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[00:00:00.800 --> 00:00:05.920] Emochi Moment from Sadie, who writes, I'm not crying, you're crying.
[00:00:05.920 --> 00:00:13.120] This is what I said during my first appointment with my physician at Mochi, because I didn't have to convince him I needed a GLP-1.
[00:00:13.120 --> 00:00:16.320] He understood, and I felt supported, not judged.
[00:00:16.320 --> 00:00:19.120] I came for the weight loss and stayed for the empathy.
[00:00:19.120 --> 00:00:20.240] Thanks, Sadie.
[00:00:20.240 --> 00:00:22.960] I'm Myra Ameth, founder of Mochi Health.
[00:00:22.960 --> 00:00:26.960] To find your Mochi Moment, visit joinmochi.com.
[00:00:26.960 --> 00:00:30.240] Sadie is a mochi member compensated for her story.
[00:00:30.560 --> 00:00:34.640] Taking on a DIY job around the house is the ultimate summer project.
[00:00:34.640 --> 00:00:42.400] But if your DIY home security system is a beware of dog sign, when your real pet is Princess the Cat, that's safe-ish.
[00:00:42.400 --> 00:00:47.200] To be actually safe, help protect your home with a DIY system from ADT.
[00:00:47.200 --> 00:00:52.080] It's easy to install and gives you virtual assistance from ADT's technical support team.
[00:00:52.080 --> 00:00:55.840] Best of all, you can tell everyone in the neighborhood you set it up yourself.
[00:00:55.840 --> 00:00:58.640] Don't settle for safe-ish this summer.
[00:00:58.640 --> 00:01:00.880] DIY with ADT instead.
[00:01:00.880 --> 00:01:04.320] Visit ADT.com to learn more.
[00:01:13.280 --> 00:01:20.640] Hi, I'm Sonera Madani, a mom of two, daughter of an immigrant, and an unlikely entrepreneur who built a billion-dollar business.
[00:01:20.640 --> 00:01:22.160] Yes, billion.
[00:01:22.160 --> 00:01:25.520] Now I'm doing it again and building my second unicorn, work.
[00:01:26.240 --> 00:01:33.120] Shockingly, less than 2% of female founders ever reach $1 million in revenue, and I'm on a mission to change that.
[00:01:33.120 --> 00:01:38.960] At CEO School, we mentor thousands of women to help them level up in business and in life.
[00:01:39.280 --> 00:01:45.440] We believe that you deserve to have it all because honestly, nothing bad happens when women make more money.
[00:01:45.440 --> 00:01:46.160] More money.
[00:01:46.160 --> 00:01:49.280] Grab a seat because class is officially in session.
[00:01:49.280 --> 00:01:51.680] Welcome to CEO School.
[00:01:55.200 --> 00:01:56.000] Hi, everyone.
[00:01:56.000 --> 00:01:58.560] Welcome back to the CEO School podcast.
[00:01:58.560 --> 00:02:02.200] I'm so excited we're still in my house.
[00:01:59.840 --> 00:02:07.080] That last episode was so much fun with Tamara Munos.
[00:02:07.240 --> 00:02:20.840] If you did not get a chance to go listen to that episode, Tamara is just an expert on all things operations, business scaling, like things that will just save you so much time in your business.
[00:02:20.840 --> 00:02:23.240] So go tune in to last week's episode.
[00:02:23.240 --> 00:02:24.600] You don't want to miss it.
[00:02:24.600 --> 00:02:28.440] Tamara is behind the screens of my business.
[00:02:28.440 --> 00:02:31.160] Her business is actually called Behind the Screens.
[00:02:31.400 --> 00:02:38.920] So definitely go catch it if you want to streamline your business and learn all the things like that we're doing inside to like just save you time as a CEO.
[00:02:38.920 --> 00:02:40.360] Don't miss it.
[00:02:40.360 --> 00:02:45.640] Now, it's February and we're still in the season of love.
[00:02:45.640 --> 00:02:53.240] And I today, like when I sat down to record to think about the episodes that I want to share with you, so there's a lot of thought that goes in.
[00:02:53.240 --> 00:03:06.280] There's so many topics that you guys want to hear about or questions that I get asked, even within our power hour inside of the Founders Club, where I get to, you know, speak with you guys real time, real-time challenges that are taking place.
[00:03:06.280 --> 00:03:14.840] Something that I get asked all the time is just on general leadership, building teams, scaling teams, how to show up as a leader.
[00:03:14.840 --> 00:03:21.560] And I would say that this last year has been such a test and so many failures.
[00:03:21.560 --> 00:03:22.840] So I'm going to just start with that.
[00:03:22.840 --> 00:03:29.480] So many mistakes, so many failures in leadership and just building a team again from scratch.
[00:03:29.480 --> 00:03:33.240] And so for those that don't know the history, I'll kind of share a little bit of recap.
[00:03:33.240 --> 00:03:48.960] But my first business, I scaled from just myself and then my co-founders and the, you know, the first 10, like the executive team or the first 10 hires, all the way to 400 employees upon exit.
[00:03:48.960 --> 00:03:56.640] And it was 10 years in building that, but there wasn't a single week, like I kid you not, or a single month at least.
[00:03:56.960 --> 00:04:05.600] And towards like that post year three, there wasn't a single week that I wasn't conducting an onboarding or interviewing for more candidates.
[00:04:05.600 --> 00:04:09.600] Like we were just on such record fast paced growth.
[00:04:09.600 --> 00:04:15.200] And in order for you to be successful in scaling, you have, you can't do it alone.
[00:04:15.200 --> 00:04:16.800] You have to have a team.
[00:04:16.800 --> 00:04:17.920] And I know what you're thinking.
[00:04:17.920 --> 00:04:33.760] I know there's many of you in the audience that are listening and they're like, Snara, I just got started or I'm a solopreneur or I just have a virtual assistant or I just have a contractor in place or three or you might have one or two full-time employees.
[00:04:33.760 --> 00:04:39.600] Even if your team is small, for a business to scale, you do have to have support.
[00:04:39.600 --> 00:04:41.200] You can't do it alone.
[00:04:41.200 --> 00:04:47.520] And one of the strongest traits of a successful company is having the right team in place.
[00:04:47.520 --> 00:05:00.560] And as a leader, as a CEO, your job is to effectively find those people, train those people, empower those people, retain those people, make them successful so that your company is successful.
[00:05:00.560 --> 00:05:03.200] And leadership is a full-time job.
[00:05:03.200 --> 00:05:06.560] It's actually the hardest job that you have as a CEO.
[00:05:06.560 --> 00:05:12.240] It's not even, you know, your customers or building your product or all of that is clean sheets.
[00:05:12.240 --> 00:05:15.360] All of that is like part for the course, super easy.
[00:05:15.440 --> 00:05:25.680] When you start having a team, you're like, wow, you spend so much time in serving them and enabling their success, which there, in essence, will turn into your success.
[00:05:25.680 --> 00:05:31.160] But there's so much that I wish, like, there wasn't enough like leadership 101 training.
[00:05:29.680 --> 00:05:36.840] And a lot of the lessons, unfortunately, and fortunately, you just have to kind of go through it.
[00:05:37.080 --> 00:05:38.200] You just go through it.
[00:05:38.200 --> 00:05:42.040] And because it's people, you it's hard, right?
[00:05:42.040 --> 00:05:46.360] And it's not exactly the same because we as individuals are so different.
[00:05:46.360 --> 00:05:49.800] We as individuals, as our employees, are so different.
[00:05:49.800 --> 00:05:52.600] And so you evolve and you grow as a leader.
[00:05:52.600 --> 00:05:56.840] And so I feel like I've worn so many different leadership hats through the years.
[00:05:56.840 --> 00:06:00.280] And even my leadership has evolved so much.
[00:06:00.280 --> 00:06:06.680] And every year I get a chance to just reflect upon my leadership over the last year.
[00:06:06.680 --> 00:06:08.360] Where have I been successful?
[00:06:08.360 --> 00:06:10.200] Where I wasn't successful.
[00:06:10.200 --> 00:06:13.560] And there is no such thing as perfect leadership either.
[00:06:13.560 --> 00:06:15.560] And I'm not going to be for everyone.
[00:06:15.560 --> 00:06:18.120] And everything isn't going to, you're not going to be for everyone.
[00:06:18.120 --> 00:06:19.560] And it's not going to work out.
[00:06:19.560 --> 00:06:23.160] And so there's going to be many instances of that, but that's part of doing business.
[00:06:23.160 --> 00:06:28.920] It's also learning when it's okay to part ways with someone, when it isn't the right fit.
[00:06:28.920 --> 00:06:41.400] And one of the things that I find with women, and I get to mentor so many women as part of our CO school community, this is the area that I feel is a gap where I see men on the counterpart.
[00:06:41.400 --> 00:06:43.240] They're so easy to be able to hire.
[00:06:43.240 --> 00:06:45.480] They're so easy to be able to fire.
[00:06:45.480 --> 00:06:47.240] And it's just transactional, right?
[00:06:47.240 --> 00:06:48.280] It's like, this is what I need.
[00:06:48.280 --> 00:06:49.400] We need to get the job done.
[00:06:49.400 --> 00:06:50.920] This is a person that's right fit for it.
[00:06:50.920 --> 00:06:53.960] But I find that we as women, we are so empathetic.
[00:06:53.960 --> 00:06:59.080] We, when we're hiring for someone, we're like so afraid to take that risk.
[00:06:59.080 --> 00:07:00.760] That falls on us, that pressure.
[00:07:00.760 --> 00:07:03.800] We put so much pressure on ourselves to make it successful.
[00:07:03.800 --> 00:07:08.680] And we're so afraid of taking that risk because we don't want it to not work out.
[00:07:08.680 --> 00:07:13.960] And so I find that women tend to hold back and aren't actually hiring fast enough.
[00:07:13.960 --> 00:07:17.120] We're not actually firing as fast as we should.
[00:07:17.440 --> 00:07:25.040] And it's part of businesses' success to be able to put in the right players at the right time and make them successful.
[00:07:25.040 --> 00:07:30.160] And so, on today's episode, I really want you to fall in love with your team.
[00:07:30.160 --> 00:07:32.480] I want you to fall in love with building your team.
[00:07:32.480 --> 00:07:39.520] And I'm going to share with you some of my top lessons and things that I do to continually fall back in love with the team.
[00:07:39.520 --> 00:07:41.040] And I will tell you, it's hard.
[00:07:41.040 --> 00:07:43.920] I'll be the first to say leadership is not easy.
[00:07:43.920 --> 00:07:45.600] It's the thing that tests you the most.
[00:07:45.600 --> 00:07:48.480] It's the thing that, especially as a visionary, right?
[00:07:48.480 --> 00:07:50.000] You're such a go-getter.
[00:07:50.000 --> 00:07:50.800] You're so ambitious.
[00:07:50.800 --> 00:07:52.080] You're like, it makes sense to you.
[00:07:52.080 --> 00:07:54.480] You're like, brain is like firing away.
[00:07:54.560 --> 00:07:55.760] You're like, but that just makes sense.
[00:07:55.760 --> 00:07:56.560] And that makes sense.
[00:07:56.560 --> 00:07:57.520] And this makes sense.
[00:07:57.520 --> 00:08:11.040] And then when you want, when you're sharing that with your team and it doesn't translate or you're not getting that right result, you're so surprised or it feels so hard because you're like, wow, it's so simple in my brain.
