's lesson we will look at Seven secrets necessary to becoming a peacemaker. 

Description: How in the world can I be merciful to those who have offended me or hurt me? Why should I? Is there any benefit to me personally? Today's message answers each of these questions with truth from God's word and real life application.

Description: How can I be a strong person who exhibits gentleness? Today's message gives practical tools on how to make a difference in the lives of others by living a life of gentleness.

Sermon Notes Date: 10/23/2022 Preacher: David Teves, guest preacher Series: Five Solas Key Text: selected texts Description: How can you be made righteous? Today on Scandia Bible Church Podcast, David Teves fills in at the pulpit and finally puts a bow on the Five Sola Series he began preaching over 3 years ago. You see […]

Description: How does a United States Marine Corps end up as a gunrunner for the Provisional IRA and working alongside notorious gangster James 'Whitey' Bulger? In conversation with John Crawley, the Indo Daily finds out how his life took this extraordinary turn. Have you heard the news - The Indo Daily is up for a Listener's Choice award. You can vote for ‘The Indo Daily' here https://www.theirishpodcastawards.ie/vote/See omnystudio.com/listener for privacy information.

Description: How would your life be different if you could truly grasp how deeply you are loved by God? By receiving God's love, you are living in step with your purpose and calling. Join us this Sunday to learn more about living in your purpose and be challenged to fully embrace God's magnificent plan for your life.

Description: How do the best communicators break free from their notes? It so often appears unscripted and effortless. How do they do it? Today, in my conversation with Paul George we tackle this big question and many other of his convictions and strategies for effective communication. Paul has spent over a quarter century helping people discover the “art of living” through self-knowledge, a relationship with Jesus Christ, and finding true happiness. Throughout these years, he has served in various capacities, including: president of a non-profit, speaker, mentor, consultant, coach and author. And yet It's his role as husband to Gretchen and father to his five kids that he cherishes the most. His book, Rethink Happiness, was released in May, 2018. And he holds an undergraduate degree in education and a master's degree in Theological Studies from the University of Dallas.Please connect with Paul at his website: paulgeorge.laAnd be sure to check out his weekly podcast “The Paul George Show” wherever you listen to podcasts!Links:For more information about the Better Preach Podcast visit: www.ryanohara.org/betterpreachBetter Preach is a proud member of Spoke Street, a Catholic Podcast Network that amplifies the voice of the Creator through fostering content that invites. Check out Ryan's FREE course on “sharing your faith as a Catholic.”Follow Ryan on Instagram, Twitter, YouTube, or Facebook Join Ryan's email list. I made this podcast with help from Riverside FM. Want to try it out for your podcast? Here's a link to get you started.

This message was delivered on Sunday, August 14, 2022 at All Souls Unitarian Church in Tulsa, Oklahoma by Rev. Dr. Marlin Lavanhar in The Point Humanist Hour service. Description: How are you feeling right now? Happy, anxious, depressed, or maybe even numb? Or perhaps there is a fear or uncertainty of what will happen when we really let our feelings reach the surface. Sometimes we aren't even aware of what we're feeling, but it still follows us. This Sunday, Rev. Marlin explores what it means to become aware of our own awareness. Reflecting on his time on sabbatical, Marlin encourages us to pay more attention to what we pay attention to, and in that space we will find a rich quality of life that is worth it. SUBSCRIBE TO WATCH OTHER VIDEOS: https://www.youtube.com/user/allsoulsunitarian WANT TO LISTEN? SUBSCRIBE TO AUDIO PODCAST: https://podcasts.apple.com/us/podcast/all-souls-unitarian-church/id193096943   GIVE A DONATION TO HELP US SPREAD THIS LOVE BEYOND BELIEF: http://www.allsoulschurch.org/GIVE or text LOVEBB to 73256 LET'S CONNECT: Facebook: Instagram: All Souls Church Website:

The Connected Yoga Teacher Podcast 284: Beyond Pronouns and Pride Month with Shannon Crow   Description: How can we make our yoga classes more inclusive and accessible? The truth is, sometimes we can mess up and make mistakes even when we try to create safer spaces in our yoga classes. We may cause harm without realizing it - that's why it is a huge gift when someone points out how we are causing harm.   The work of continuous learning goes beyond simply using the right pronouns and extends far beyond Pride month. These are complex and nuanced issues - we have to strive to continuously educate ourselves. In this episode, Shannon Crow shares the email from a listener that inspired this conversation as well as resources for you if you are keen to continue learning how to create safer, more accessible yoga spaces for people in the LGBTQIA+ community.   Key Takeaways: [3:24] Shannon shares a book she has been enjoying and learning from recently. [6:56] This episode was inspired by a brave email sent by a podcast listener in response to Episode 275 about being kicked out of yoga class. [9:00] Shannon shares the email from the listener. [10:44] Even when we want to create safe spaces, we may not succeed. We may also cause harm to others and it is a huge gift when they communicate that with us. [11:58] Our continuous learning journey goes beyond Pride month. [13:03] We can spread our learning and collaboration requests out to span the entire year, instead of just in Pride month. [14:12 Shannon has some resources for you if you want to create an inclusive yoga space in all months of the year, not just in June. [20:54 - 20:59] Shannon shares what OfferingTree is putting together for yoga studios. [22:43] Shannon highlights some of the podcast episodes listeners can learn from as well as trainings available. [27:50] We can all learn from each other if we're willing to share and be vulnerable about where we messed up. Links: Yoga for Pelvic Health 6-Week Series with Shannon Crow Anti-Oppression, Inclusion and Accessibility in Yoga Resource Page Looking for Jane by Heather Marshall The Connected Yoga Teacher Podcast Episode 275: Kicked Out of a Yoga Class!? with Shannon Crow Pelvic Health Professionals (Code: listenersgift284) The Connected Yoga Teacher Podcast Episode 276: Caring for Yoga's South Asian Roots with Susanna Barkataki The Connected Yoga Teacher Podcast Episode 277: Yoga and Land Acknowledgement with Jessica Barudin & Emmy Chahal The Connected Yoga Teacher Podcast Episode 278: Religion & Cultural Respect in Yoga with Emmy Chahal The Connected Yoga Teacher Podcast Episode 269: Yoga Philosophy and Colonialism with Shyam Ranganathan Native Land Digital Shannon Crow on Instagram The Connected Yoga Teacher Facebook Group   Resources to Guide Learning: Transgender Competency Training with Tobias Wiggins (2-hr training) Embodied Consent with Megan Peterson Trans Pregnancy with Jacoby Ballard Gender Affirming Language with Avery Kalapa Gender Affirming Surgery with Dr. Christi Butler 265: Teach LGBTQIA+ Inclusive Yoga with Gabi Parkham 231: Conscious Marketing with Tristan Katz - The Connected Yoga Teacher Conscious Marketing for Yoga Teachers with Tristan Katz 195: LGBTQ Awareness for Yoga Teachers with Tristan Katz 217: The Yoga of Trans* Affirmation with Avery Kalapa & Maygen Nicholson 246: Anger, Forgiveness & Self-Care with Jacoby Ballard - The Connected Yoga Teacher 108: Inclusive Language for Prenatal Yoga with Shannon Crow 247: Being Wrong is Part of Learning with Shannon Crow - The Connected Yoga Teacher   Gratitude to our Sponsor, OfferingTree.   Quotes from this episode: "This continuous learning journey, I really think this goes beyond Pride Month."   "Please don't be the business that sticks a pride flag on their website in june only to then take it down and forget all about the social justice issue the rest of the year."   "It is very nuanced and it's like we don't know what we don't know and in the meantime we might be causing harm."  