[00:08:11.040 --> 00:08:12.560] Why isn't it clicking?
[00:08:12.880 --> 00:08:16.000] And it's actually, it's not because it's not clicking.
[00:08:16.000 --> 00:08:17.600] There's just, they're not you.
[00:08:17.600 --> 00:08:19.360] They're not supposed to be you.
[00:08:19.360 --> 00:08:36.000] And so you have to understand who is on your team, how to make them successful, how to have that right level of communication, how to have that right level of expectation setting, and ensuring that the right fit person and competency and all the things are right for the role and for you across every different stage.
[00:08:36.000 --> 00:08:39.280] And everyone isn't going to be exactly the same either.
[00:08:39.280 --> 00:08:44.080] So you have to tailor that leadership to those individual team members.
[00:08:44.080 --> 00:08:49.200] And just saying that out loud and just kind of like saying that and putting that out, that's exhausting.
[00:08:49.200 --> 00:08:52.320] Like, that's so much work that you have to do.
[00:08:52.640 --> 00:08:55.280] But it's the most important part of your job.
[00:08:55.280 --> 00:09:02.680] And if you can't do that, and if we can't show up as our highest, best self-leaders, then it's not going to work and it's going to fail.
[00:09:03.000 --> 00:09:07.640] And so, I've had these lessons time and time again and every year.
[00:09:07.640 --> 00:09:10.280] And this last year, I'll share many stories with you.
[00:09:10.280 --> 00:09:14.520] I mean, this last year, I had to build a team absolutely from scratch.
[00:09:14.520 --> 00:09:22.920] So, as part of building again and building another company, I could not hire from my old company.
[00:09:22.920 --> 00:09:24.600] I want my old company to be successful.
[00:09:24.600 --> 00:09:29.640] I put the best people in place, and I want that company's success.
[00:09:29.640 --> 00:09:30.840] I founded Stacks.
[00:09:30.920 --> 00:09:32.600] I want Stacks' success.
[00:09:32.600 --> 00:09:34.600] I'm a huge shareholder of that company.
[00:09:34.600 --> 00:09:36.520] I need that company to be successful.
[00:09:36.520 --> 00:09:45.320] And so, I couldn't and didn't want to pull any of our team members because that company needed, those were the right players for that team.
[00:09:45.320 --> 00:09:55.800] So, as I was building this next company, you know, to have to start and build a team again from scratch were so many back to like the basics leadership lessons.
[00:09:55.800 --> 00:10:00.120] And I would say I failed so many times last year in building.
[00:10:00.120 --> 00:10:08.680] I felt I failed so many times in wanting to get someone like putting a butt in the seat versus putting the right person in the seat.
[00:10:08.680 --> 00:10:17.880] I failed by not firing people that I knew right away every flag that went off that I was like, this person's not going to be successful.
[00:10:17.880 --> 00:10:19.160] They're not a right culture fit.
[00:10:19.160 --> 00:10:23.960] They're not a right value fit after just a couple weeks of working with them.
[00:10:23.960 --> 00:10:35.640] And this happened multiple times where I was like too afraid to let it fail because I needed that person, or I was, you know, you know, I was like, oh, I can make it work, and versus just letting it go.
[00:10:35.640 --> 00:10:48.480] And so, there's so many, so many just reflections and lessons just from this year that even after knowing and building zero to 400, that when you start all over again, it's, it's, it's, you kind of just have to go through it.
[00:10:44.520 --> 00:10:59.200] And so, wherever you are in your journey, this part of it, I just want to emphasize that as a as a leader, as a CEO, your job as a leader is the number one most important job.
[00:10:59.200 --> 00:11:02.080] And you can do things to make your life easier as a leader.
[00:11:02.080 --> 00:11:03.600] And it doesn't matter where you are.
[00:11:03.600 --> 00:11:15.760] So, if you are just that solopreneur that is working with a virtual assistant, if you have agencies that are working for you, or you have contractors, treating everyone, they are part of your team.
[00:11:15.760 --> 00:11:19.760] If they are contributing to the work of your business, that is your team.
[00:11:19.760 --> 00:11:21.360] So, you are a CEO.
[00:11:21.360 --> 00:11:23.440] You do have to show up as a leader.
[00:11:23.440 --> 00:11:31.840] And even if you are a solopreneur and you've just gotten your business started, you want to still tap into your highest leader.
[00:11:31.840 --> 00:11:33.600] That's how you're showing up on social.
[00:11:33.600 --> 00:11:35.360] That's how you're showing up in your emails.
[00:11:35.360 --> 00:11:38.400] That's how you're showing up for the company that you want to build.
[00:11:38.400 --> 00:11:43.200] And so, it is important that you put yourself as that highest leader.
[00:11:43.200 --> 00:11:52.480] And one of the, you know, one of the things that I've done in the past in like previous retreats that we've done for CEO school is this is a great exercise.
[00:11:52.480 --> 00:11:53.440] I love to journal.
[00:11:53.440 --> 00:11:58.320] So, you all know that I'll spend five minutes every day journaling in my CEO school journal.
[00:11:58.320 --> 00:11:59.840] And just five minutes.
[00:11:59.840 --> 00:12:07.280] But one of the exercises that I do like to do is journal about my highest self-leader.
[00:12:07.280 --> 00:12:08.480] Like, who is she?
[00:12:08.480 --> 00:12:16.480] And so, I'll like literally do a visualization or just start writing it down of like, who is Sunira as a highest leader?
[00:12:16.480 --> 00:12:20.720] And one of the things that actually really annoys me in business is when people call me Sunny.
[00:12:20.720 --> 00:12:24.560] So, you don't know this, I'll getting to share it with you.
[00:12:24.560 --> 00:12:29.640] But, Sunny is my nickname, and Sunny is my childhood nickname.
[00:12:29.640 --> 00:12:31.640] And so my entire life I've been known as Sunny.
[00:12:29.360 --> 00:12:36.120] And in my head, I'm like, little Sunny is what I think of when I think of Sunny.
[00:12:36.200 --> 00:12:41.480] This is like what my parents called me, and my cousins call me, and my family calls me, and my brother calls me.
[00:12:41.480 --> 00:12:44.520] So Sunny is my family name.
[00:12:44.520 --> 00:12:54.920] And so when I stepped into my highest leader or when I showed up for work in my professional corporate environment, I was like, I didn't want to be Sunny.
[00:12:54.920 --> 00:12:56.440] I wanted to be Sunira.
[00:12:56.440 --> 00:12:57.800] I wanted to be my full name.
[00:12:57.800 --> 00:13:03.880] And I felt like that was just like that little change in how I was called like helped me step into her.
[00:13:03.880 --> 00:13:10.120] And I almost had this persona of Sunira as this is my highest leader is Sunira.
[00:13:10.120 --> 00:13:14.440] And so when I started my company with my brother, he calls me Sunny.
[00:13:14.440 --> 00:13:16.760] Like he can't change the way that he calls me.
[00:13:16.760 --> 00:13:18.840] Like he has to call me Sunny.
[00:13:18.840 --> 00:13:21.800] And so like so, so often I would correct people.
[00:13:21.880 --> 00:13:23.080] So he's like, oh, Sunny.
[00:13:23.080 --> 00:13:25.400] And then I'm like, Sunira, Sunira.
[00:13:25.400 --> 00:13:27.720] And it's just the way that I show up as her.
[00:13:27.720 --> 00:13:36.120] And of course, there's still people in business that call me Sunny, but I almost feel like I have to give you that permission to call me Sunny versus people just assuming and call me Sunny.
[00:13:36.120 --> 00:13:43.000] But that visualization of like who Sunira is, like I think of her as almost as persona.
[00:13:43.000 --> 00:13:53.080] And the way that she dresses, the way that she shows up, she's calm and she's cool and she's collected and she's eloquent and she speaks so well.
[00:13:53.080 --> 00:13:54.840] Like that's Sunira.
[00:13:54.840 --> 00:14:03.160] And so do that visualization or take five minutes on a journal to write out who your highest leader is.
[00:14:03.160 --> 00:14:04.360] Who is she?
[00:14:04.360 --> 00:14:18.160] And even the little things of like what she wears, how she shows up, those things really do, like as a woman, I don't know, these things like really do help me mentally get prepared for the game of business and like showing up in that way.
[00:14:18.800 --> 00:14:25.040] Because even in moments of like business is so difficult, it's so hard.
[00:14:25.040 --> 00:14:28.160] And the team component is probably the most difficult.
[00:14:28.160 --> 00:14:30.240] People are the hardest part of your job.
[00:14:30.240 --> 00:14:32.160] People are gonna disappoint you, right?
[00:14:32.160 --> 00:14:36.080] Like, that's where the emotion comes in in the business is through people, right?
[00:14:36.080 --> 00:14:49.360] So people are gonna fail, or things aren't gonna work out, or the deadline is gonna get missed, or the product isn't gonna be as you thought it was, and you're just constantly having to firefight and solve all the problems.
[00:14:49.680 --> 00:15:01.440] And if you're showing up like with your highest leader in mind, how would, and I always think about it, even when I want to be defensive or when I want to show up in a, and I, and there are moments, right?
[00:15:01.440 --> 00:15:04.720] You can't, you can't always tap into that, right?
[00:15:05.360 --> 00:15:17.280] And when you don't, when I don't tap into Sonera, then I know I've gotten frustrated, then I know I've gotten short, then I know my slacks went off or my texts went off, and I didn't show up as my, I didn't show up as Sonera.
[00:15:17.280 --> 00:15:28.880] And so just having that definition of how your highest leader just shows up is the first thing that I personally want to share with you on how to show up as your highest best self-leader.
[00:15:28.880 --> 00:15:35.760] If you love this topic, let me know because I sat with my team earlier over what topics I want to cover.
[00:15:35.760 --> 00:15:39.680] And leadership is one that I really want to lean into with all of you.
[00:15:40.240 --> 00:15:43.280] But I want to make sure that that's where you, what you want to hear.
[00:15:43.280 --> 00:15:46.840] So if you're loving this topic, if you're like, yes, I want more of this.
[00:15:46.840 --> 00:15:48.160] Screenshot this episode.
[00:15:48.160 --> 00:15:49.760] Let me know down below in the reviews.
[00:15:49.760 --> 00:15:54.640] Let me know on social media so I can tell my team, yep, they totally want it.
[00:15:55.440 --> 00:15:57.600] So please, please, please let me know.
[00:15:57.600 --> 00:16:07.000] So, today's episode, I did list out because I love to give you meaningful, actionable pieces of advice on leadership and really falling back in love with your team.
[00:16:07.320 --> 00:16:13.880] I really do believe that people come into your life, even in your business, at the right times for the right things.
[00:16:13.880 --> 00:16:17.560] And as a leader, it's our job to make them successful.
[00:16:17.560 --> 00:16:26.840] So, every single person that's put in front of me, and if it fails, that's on me, and I didn't create the solution to make them successful.
[00:16:26.840 --> 00:16:29.800] And you have to go in with that mentality of leadership.
[00:16:29.800 --> 00:16:41.240] And every now and then, you have to kind of ignite your spark back with your team and to drive their excitement for the business, their excitement for you, their excitement for their success.
[00:16:41.240 --> 00:16:44.520] And you have to kind of bring that back out of them.
[00:16:44.520 --> 00:16:51.400] And so, today is all about reigniting the spark and falling back in love with your people, with your team.
[00:16:51.400 --> 00:17:03.720] And whether that is a contractor, whether it's five contractors, whether it's 500 employees, it is important that they are successful because that is what's going to make your business successful.
[00:17:03.720 --> 00:17:13.080] So, strong teams actually thrive in connection, they thrive in gratitude, and they thrive in vision and having that vision clear.
[00:17:13.400 --> 00:17:24.520] Strong teams are able to build trust, loyalty, and truly, it's as simple as starting with like showing them that you actually care, right?
[00:17:24.520 --> 00:17:26.360] That's it's literally it.
[00:17:26.680 --> 00:17:30.200] Someone else is working for your dream, right?
[00:17:30.200 --> 00:17:33.480] Someone else is literally working for your dream.
[00:17:33.800 --> 00:17:39.000] You need to acknowledge that, you need to show gratitude for that and make them successful.
[00:17:39.000 --> 00:17:40.840] And there is a give and take, right?
[00:17:41.160 --> 00:17:45.680] And where employees and team members are not successful is when it's transactional.
[00:17:46.000 --> 00:17:56.480] And I see so much of the corporate world, so much of what we see online today, we're almost like making fun of what the working life is like.
[00:17:56.480 --> 00:17:57.840] But that's sad to me.
[00:17:57.840 --> 00:18:03.520] When I look at those videos and I'm like, if we're that miserable at our work, we shouldn't be there, right?
[00:18:03.840 --> 00:18:20.800] And so even for those that are listening that might be employees or team members, like it is your job also to find that passion in a place that you feel purpose in working, working for, finding that purpose and passion for leaders that you want to contribute to the success.
[00:18:20.800 --> 00:18:26.000] And it does start with creating that feeling, that emotion.
[00:18:26.000 --> 00:18:28.560] And it does start with you as a leader.
[00:18:28.560 --> 00:18:31.120] It does start with you showing why they should care.
[00:18:31.120 --> 00:18:33.600] It's showing that you care about them too.
[00:18:33.600 --> 00:18:38.240] Because if you don't, and that's not authentic, it's not going to work.
[00:18:38.240 --> 00:18:46.800] And so I do believe that you have to be, again, it's back to that customer conversation we had a couple episodes ago, falling in love with that customer.
[00:18:46.800 --> 00:18:48.720] It's that feeling, it's that genuinity.
[00:18:48.720 --> 00:18:50.240] That's what's missing from this world.
[00:18:50.240 --> 00:18:53.680] That authenticity and leadership is what's missing.
[00:18:53.680 --> 00:18:58.240] And I do believe that if we do that, it's our job first as leaders, right?
[00:18:58.240 --> 00:18:59.280] That's what a leader is.
[00:18:59.280 --> 00:19:02.000] The highest, that's the leader.
[00:19:02.000 --> 00:19:05.680] They have to show up to lean in, right?
[00:19:06.000 --> 00:19:13.920] And then when they lead by example, then the team will then respond to that in a different way.
[00:19:13.920 --> 00:19:27.840] And so a lot of the times I feel like the narrative, right, around, especially for certain, you know, Gen Z employees, I hear all the time, you know, of work ethic, or, you know, it's just, it's harder, it's this, like, it's co-created.
[00:19:28.080 --> 00:19:30.520] What are we doing as leaders to spark that passion?
[00:19:29.920 --> 00:19:36.280] What are we doing to ensure that they feel valued as well in the business or for their career plans and for their growth?
[00:19:36.600 --> 00:19:38.920] So it is important for us to reflect on that.
[00:19:38.920 --> 00:19:48.280] And I really do believe that authenticity in our workplaces will drive for strong, effective teams and cultures.
[00:19:48.280 --> 00:19:49.720] So it is happening.
[00:19:49.720 --> 00:19:52.840] And that's what you see in successful companies, right?
[00:19:52.840 --> 00:19:56.760] And that is a strong element that you have to cultivate as a leader.
[00:19:56.760 --> 00:20:06.280] And a huge part of this is that simple gestures, actually, the smallest things can actually create such amazing morale in the company.
[00:20:06.280 --> 00:20:08.920] Like morale is such a strong word, right?
[00:20:08.920 --> 00:20:11.640] That's you want your team's morale to be high.
[00:20:11.640 --> 00:20:13.960] Like that, where does morale come from?
[00:20:13.960 --> 00:20:15.000] It's your morals.
[00:20:15.000 --> 00:20:16.200] It's your values.
[00:20:16.200 --> 00:20:18.040] Everything really ties back to that heart.
[00:20:18.040 --> 00:20:24.520] And that's why I believe that women, we have this opportunity to change the way completely business is done.
[00:20:24.520 --> 00:20:26.200] Women have not been in the workforce.
[00:20:26.200 --> 00:20:30.680] We've just entered the workforce less than 70 years ago.
[00:20:30.680 --> 00:20:38.120] Less than 50 years ago, we've been sitting now at the table or trying, you know, to build businesses alongside.
[00:20:38.120 --> 00:20:48.600] The reason why I show up to do this and why it's important for you to scale your business is because the world needs products and services that are created by women because we care about that impact.
[00:20:48.600 --> 00:20:53.000] And I do believe that we have that responsibility because we are empathetic.
[00:20:53.000 --> 00:20:58.520] We are those leaders, those nurturers that can change the way we can really do business.
[00:20:58.520 --> 00:21:06.600] And I think that's the biggest advantage that we have as women because we can cultivate that so much more naturally.
[00:21:06.600 --> 00:21:10.200] And I think that is our superpower in leadership.
[00:21:10.200 --> 00:21:13.160] That is our advantage that we need to take full advantage of.
[00:21:13.160 --> 00:21:26.640] So, with that, here's five actionable pieces of advice to build and cultivate that amazing morale on your team and for their fall in love with your team again and for them to fall back in love with you.
[00:21:26.640 --> 00:21:35.680] So, number one, so simple, but missed all the time, is really having effective and meaningful one-on-ones with your team.
[00:21:35.680 --> 00:21:36.480] That's it.
[00:21:36.480 --> 00:21:37.760] It's that simple.
[00:21:37.760 --> 00:21:48.800] Blocking actual time for individual one-on-ones to have one-on-one connectivity, quality time, to not just talk about work productivity or an output.
[00:21:48.800 --> 00:21:57.760] So, many times we will put a one-on-one on, but it's all about that deliverable or the client or the project or the actual work that needs to get done.
[00:21:58.080 --> 00:22:03.200] And it doesn't have to be a weekly one-on-one that you have with every single one of your team members, right?
[00:22:03.200 --> 00:22:09.360] Even if it's bi-weekly, even if it's monthly, but having a consistent schedule is important.
[00:22:09.360 --> 00:22:14.480] And having that consistent schedule to say, Hey, we're gonna go have a cup of coffee and we're gonna go, we're gonna have this one-on-one.
[00:22:14.560 --> 00:22:16.080] I wanna know how you're doing.
[00:22:16.080 --> 00:22:19.120] I wanna know about the person, I wanna know about your goals.
[00:22:19.120 --> 00:22:22.560] How can how are we supporting the goals that you have?
[00:22:22.560 --> 00:22:26.480] And really building that mutual connection and trust that's so important.
[00:22:26.480 --> 00:22:28.320] And this is skipped all the time.
[00:22:28.320 --> 00:22:31.120] This is even skipped within our leadership team.
[00:22:31.120 --> 00:22:37.040] We have to constantly remind our leaders and our team to ensure that they're having effective one-on-ones.
[00:22:37.040 --> 00:22:43.040] Everyone that is reporting to someone needs to have a one-on-one with them on a consistent cadence.
[00:22:43.040 --> 00:22:56.880] It's so important, and it's so important to have time, even if it's the first 20 minutes of the conversation, 10 minutes of the conversation, to just check in on that individual and to create a safe space as well.
[00:22:56.880 --> 00:23:04.520] A lot of the times, leaders aren't creating safe spaces to actually be able to talk about the issues, right?
[00:23:04.520 --> 00:23:09.240] I shared in the episode about customers of having feed forward.
[00:23:09.240 --> 00:23:30.840] That's also language that I use with my team to say, I want to have an opportunity for feed-forward dialogue and to give each other the benefit of the doubt so that when we do come to the table with feedback or feed forward, it's not taken in a way that's personal or it's not, it's really about the mutual goal.
[00:23:30.840 --> 00:23:42.840] Something super simple that I do if there is a challenge or if there is, you know, there are things that need to be addressed is I will literally say the words like, I will never sit across from someone.
[00:23:42.840 --> 00:23:49.800] I know it's hard sometimes in a virtual environment, but even in a virtual environment, it's like us solving the problem.
[00:23:49.800 --> 00:24:08.440] So even in our language, even eliminating the word you is that just that little change is just how we talk to people can shift how they receive feedback as well and can make it more collaborative than it is, you know, punitive.
[00:24:08.440 --> 00:24:11.640] So I think it is that part of it is really, really important.
[00:24:12.200 --> 00:24:13.400] Listening, right?
[00:24:13.400 --> 00:24:20.200] And so actually when you're in a one-on-one or having that time, it should be you listening.
[00:24:20.200 --> 00:24:23.880] Like majority of that conversation should be your team.
[00:24:23.880 --> 00:24:27.800] Majority of it should be them sharing how they're doing.
[00:24:27.800 --> 00:24:29.240] What are their blockers?
[00:24:29.240 --> 00:24:31.160] How can you support them?
[00:24:31.160 --> 00:24:35.240] And so I always have a simple agenda with a few questions going into my one-on-one.
[00:24:35.240 --> 00:24:36.360] How are you doing?
[00:24:36.360 --> 00:24:38.360] What can I solve for you?
[00:24:38.680 --> 00:24:40.760] You know, what are some blockers?
[00:24:40.760 --> 00:24:41.960] How is your sentiment?
[00:24:41.960 --> 00:24:43.480] How is your team doing?