Description: How do you transition from being a leader in an office to successfully leading remotely? What do you do when only part of your team returns to the office? Many of us have had a crash course in exactly those situations, which is why we brought Valentina onto the show to talk with us. Valentina is an expert in remote communication and leadership, as she both trains companies with these challenges, and has been a remote leader for many years. Our focus today is on how you can to use asynchronous communication at the right times, bring out the best of both worlds when you're in a hybrid team situation, and how to avoid the pitfalls of one-size-fits-all leadership when it comes to communication in person and remotely. Learn about how Amazon and others have improved their meetings here. Learn more about the basics of asynchronous communication here. Psychological Safety is an important concept to embrace regardless of where your team members are located. Learn about the fundamentals of it here. You can check out Dr. Katerina Bohle Carbonell's talk on analyzing communication patterns here. When you're managing remote employees, 1 on 1s are very important. Learn how to have great 1 on 1s here, and specific questions to ask remote team members here. Books that Valentina recommends:The Culture Map by Erin Meyer and Valentina wrote and made a presentation about one of her favorite concepts from the book here. On Writing Well by William Zinsser Everybody Writes by Ann Handley Key actions for you to take today from the interview: Make sure you have 1 on 1s, and always prepare an agenda: Don't skip them for any reason except sickness or vacation. They're a key place to maintain the relationship and give + receive feedback. Do a meeting audit: Which meetings can be shortened, shouldn't be there, or can be replaced with a document/written discussion? It's not all, or nothing; you can have a shorter meeting because it's better prepared with an agenda, just as much as canceling it altogether. Start declining meetings, and say why: This makes it safe for your team members to do the same. Your example then matters as you should show that even when you don't attend you may ask for an update after, or the topic and give brief input asynchronously. Where to find and follow Valentina: You can learn more about Valentina's work at TheRemoteEmpire.com and she has an in depth, cohort based course on remote leadership here.

“I will remind you that you are incredibly powerful + hold space for you to heal through your own Source connection. It's time to unleash your authentic soul frequency to the planet. " Today I share a conversation with Amanda is a Holistic Healer, New Earth Instagram: @amandamonnier Guest Bio: She is a Visionary, Mentor, Podcaster, Published Author, + Certified Yoga Teacher. Amanda transitioned into her soul work from a career in law enforcement after feeling the nudge to go all in on herself. She believes in each of us activating our inner healer and healing through connection to our own Divinity. She holds space for healing ancestral patterns, conditioning, imprints, beliefs, + the shift into your fullest embodiment of who you are at a soul level. Amanda is completely committed reminding others that everything they ever needed was always inside. Description: How did you transition from a law enforcement officer to healer? What sparked this pivot? IG quote: 33:47 "When we "Source" outside of our own Source connection, it's coming from a place of need, scarcity/lack, unworthiness, etc. It often results in misalignment and chaos in our experience.... When you are alignment with your truth you can make choices for a place of your highest.. and this vibe is expansive." How can you advice a young person in this dating jungle? What is generational trauma? and How Generational Trauma Unconsciously Programs the energy field. Inner Child Healing + Part personalities that create Identity Stepping out of fear and into your life purpose work How can I begin to understand my own intuition and step into the embodiment of my essence? What's the definition of “soul alignment” and why is it so important? Here are some key moments: 27:13 "there is this level of consciousness that is tied to the different ancestral lines in a memory field, and then also gets stored in the cells, the DNA of the energy." 28:00 "90 to 95% of everything's like unconscious" 29:50 Heart and Soul Alignment "your emotions are helpful compass's to know what is your highest 10 out of 10 in your soul's alignment" 32:45"if money was no thing, what would you be waking up and doing?" 34:50 Dating advice to her younger self. #1 thing is to pause waiting and heal self and truly love yourself so you bring your highest frequency to attract a healed partner. 41:16" this is just a journey back home to self 42:12 listen to your intuition and watch for red flags, draw boundaries, it's ok to say NO, 46:57 guilt, shame, and unworthy resonate a very low vibrational frequencies on the scale of consciousness there, I think below like a 20 Hertz. 51:10 Broken-ness myth keeps you stuck in the healing cycle paralyzed to move forward. Full show http://ravenscott.show/ (Webpage ) GRABhttps://unlockyourdestiny.net/free-self-healing-guide ( free Narcissist Survival Guide Book) PDF Grab all links and full transcript on our website http://Ravenscott.show (Ravenscott.show) http://instagram.com/ravenscottshow (Follow on IG ): http://twitter.com/ravenscottshow (Twitter)http://twitter.com/thrivingintuitv (: ) SHOP Raven's Girl Talk https://www.etsy.com/shop/ravenscottshow (Merch Store)! : SUBSCRIBE TO YouTube Channel Raven Scott Show Mugs & Water bottles Restorative Tote Compassion T Shirt Spiritual Mantra Sweat shirt Gorgeous Journal Empath & The Narcissist https://www.amazon.com/Empath-Narcissist-Healing-People-Pleasers-ebook/dp/B097CP63G5/ref=sr_1_16?dchild=1&keywords=empath+%26+narcissist&qid=1625605765&sr=8-16 (Book) : Music YouTube Library: Believe by Neffex Mentioned in this episode: Trauma 2 Triumph Summit https://the-thriving-intuitive.captivate.fm/https-bit-ly-3xjlfvb (Traum 2 Triumph Ticket)