[00:24:43.480 --> 00:24:48.240] And so I'll have some of those already prepared and just makes it such a more meaningful conversation.
[00:24:48.240 --> 00:24:50.960] Number two, this is so fun.
[00:24:50.960 --> 00:24:53.360] It's to celebrate wins.
[00:24:53.360 --> 00:24:56.160] We don't celebrate each other enough ever.
[00:24:56.160 --> 00:25:03.360] And I'm not talking about the pizza party and I'm not talking about the, you know, a formal, you know, gift card or a trophy.
[00:25:03.360 --> 00:25:18.160] I'm just talking about big or small, just that small email, that small recognition and Slack, that little praise can go such a long way to acknowledge that, hey, this was done by this individual and that was so awesome.
[00:25:18.160 --> 00:25:18.960] Thank you.
[00:25:18.960 --> 00:25:26.880] Just that level of gratitude and like excitement, sharing a story, right, to say this person really went above and beyond.
[00:25:26.880 --> 00:25:32.800] And the way that I get to do that and we celebrate wins, such an easy way is to incorporate your value system.
[00:25:32.800 --> 00:25:35.440] So one of our core values is one team.
[00:25:35.440 --> 00:25:48.480] And so if somebody does something that adds to that value and it's like, you know, such and such person did such a great job in, you know, in our value system of one team, they really went out of their way to go help their team member.
[00:25:48.480 --> 00:25:53.200] And that was really incredible and such a great way to demonstrate one team value.
[00:25:53.200 --> 00:26:03.680] And you can find ways to incorporate even your, like the things that are important for your company, but sharing that level of like celebration in small ways is so big.
[00:26:03.680 --> 00:26:08.880] Something we did at the end of the year, and there's also fun ways to incorporate, like people want to celebrate.
[00:26:08.880 --> 00:26:12.160] Ask your team how they want to be celebrated.
[00:26:12.160 --> 00:26:13.040] You would be surprised.
[00:26:13.040 --> 00:26:15.360] Not everyone actually loves public praise.
[00:26:15.360 --> 00:26:24.960] Sometimes people want private, like they want that time from you, or they just want an extra day off, or they want to like have some flexibility in another way.
[00:26:24.960 --> 00:26:29.880] Or they're like, they would, you know, they want to work towards a monetary achievement.
[00:26:29.880 --> 00:26:35.000] Like, you can find out how your team wants to be celebrated and what is important to them.
[00:26:29.600 --> 00:26:36.120] It is important to know.
[00:26:36.440 --> 00:26:39.080] I will link in the show notes.
[00:26:39.080 --> 00:26:43.480] An episode that I did last February on the love languages of your team.
[00:26:43.480 --> 00:26:52.280] Please go back and listen to that episode because how we show up in our professional environment is exactly how we give and receive love at home.
[00:26:52.280 --> 00:27:00.360] So I went through this huge exercise with my organizational psychologist that we've used for years.
[00:27:00.360 --> 00:27:03.800] And she, we literally did our love languages as a leadership team.
[00:27:03.800 --> 00:27:07.240] And I was like, why are we doing love languages at work?
[00:27:07.560 --> 00:27:11.800] And some of my teammates, there are leaders, like their love language was physical touch.
[00:27:11.800 --> 00:27:16.200] And I was like, gross, like, how is this even going to, like, I don't even want this to translate at work.
[00:27:16.200 --> 00:27:22.040] But it's important to know what love language and physical touch, that just means like it's that high five, right?
[00:27:22.040 --> 00:27:24.360] It's like that in-person connection.
[00:27:24.360 --> 00:27:28.680] And so, of course, that person might feel disconnected because we've been on Zoom the whole time.
[00:27:28.680 --> 00:27:36.920] Like, how do I find ways to incorporate like them into physically into the office or at a live event or whatever that looks like?
[00:27:36.920 --> 00:27:39.320] But that episode is so fun.
[00:27:39.320 --> 00:27:43.480] Please go back and listen to know love languages as a team, like as a person.
[00:27:43.480 --> 00:27:48.840] And you should know your love language and you should share that with your team too, because honestly, I'm going to throw it out there.
[00:27:48.840 --> 00:27:50.200] It's so lonely.
[00:27:50.200 --> 00:27:52.440] Like no one thinks of praising us as leaders.
[00:27:52.440 --> 00:27:53.560] Like we're, that's our job.
[00:27:53.560 --> 00:27:55.320] And that's why it's so draining to be a leader.
[00:27:55.320 --> 00:27:59.800] Like, let's just be honest, it's so draining to be a leader because you have to think about everyone all the time.
[00:27:59.800 --> 00:28:01.800] No one's thinking of you, right?
[00:28:01.800 --> 00:28:06.360] And so no one's giving you the praise or the pat on the back or that high five or that thank you note.
[00:28:06.360 --> 00:28:07.720] Like that's not happening.
[00:28:07.720 --> 00:28:11.240] And so for anyone else listening, also praise your leaders.
[00:28:11.240 --> 00:28:12.120] They need that too.
[00:28:12.120 --> 00:28:29.760] Like we all need that level of love and we want to be celebrated and celebrate so at the end of last year other ways to celebrate is as a team you have a milestone you have a goal do something fun like there's so many ways to incorporate your culture through celebration.
[00:28:30.000 --> 00:28:31.440] I took a pie to the face.
[00:28:31.440 --> 00:28:48.400] I'm gonna I recently just shared it on social media I literally took a pie to the face because our 2024 goals were hit as a team and our leadership team had volunteered that if they hit the milestones we take pies to the face and boy our team did not disappoint.
[00:28:48.400 --> 00:28:51.440] It was like massive pies straight to the face.
[00:28:51.440 --> 00:28:52.000] So fun.
[00:28:52.000 --> 00:28:56.960] And so so many ways think about the ways that you want to celebrate your team and ask them incorporate them.
[00:28:56.960 --> 00:28:58.720] So that was number two.
[00:28:58.720 --> 00:29:04.400] And it kind of falls straight into number three, which I put was have fun, inject fun into the workplace.
[00:29:04.400 --> 00:29:06.720] Like work doesn't have to be boring.
[00:29:06.720 --> 00:29:07.920] It is exhausting.
[00:29:07.920 --> 00:29:12.080] There's so much to do, especially in today's world and business.
[00:29:12.080 --> 00:29:20.240] Like we are at, there's no like, I've not met a single business owner or business that's like, oh, things are slow or things are at pace.
[00:29:20.240 --> 00:29:23.840] And like there's so much coming at you and that to-do list is never ending.
[00:29:23.840 --> 00:29:24.800] And that's for everyone.
[00:29:24.800 --> 00:29:27.760] So if you feel that way, your team also feels that way.
[00:29:27.760 --> 00:29:28.800] No one's coasting.
[00:29:28.800 --> 00:29:30.640] Like everyone's working hard.
[00:29:30.640 --> 00:29:40.560] And so how do you actually build things in that can just alleviate and have some fun and not be so serious all the time?
[00:29:40.560 --> 00:29:52.400] So sometimes like, so in our meetings, so if things are like super serious or like it's been a week, like on that Wednesday morning team meeting huddle that we have, we're like, share like the most ridiculous thing that happened this week.
[00:29:52.400 --> 00:29:58.120] And just like getting it off your chest and having that safe space of like, this is the most ridiculous thing, and I just want to share it.
[00:29:58.120 --> 00:29:59.960] And it's like, we just laugh.
[00:29:59.960 --> 00:30:05.000] And that little bit of something so small of just like acknowledging that we're all like real life.
[00:30:05.000 --> 00:30:08.360] We have this channel on Slack that's called Women of Worth.
[00:30:08.360 --> 00:30:14.360] And it's like pretty much just turned into the most like, I'm so glad that it's a private women's only channel.
[00:30:14.680 --> 00:30:18.600] I mean, some of the stuff that gets shared in there is so hilarious.
[00:30:18.600 --> 00:30:27.240] Like it is like, and then we're also like, I know I shouldn't be sharing this and it's like TMI, but it's just this ridiculous girl group that we have.
[00:30:27.240 --> 00:30:30.440] And we're in fintech and we're constantly surrounded by boys.
[00:30:30.440 --> 00:30:37.080] And so we kind of have this little private little Slack club where we kind of just, we talk shit, we share shit.
[00:30:37.080 --> 00:30:41.160] We're like, it's just a little place of relief to go.
[00:30:41.160 --> 00:31:32.480] And then it also turns in the most ridiculous like mom things or things that like one of our kids did that was like so obnoxious that like it's just not we're not talking about it in the meeting but it's like oh my god I have to tell that coworker that this happened so these are just little minor examples but you can what's fun to you what's fun like and there are ways and you as a leader as a CEO like you are that face you are the heart of the company bring your heart have some fun and I don't know take the edge off like just everything doesn't have to be so serious and so definitely like think of different ways to like break it up surprise them with the afternoon off you know whatever it looks like just find ways your team will appreciate it these are the these are the perks of the things that they will say that build a strong company that they want to work for.
[00:31:32.480 --> 00:31:40.480] Number four, and this is pretty basic, but it's so important to actually communicate your vision effectively.
[00:31:40.800 --> 00:31:48.960] Sometimes we, as visionaries, we have all of these great big ideas, and we're like, we need this, and we need to do this, and like everything makes sense in your head.
[00:31:44.760 --> 00:31:54.320] But sometimes we have a really hard time in sharing what the how looks like.
[00:31:54.320 --> 00:31:56.080] And I know that's not sometimes always our job.
[00:31:56.640 --> 00:32:01.360] That's why we have this team to help integrate that and turn that idea into a reality.
[00:32:01.360 --> 00:32:04.640] But sometimes we don't actually do the paint done vision.
[00:32:04.640 --> 00:32:11.200] So, a tool that I use, and I've probably talked about this previously somewhere on the podcast, but I'll share this tool.
[00:32:11.200 --> 00:32:12.320] It's called Paint Done.
[00:32:12.320 --> 00:32:15.120] It's like literally saying, This is what Paint Done looks like for me.
[00:32:15.120 --> 00:32:26.160] So, this concept came from some leadership training that I took, but it was like, okay, when you're painting, you're when your house is getting built, the last thing that actually gets done is the paint of the house.
[00:32:26.160 --> 00:32:27.120] Like, it's the last thing.
[00:32:27.120 --> 00:32:29.760] So, the walls go up, the foundation, the appliance, whatever else.
[00:32:29.840 --> 00:32:35.120] And the last thing that they do is they finish up the paint and the last touches, and then the house is done.
[00:32:35.120 --> 00:32:36.640] So, what are that steps?
[00:32:36.640 --> 00:32:38.800] Like, what does paint done look like?
[00:32:38.800 --> 00:32:51.680] And so, when I'm sharing a vision for a project, a campaign, this launch, like whatever the vision is, I do like to share what that end piece looks like, not in vague vision format.
[00:32:51.680 --> 00:32:55.520] We have to kind of bring that back down and say, What does paint done look like?
[00:32:55.520 --> 00:32:56.400] What are steps?
[00:32:56.400 --> 00:33:04.320] And you don't have to have the details, but this is what like setting that reality of those expectations of, like, I really want it to be like this.
[00:33:04.800 --> 00:33:13.200] And the more that you can elaborate in Paint Done to say, This is what it looks like to be wrapped up, it's so helpful for your team to understand.
[00:33:13.200 --> 00:33:25.520] And you can use Paint Done not only just for big projects, but even after you're giving direction to the team or you have a one-on-one, and even you ask for something small, like, oh, we need to like work on this content, this PR release.
[00:33:25.520 --> 00:33:33.320] What paint done looks like is having it in my inbox on Tuesday and ensuring that these three things are checked off and it's already copy edited.
[00:33:33.480 --> 00:33:41.880] So, like, you just taking two more seconds to clearly paint that vision turns into amazing execution.
[00:33:41.880 --> 00:33:49.960] Just, and that can be applied to your VA, to that contractor, to the partner, to everyone on the team.
[00:33:49.960 --> 00:33:56.920] If you can learn to communicate effectively, I mean, it's a game changer as a leader.
[00:33:56.920 --> 00:34:05.800] Number five, which is the last one, I mean, I kind of actually ended this the same lesson from loving on your customers is showing gratitude, right?
[00:34:05.800 --> 00:34:09.720] And truly authentically sharing that gratitude.
[00:34:09.720 --> 00:34:21.560] It goes back to little things like knowing your team's like favorite coffee, like something like super small, but sharing ways to show them appreciation, show them gratitude.
[00:34:21.560 --> 00:34:27.000] And honestly, I haven't met a single person that doesn't, like, love language is not words of affirmation.
[00:34:27.000 --> 00:34:30.680] Like, I honestly think words of affirmation is part of every single love language.
[00:34:30.680 --> 00:34:36.920] So, whoever wrote those love languages, I think words are pretty much part of like everyone's love language.
[00:34:36.920 --> 00:34:41.160] Sharing your words to say thank you, to acknowledge.
[00:34:41.160 --> 00:34:51.160] There's so many different ways to surprise your team, to build that level of gratitude, not only when you do it as a leader, but to have that as part of your team.
[00:34:51.160 --> 00:34:54.040] We have a channel on Slack called the Praise Channel.
[00:34:54.040 --> 00:35:00.760] And so, we use like we, you know, we literally will have hashtag praise and we'll give each other shout outs.
[00:35:00.760 --> 00:35:06.360] And it starts like when, and what happens is when one person will share a shout out or a praise, guess what?
[00:35:06.360 --> 00:35:08.280] Gratitude is contagious.
[00:35:08.280 --> 00:35:11.640] Then that person will share another gratitude, like a gratitude about somebody else.
[00:35:11.640 --> 00:35:19.280] And it's just such a something so small, but it's a way to acknowledge all the work that's happening and to share gratitude.
[00:35:19.440 --> 00:35:28.960] And gratitude can also look in forms of bonuses, and gratitude can look in forms of PTO, and gratitude can look in so many different ways.
[00:35:28.960 --> 00:35:38.560] You have to know your team that comes with that authentic relationship that goes back to number one, which is have those meaningful one-on-ones to understand what is important to them.
[00:35:38.560 --> 00:35:42.000] That is what builds great leadership.
[00:35:42.320 --> 00:35:48.640] And so, lots of great actions here for you to take away on falling in love with your team.
[00:35:48.640 --> 00:36:00.320] And I will say, if you put in this effort and you actually say, I'm going to take these steps, I'm going to actually put in that work, and you self-reflect, and you're not receiving that love back, right?
[00:36:00.320 --> 00:36:07.280] You're not, you're receiving resistance back, then you know that it's not a right fit and you can't force it, right?
[00:36:07.280 --> 00:36:12.800] So, I don't want you to force that relationship.
[00:36:12.800 --> 00:36:17.680] And that is something that I think as women, we have a hard time because we want things to work out.
[00:36:17.680 --> 00:36:19.120] So, you have to be okay.
[00:36:19.440 --> 00:36:22.960] Sal always reminds me, he's like, You don't owe anyone anything.
[00:36:22.960 --> 00:36:25.600] That is like literally a constant reminder.
[00:36:25.600 --> 00:36:32.320] And I feel so much guilt if it doesn't work out, or I feel such heartache if it's not the right fit.
[00:36:32.720 --> 00:36:34.880] But it's true, it's business too.
[00:36:34.880 --> 00:36:45.200] As long as when I reflect and I say, I put in the work and here, and I gave it that time to put in the work, and it didn't work out, then that's fine.
[00:36:45.200 --> 00:36:47.040] And it doesn't mean that it has to be longer.
[00:36:47.040 --> 00:36:49.120] So, for me, it's like this is 90 days.
[00:36:49.120 --> 00:36:52.960] I think everything can be measured very clearly in 90 days.
[00:36:52.960 --> 00:37:13.080] So, if you do have team members that you are struggling with, fall in love with them and see if you can fall back in love with them by taking these steps, putting in the work, and also sharing with them that this is what you're trying to, you want to fall back in love with them, and that you want them to also show up and see how that gets received.
[00:37:13.080 --> 00:37:21.800] And so, I just want to also share that it's okay that it might not work out, but when it does, it's so magical.
[00:37:21.800 --> 00:37:27.080] And just like any relationship, like the final piece of it is it's not a one and done, right?
[00:37:27.080 --> 00:37:28.760] It's constant work.
[00:37:28.760 --> 00:37:30.040] And so, that's why it's important.
[00:37:30.040 --> 00:37:33.080] It's so important to like reignite that spark.
[00:37:33.080 --> 00:37:37.400] You might fall off of it, you might get into the day-to-day of the things, and you're like, no, it's important.
[00:37:37.400 --> 00:37:39.560] Let's get back and work on the team.
[00:37:39.560 --> 00:37:44.440] So, it is important to have ways to reignite that.
[00:37:44.440 --> 00:37:52.040] So, hopefully, this is your reminder today to go build that and really tap into who is your highest leader?
[00:37:52.040 --> 00:37:53.240] Who is she?
[00:37:53.240 --> 00:37:55.320] And let's step into who she is.
[00:37:55.320 --> 00:37:56.600] And you know who it is?
[00:37:56.600 --> 00:37:57.160] It's you.
[00:37:57.160 --> 00:37:57.960] She's in there.
[00:37:58.360 --> 00:37:58.920] She is.
[00:37:58.920 --> 00:38:00.200] You are her.
[00:38:00.200 --> 00:38:03.800] And so you can show up as your highest, best self-leader.
[00:38:03.800 --> 00:38:07.880] And so I hope you all enjoyed today's episode on leadership.
[00:38:07.880 --> 00:38:12.520] Please let me know if this really worked for you or if this doesn't apply to you.
[00:38:12.520 --> 00:38:15.640] I do think this applies whether you have a team or not.
[00:38:15.640 --> 00:38:21.480] Like, I do believe that your highest leader is a constant work in, like, this is what we're all working on.
[00:38:21.480 --> 00:38:31.440] And I do think that when you are at peace with yourself, too, and this is where I really do believe in doing the work ourselves, our spirit work, our mental work, our burnout, all the things.
[00:38:31.320 --> 00:38:36.680] Like, like if we can actually come from a healthy state of mind, then we can show up as our highest leader.
[00:38:36.680 --> 00:38:54.080] When I reflect back on my worst leadership, or where it didn't work out, or where I wasn't the best leader, and I can see my clear mistakes, it was when I wasn't in my best mental state, or I was completely burnt out, or I wasn't taking care of myself first.
[00:38:54.400 --> 00:39:01.840] And so, I want to remind you that it does start with your when you're at peace, then everything around you is also coming from that state.
[00:39:01.840 --> 00:39:07.200] So, hopefully, today gave you that inspiration and that action.
[00:39:07.200 --> 00:39:09.440] And if it did, please leave me a review below.
[00:39:09.440 --> 00:39:23.760] I'd love to know how you enjoyed today's episode and also screenshot this, share this on social, tag a bestie that you want to grow your leadership with, or another CEO, or another female founder that you want to share this with.
[00:39:23.760 --> 00:39:29.120] Because being an entrepreneur is so hard, it's so lonely, and no one's giving each other praise.
[00:39:29.120 --> 00:39:35.440] So, let's start that gratitude train and let's shout out an awesome leader that you know.
[00:39:35.440 --> 00:39:41.200] I will see you guys next week for another amazing episode at CEO School.
[00:39:41.200 --> 00:39:42.640] Bye, everyone.
[00:39:49.360 --> 00:39:50.640] Hey, there.
[00:39:50.640 --> 00:39:52.080] You hear that?
[00:39:52.080 --> 00:39:52.880] Right?
[00:39:52.880 --> 00:39:54.000] You don't.
[00:39:54.000 --> 00:39:57.520] That's what it's like to order food for your workplace with Easy Cater.
[00:39:57.520 --> 00:40:00.320] No hold music while you wait to place your order.
[00:40:00.320 --> 00:40:07.280] No tap-tapping as you type in special dietary instructions or long, complicated searches for options in your budget.
[00:40:07.600 --> 00:40:10.080] No crinkling of paper receipts.
[00:40:10.080 --> 00:40:14.240] Just dang, these are some tasty sandwiches.
[00:40:14.240 --> 00:40:16.960] EasyCater, the better way to order food for work.
[00:40:16.960 --> 00:40:19.760] Order now at easycater.com.
[00:40:20.400 --> 00:40:30.000] Hi, I'm Tamson Fidel, journalist and author of How to Menopause and host of The Tamson Show, a weekly podcast with your roadmap to midlife and beyond.
[00:40:30.200 --> 00:40:40.680] We cover it all: from dating to divorce, aging to ADHD, sleep to sex, brain health to body fat, and even how perimenopause can affect your relationships.
[00:40:40.680 --> 00:40:42.200] And trust me, it can.
[00:40:42.200 --> 00:40:52.120] Each week, I sit down with doctors, experts, and leaders in longevity for unfiltered conversations packed with advice on everything from hormones to happiness.
[00:40:52.120 --> 00:40:58.600] And of course, how to stay sane during what can be, well, let's face it, a pretty chaotic chapter of life.
[00:40:58.600 --> 00:41:01.000] Think of us as your midlife survival guide.
[00:41:01.000 --> 00:41:03.320] New episodes released every Wednesday.
[00:41:03.320 --> 00:41:08.360] Listen now on Apple, Spotify, or wherever you get your podcasts.