The Connected Yoga Teacher Podcast 262: Run a Successful Yoga Membership with Allie Van Fossen   Description: How can yoga teachers successfully leverage the membership model in their business? In this episode, Shannon chats with Allie Van Fossen about how she built and grew her membership to 1000 members, and what it really takes to manage a membership fo that size.   Allie leads the Body Mind Soul Studio, an online yoga studio that helps people leverage a holistic yoga practice to create transformation in their lives, both on & off the mat. Her mission is to empower yoga students with on-the-mat tools so they can confidently lead an off-the-mat wholesome, fulfilling life. At Body Mind Soul Studio, Allisson offers quarterly courses, weekly live events, and a variety of yoga classes and teachings, all via a yoga membership program.   Allie shares the nitty-gritty details about what it really means to run a yoga membership. She candidly shares about the challenges in her latest launch and how she dealt with them, as well as her strategy to retain members. Allie explains how she uses YouTube as her main marketing platform, and gives us some great tips on what elements to include in our membership program, and how to decide what to charge.   If you've been thinking about starting a membership or if you have a membership and are thinking about how to improve it, this interview with Allie Van Fossen is going to help you along this journey.   Key Takeaways: [3:17] Shannon introduces her guest for this episode - Allie Van Fossen. [6:20] Did you know that OfferingTree makes it really easy to set up membership sites? Shannon gives a shout out to sponsor OfferingTree. [9:11] What does Allie do and who does she do it for? [10:20] Allie has a large following on YouTube, as well as a large membership. What was the process like building these platforms? [14:15] Allie shares some of the things she loves about YouTube. [17:08] For many yoga teachers, YouTube may feel like more of a challenge than Instagram. For Allie, it's the opposite. [18:51] What is Allie's membership like? [21:34] What do Allie's members have access to within the membership? [25:35] For many yoga teachers teaching online right now, sign ups are lower than they have been for the past couple of years. [27:07] The Yoga Teacher Conf is coming up soon, 22-24 April in Denver, Colorado. Shannon shares some details about the event. [29:07] Allie recently had a launch that didn't go as planned. What happened and what was that like? [33:48] What were some of the reasons why Allie's most recent launch saw only 50% of the usual rates? [35:32] From a different perspective, people are also in an in-between zone and may not be emotionally in the right place. [38:46] The third thing that contributed to Allie's disappointing launch was a collection of smaller factors. [41:02] Allie's next launch is coming up in spring, and she's prepared for it. [44:27] What does Allie's team do to help retention in the membership? [51:39] Allie shares some of her tips for starting a membership. [54:00] What is Allie's advice for people who are new to the idea of having a membership? [59:34] Find out more about Allie and the work she does by visiting her website. [62:41] Shannon shares her key takeaway from this interview with Allie.   Links: Allie Van Fossen Allie Van Fossen on YouTube The Connected Yoga Teacher Podcast Episode 150: Start a Membership Site with Amanda McKinney Hosting a Yoga Membership Site (Article Written by Crunch Ranjani) Creating a Yoga Membership - Q&A with Shannon Crow The Connected Yoga Teacher Podcast Episode BONUS: Yoga Teacher Conf April 2022 with Allison Rissel Glo Yoga International Membership Academy with Callie and Mike Stu McLaren Tribe The Connected Yoga Teacher Podcast Episode 218: Body Positive Yoga with Gillian McCollum Native Land Digital Pelvic Health Professionals Shannon Crow on Instagram The Connected Yoga Teacher Facebook Group OfferingTree Feature - Client and Contact Notes Gratitude to our Sponsors, OfferingTree and Yoga Teacher Conf.   Quotes from this episode: “YouTube is the primary traffic source that feeds our other revenue streams and I love it."   "It's been a massive learning lesson and ... being an entrepreneur, just putting yourself out there, letting yourself be seen and heard and be so visible, really requires you to go through your own metamorphosis."   "I started the membership really out of that desire to go deeper with my community."   "You can spend a lot of money getting people in the door, but then if they all leave just as quickly, you've got this really broken, leaky system."   "People say they want one thing, but they actually need something else."   "I'm finally embracing that entrepreneurship is experimentation and it can be joyous and fun, even when you've got tens of thousands of dollars invested."   "Go inward, connect with what has worked for you and been most moving for your own yoga journey as a student and let that be your springboard for creativity."