Prompt 2: Key Takeaways

Now please extract the key takeaways from the transcript content I provided.

Extract the most important key takeaways from this part of the conversation. Use a single sentence statement (the key takeaway) rather than milquetoast descriptions like "the hosts discuss...". 

Limit the key takeaways to a maximum of 3. The key takeaways should be insightful and knowledge-additive. 

IMPORTANT: Return ONLY valid JSON, no explanations or markdown. Ensure:
- All strings are properly quoted and escaped
- No trailing commas
- All braces and brackets are balanced
Format: {"key_takeaways": ["takeaway 1", "takeaway 2"]}

Prompt 3: Segments

Now identify 2-4 distinct topical segments from this part of the conversation.

For each segment, identify:
- Descriptive title (3-6 words)  
- START timestamp when this topic begins (HH:MM:SS format)
- Double check that the timestamp is accurate - a timestamp will NEVER be greater than the total length of the audio
- Most important Key takeaway from that segment. Key takeaway must be specific and knowledge-additive.
- Brief summary of the discussion

IMPORTANT: The timestamp should mark when the topic/segment STARTS, not a range. Look for topic transitions and conversation shifts.

Return ONLY valid JSON. Ensure all strings are properly quoted, no trailing commas:
{
  "segments": [
    {
      "segment_title": "Topic Discussion", 
      "timestamp": "01:15:30",
      "key_takeaway": "main point from this segment",
      "segment_summary": "brief description of what was discussed"
    }
  ]
}

Timestamp format: HH:MM:SS (e.g., 00:05:30, 01:22:45) marking the START of each segment.

Prompt 4: Media Mentions

Now scan the transcript content I provided for ACTUAL mentions of specific media titles:

Find explicit mentions of:
- Books (with specific titles)
- Movies (with specific titles)  
- TV Shows (with specific titles)
- Music/Songs (with specific titles)

DO NOT include:
- Websites, URLs, or web services
- Other podcasts or podcast names

IMPORTANT: 
- Only include items explicitly mentioned by name. Do not invent titles.
- Valid categories are: "Book", "Movie", "TV Show", "Music"
- Include the exact phrase where each item was mentioned
- Find the nearest proximate timestamp where it appears in the conversation
- THE TIMESTAMP OF THE MEDIA MENTION IS IMPORTANT - DO NOT INVENT TIMESTAMPS AND DO NOT MISATTRIBUTE TIMESTAMPS
- Double check that the timestamp is accurate - a timestamp will NEVER be greater than the total length of the audio
- Timestamps are given as ranges, e.g. 01:13:42.520 --> 01:13:46.720. Use the EARLIER of the 2 timestamps in the range.