Text: Matthew 6:1-6, 16-21 Description: How to faithfully Lent in 2022 despite what Jesus said.

Episode 7: Customizing your wardrobe "rules"Description:How do you curate personal style when you have approximately five billion options to choose from? In this episode, we talk about why creating boundaries and personal rules for your wardrobe is absolutely essential to creating personal style, and how following your own rules makes shopping so much easier! When it comes to the creative process, boundaries and rules are the key to unlocking endless possibilities. But they bring other perks as well.Show notes:Contact me at hello@jennyewilliams.comFollow my shop on Instagram @carrottoppapershopwww.carrottoppapershop.com

- - Description - - How can you successfully integrate horror into your home game? This episode continues looking into the pillars of horror - focusing on Revulsion - and answers some call-ins: both regarding the horror subject and regarding the podcast, in general. Some segments of rough audio - but again, having learned from the experience, it's better than it was and will continue to improve. Theme Music by XTaKeRux, Free Music Archive: https://freemusicarchive.org/music/XTaKeRuX - - Show Notes - - 00:00 - Intro 00:20 - Theme 00:48 - Call In: Joe from Hind-Sightless 05:14 - Call In: Jason from Nerd's Variety RPG Podcast 06:57 - Revulsion! 16:45 - Audio Quality Apology and Segway into More Call Ins! 17:20 - Call In: B.J. from the Arcane Alienist 18:27 - Call In: More Joe from Hind-Sightless 19:31 - Call In: More Jason from Nerd's Variety RPG Podcast 20:25 - Outro and Teaser for Next Episode 21:21 - Theme and Legalese - - Links - - Hindsightless (https://anchor.fm/joe-richter9) Nerd's Variety RPG Podcast (https://anchor.fm/jason376) Arcane Alienist (https://anchor.fm/arcanealienist) Grizzly Peaks Radio (https://anchor.fm/andy-goodman9/) Expedition To the Grizzly Peaks (https://anchor.fm/andy-goodman8/)

Description: How heavy is a cloud? Paola knows! And the leadership lessons we can learn from Joseph (the Old Testament Joseph) and from suffering, and how to start leading others in service. Show notes: (Book) The Catholic Vision for Leading Like Jesus: Introducing S3 Leadership -- Servant, Steward, Shepherd by Owen Phelps https://www.amazon.com/Catholic-Vision-Leading-Like-Jesus/dp/1612788750