Return ONLY valid JSON. Ensure all strings are properly quoted and escaped, no trailing commas:
{
  "media_mentions": [
    {
      "title": "Exact Title as Mentioned",
      "category": "Book",
      "author_artist": "N/A",
      "context": "Brief context of why it was mentioned",
      "context_phrase": "The exact sentence or phrase where it was mentioned",
      "timestamp": "estimated time like 01:15:30"
    }
  ]
}

If no media is mentioned, return: {"media_mentions": []}

Full Transcript

[00:00:00.800 --> 00:00:05.920] Emochi Moment from Sadie, who writes, I'm not crying, you're crying.
[00:00:05.920 --> 00:00:13.120] This is what I said during my first appointment with my physician at Mochi, because I didn't have to convince him I needed a GLP-1.
[00:00:13.120 --> 00:00:16.320] He understood, and I felt supported, not judged.
[00:00:16.320 --> 00:00:19.120] I came for the weight loss and stayed for the empathy.
[00:00:19.120 --> 00:00:20.240] Thanks, Sadie.
[00:00:20.240 --> 00:00:22.960] I'm Myra Ameth, founder of Mochi Health.
[00:00:22.960 --> 00:00:26.960] To find your Mochi Moment, visit joinmochi.com.
[00:00:26.960 --> 00:00:30.240] Sadie is a mochi member compensated for her story.
[00:00:30.560 --> 00:00:34.640] Taking on a DIY job around the house is the ultimate summer project.
[00:00:34.640 --> 00:00:42.400] But if your DIY home security system is a beware of dog sign, when your real pet is Princess the Cat, that's safe-ish.
[00:00:42.400 --> 00:00:47.200] To be actually safe, help protect your home with a DIY system from ADT.
[00:00:47.200 --> 00:00:52.080] It's easy to install and gives you virtual assistance from ADT's technical support team.
[00:00:52.080 --> 00:00:55.840] Best of all, you can tell everyone in the neighborhood you set it up yourself.
[00:00:55.840 --> 00:00:58.640] Don't settle for safe-ish this summer.
[00:00:58.640 --> 00:01:00.880] DIY with ADT instead.
[00:01:00.880 --> 00:01:04.320] Visit ADT.com to learn more.
[00:01:13.280 --> 00:01:20.640] Hi, I'm Sonera Madani, a mom of two, daughter of an immigrant, and an unlikely entrepreneur who built a billion-dollar business.
[00:01:20.640 --> 00:01:22.160] Yes, billion.
[00:01:22.160 --> 00:01:25.520] Now I'm doing it again and building my second unicorn, work.
[00:01:26.240 --> 00:01:33.120] Shockingly, less than 2% of female founders ever reach $1 million in revenue, and I'm on a mission to change that.
[00:01:33.120 --> 00:01:38.960] At CEO School, we mentor thousands of women to help them level up in business and in life.
[00:01:39.280 --> 00:01:45.440] We believe that you deserve to have it all because honestly, nothing bad happens when women make more money.
[00:01:45.440 --> 00:01:46.160] More money.
[00:01:46.160 --> 00:01:49.280] Grab a seat because class is officially in session.
[00:01:49.280 --> 00:01:51.680] Welcome to CEO School.
[00:01:55.200 --> 00:01:56.000] Hi, everyone.
[00:01:56.000 --> 00:01:58.560] Welcome back to the CEO School podcast.
[00:01:58.560 --> 00:02:02.200] I'm so excited we're still in my house.
[00:01:59.840 --> 00:02:07.080] That last episode was so much fun with Tamara Munos.
[00:02:07.240 --> 00:02:20.840] If you did not get a chance to go listen to that episode, Tamara is just an expert on all things operations, business scaling, like things that will just save you so much time in your business.
[00:02:20.840 --> 00:02:23.240] So go tune in to last week's episode.
[00:02:23.240 --> 00:02:24.600] You don't want to miss it.
[00:02:24.600 --> 00:02:28.440] Tamara is behind the screens of my business.
[00:02:28.440 --> 00:02:31.160] Her business is actually called Behind the Screens.
[00:02:31.400 --> 00:02:38.920] So definitely go catch it if you want to streamline your business and learn all the things like that we're doing inside to like just save you time as a CEO.
[00:02:38.920 --> 00:02:40.360] Don't miss it.
[00:02:40.360 --> 00:02:45.640] Now, it's February and we're still in the season of love.
[00:02:45.640 --> 00:02:53.240] And I today, like when I sat down to record to think about the episodes that I want to share with you, so there's a lot of thought that goes in.
[00:02:53.240 --> 00:03:06.280] There's so many topics that you guys want to hear about or questions that I get asked, even within our power hour inside of the Founders Club, where I get to, you know, speak with you guys real time, real-time challenges that are taking place.
[00:03:06.280 --> 00:03:14.840] Something that I get asked all the time is just on general leadership, building teams, scaling teams, how to show up as a leader.
[00:03:14.840 --> 00:03:21.560] And I would say that this last year has been such a test and so many failures.
[00:03:21.560 --> 00:03:22.840] So I'm going to just start with that.
[00:03:22.840 --> 00:03:29.480] So many mistakes, so many failures in leadership and just building a team again from scratch.
[00:03:29.480 --> 00:03:33.240] And so for those that don't know the history, I'll kind of share a little bit of recap.
[00:03:33.240 --> 00:03:48.960] But my first business, I scaled from just myself and then my co-founders and the, you know, the first 10, like the executive team or the first 10 hires, all the way to 400 employees upon exit.
[00:03:48.960 --> 00:03:56.640] And it was 10 years in building that, but there wasn't a single week, like I kid you not, or a single month at least.
[00:03:56.960 --> 00:04:05.600] And towards like that post year three, there wasn't a single week that I wasn't conducting an onboarding or interviewing for more candidates.
[00:04:05.600 --> 00:04:09.600] Like we were just on such record fast paced growth.
[00:04:09.600 --> 00:04:15.200] And in order for you to be successful in scaling, you have, you can't do it alone.
[00:04:15.200 --> 00:04:16.800] You have to have a team.
[00:04:16.800 --> 00:04:17.920] And I know what you're thinking.
[00:04:17.920 --> 00:04:33.760] I know there's many of you in the audience that are listening and they're like, Snara, I just got started or I'm a solopreneur or I just have a virtual assistant or I just have a contractor in place or three or you might have one or two full-time employees.
[00:04:33.760 --> 00:04:39.600] Even if your team is small, for a business to scale, you do have to have support.
[00:04:39.600 --> 00:04:41.200] You can't do it alone.
[00:04:41.200 --> 00:04:47.520] And one of the strongest traits of a successful company is having the right team in place.
[00:04:47.520 --> 00:05:00.560] And as a leader, as a CEO, your job is to effectively find those people, train those people, empower those people, retain those people, make them successful so that your company is successful.
[00:05:00.560 --> 00:05:03.200] And leadership is a full-time job.
[00:05:03.200 --> 00:05:06.560] It's actually the hardest job that you have as a CEO.
[00:05:06.560 --> 00:05:12.240] It's not even, you know, your customers or building your product or all of that is clean sheets.
[00:05:12.240 --> 00:05:15.360] All of that is like part for the course, super easy.
[00:05:15.440 --> 00:05:25.680] When you start having a team, you're like, wow, you spend so much time in serving them and enabling their success, which there, in essence, will turn into your success.
[00:05:25.680 --> 00:05:31.160] But there's so much that I wish, like, there wasn't enough like leadership 101 training.
[00:05:29.680 --> 00:05:36.840] And a lot of the lessons, unfortunately, and fortunately, you just have to kind of go through it.
[00:05:37.080 --> 00:05:38.200] You just go through it.
[00:05:38.200 --> 00:05:42.040] And because it's people, you it's hard, right?
[00:05:42.040 --> 00:05:46.360] And it's not exactly the same because we as individuals are so different.
[00:05:46.360 --> 00:05:49.800] We as individuals, as our employees, are so different.
[00:05:49.800 --> 00:05:52.600] And so you evolve and you grow as a leader.
[00:05:52.600 --> 00:05:56.840] And so I feel like I've worn so many different leadership hats through the years.
[00:05:56.840 --> 00:06:00.280] And even my leadership has evolved so much.
[00:06:00.280 --> 00:06:06.680] And every year I get a chance to just reflect upon my leadership over the last year.
[00:06:06.680 --> 00:06:08.360] Where have I been successful?
[00:06:08.360 --> 00:06:10.200] Where I wasn't successful.
[00:06:10.200 --> 00:06:13.560] And there is no such thing as perfect leadership either.
[00:06:13.560 --> 00:06:15.560] And I'm not going to be for everyone.
[00:06:15.560 --> 00:06:18.120] And everything isn't going to, you're not going to be for everyone.
[00:06:18.120 --> 00:06:19.560] And it's not going to work out.
[00:06:19.560 --> 00:06:23.160] And so there's going to be many instances of that, but that's part of doing business.
[00:06:23.160 --> 00:06:28.920] It's also learning when it's okay to part ways with someone, when it isn't the right fit.
[00:06:28.920 --> 00:06:41.400] And one of the things that I find with women, and I get to mentor so many women as part of our CO school community, this is the area that I feel is a gap where I see men on the counterpart.
[00:06:41.400 --> 00:06:43.240] They're so easy to be able to hire.
[00:06:43.240 --> 00:06:45.480] They're so easy to be able to fire.
[00:06:45.480 --> 00:06:47.240] And it's just transactional, right?
[00:06:47.240 --> 00:06:48.280] It's like, this is what I need.
[00:06:48.280 --> 00:06:49.400] We need to get the job done.
[00:06:49.400 --> 00:06:50.920] This is a person that's right fit for it.
[00:06:50.920 --> 00:06:53.960] But I find that we as women, we are so empathetic.
[00:06:53.960 --> 00:06:59.080] We, when we're hiring for someone, we're like so afraid to take that risk.
[00:06:59.080 --> 00:07:00.760] That falls on us, that pressure.
[00:07:00.760 --> 00:07:03.800] We put so much pressure on ourselves to make it successful.
[00:07:03.800 --> 00:07:08.680] And we're so afraid of taking that risk because we don't want it to not work out.
[00:07:08.680 --> 00:07:13.960] And so I find that women tend to hold back and aren't actually hiring fast enough.
[00:07:13.960 --> 00:07:17.120] We're not actually firing as fast as we should.
[00:07:17.440 --> 00:07:25.040] And it's part of businesses' success to be able to put in the right players at the right time and make them successful.
[00:07:25.040 --> 00:07:30.160] And so, on today's episode, I really want you to fall in love with your team.
[00:07:30.160 --> 00:07:32.480] I want you to fall in love with building your team.
[00:07:32.480 --> 00:07:39.520] And I'm going to share with you some of my top lessons and things that I do to continually fall back in love with the team.
[00:07:39.520 --> 00:07:41.040] And I will tell you, it's hard.
[00:07:41.040 --> 00:07:43.920] I'll be the first to say leadership is not easy.
[00:07:43.920 --> 00:07:45.600] It's the thing that tests you the most.
[00:07:45.600 --> 00:07:48.480] It's the thing that, especially as a visionary, right?
[00:07:48.480 --> 00:07:50.000] You're such a go-getter.
[00:07:50.000 --> 00:07:50.800] You're so ambitious.
[00:07:50.800 --> 00:07:52.080] You're like, it makes sense to you.
[00:07:52.080 --> 00:07:54.480] You're like, brain is like firing away.
[00:07:54.560 --> 00:07:55.760] You're like, but that just makes sense.
[00:07:55.760 --> 00:07:56.560] And that makes sense.
[00:07:56.560 --> 00:07:57.520] And this makes sense.
[00:07:57.520 --> 00:08:11.040] And then when you want, when you're sharing that with your team and it doesn't translate or you're not getting that right result, you're so surprised or it feels so hard because you're like, wow, it's so simple in my brain.
[00:08:11.040 --> 00:08:12.560] Why isn't it clicking?
[00:08:12.880 --> 00:08:16.000] And it's actually, it's not because it's not clicking.
[00:08:16.000 --> 00:08:17.600] There's just, they're not you.
[00:08:17.600 --> 00:08:19.360] They're not supposed to be you.
[00:08:19.360 --> 00:08:36.000] And so you have to understand who is on your team, how to make them successful, how to have that right level of communication, how to have that right level of expectation setting, and ensuring that the right fit person and competency and all the things are right for the role and for you across every different stage.
[00:08:36.000 --> 00:08:39.280] And everyone isn't going to be exactly the same either.
[00:08:39.280 --> 00:08:44.080] So you have to tailor that leadership to those individual team members.
[00:08:44.080 --> 00:08:49.200] And just saying that out loud and just kind of like saying that and putting that out, that's exhausting.
[00:08:49.200 --> 00:08:52.320] Like, that's so much work that you have to do.
[00:08:52.640 --> 00:08:55.280] But it's the most important part of your job.
[00:08:55.280 --> 00:09:02.680] And if you can't do that, and if we can't show up as our highest, best self-leaders, then it's not going to work and it's going to fail.
[00:09:03.000 --> 00:09:07.640] And so, I've had these lessons time and time again and every year.
[00:09:07.640 --> 00:09:10.280] And this last year, I'll share many stories with you.
[00:09:10.280 --> 00:09:14.520] I mean, this last year, I had to build a team absolutely from scratch.
[00:09:14.520 --> 00:09:22.920] So, as part of building again and building another company, I could not hire from my old company.
[00:09:22.920 --> 00:09:24.600] I want my old company to be successful.
[00:09:24.600 --> 00:09:29.640] I put the best people in place, and I want that company's success.
[00:09:29.640 --> 00:09:30.840] I founded Stacks.
[00:09:30.920 --> 00:09:32.600] I want Stacks' success.
[00:09:32.600 --> 00:09:34.600] I'm a huge shareholder of that company.
[00:09:34.600 --> 00:09:36.520] I need that company to be successful.
[00:09:36.520 --> 00:09:45.320] And so, I couldn't and didn't want to pull any of our team members because that company needed, those were the right players for that team.
[00:09:45.320 --> 00:09:55.800] So, as I was building this next company, you know, to have to start and build a team again from scratch were so many back to like the basics leadership lessons.
[00:09:55.800 --> 00:10:00.120] And I would say I failed so many times last year in building.
[00:10:00.120 --> 00:10:08.680] I felt I failed so many times in wanting to get someone like putting a butt in the seat versus putting the right person in the seat.
[00:10:08.680 --> 00:10:17.880] I failed by not firing people that I knew right away every flag that went off that I was like, this person's not going to be successful.
[00:10:17.880 --> 00:10:19.160] They're not a right culture fit.
[00:10:19.160 --> 00:10:23.960] They're not a right value fit after just a couple weeks of working with them.
[00:10:23.960 --> 00:10:35.640] And this happened multiple times where I was like too afraid to let it fail because I needed that person, or I was, you know, you know, I was like, oh, I can make it work, and versus just letting it go.
[00:10:35.640 --> 00:10:48.480] And so, there's so many, so many just reflections and lessons just from this year that even after knowing and building zero to 400, that when you start all over again, it's, it's, it's, you kind of just have to go through it.
[00:10:44.520 --> 00:10:59.200] And so, wherever you are in your journey, this part of it, I just want to emphasize that as a as a leader, as a CEO, your job as a leader is the number one most important job.
[00:10:59.200 --> 00:11:02.080] And you can do things to make your life easier as a leader.
[00:11:02.080 --> 00:11:03.600] And it doesn't matter where you are.
[00:11:03.600 --> 00:11:15.760] So, if you are just that solopreneur that is working with a virtual assistant, if you have agencies that are working for you, or you have contractors, treating everyone, they are part of your team.
[00:11:15.760 --> 00:11:19.760] If they are contributing to the work of your business, that is your team.
[00:11:19.760 --> 00:11:21.360] So, you are a CEO.
[00:11:21.360 --> 00:11:23.440] You do have to show up as a leader.
[00:11:23.440 --> 00:11:31.840] And even if you are a solopreneur and you've just gotten your business started, you want to still tap into your highest leader.
[00:11:31.840 --> 00:11:33.600] That's how you're showing up on social.
[00:11:33.600 --> 00:11:35.360] That's how you're showing up in your emails.
[00:11:35.360 --> 00:11:38.400] That's how you're showing up for the company that you want to build.
[00:11:38.400 --> 00:11:43.200] And so, it is important that you put yourself as that highest leader.
[00:11:43.200 --> 00:11:52.480] And one of the, you know, one of the things that I've done in the past in like previous retreats that we've done for CEO school is this is a great exercise.
[00:11:52.480 --> 00:11:53.440] I love to journal.
[00:11:53.440 --> 00:11:58.320] So, you all know that I'll spend five minutes every day journaling in my CEO school journal.
[00:11:58.320 --> 00:11:59.840] And just five minutes.
[00:11:59.840 --> 00:12:07.280] But one of the exercises that I do like to do is journal about my highest self-leader.
[00:12:07.280 --> 00:12:08.480] Like, who is she?
[00:12:08.480 --> 00:12:16.480] And so, I'll like literally do a visualization or just start writing it down of like, who is Sunira as a highest leader?
[00:12:16.480 --> 00:12:20.720] And one of the things that actually really annoys me in business is when people call me Sunny.
[00:12:20.720 --> 00:12:24.560] So, you don't know this, I'll getting to share it with you.
[00:12:24.560 --> 00:12:29.640] But, Sunny is my nickname, and Sunny is my childhood nickname.
[00:12:29.640 --> 00:12:31.640] And so my entire life I've been known as Sunny.
[00:12:29.360 --> 00:12:36.120] And in my head, I'm like, little Sunny is what I think of when I think of Sunny.
[00:12:36.200 --> 00:12:41.480] This is like what my parents called me, and my cousins call me, and my family calls me, and my brother calls me.
[00:12:41.480 --> 00:12:44.520] So Sunny is my family name.
[00:12:44.520 --> 00:12:54.920] And so when I stepped into my highest leader or when I showed up for work in my professional corporate environment, I was like, I didn't want to be Sunny.
[00:12:54.920 --> 00:12:56.440] I wanted to be Sunira.
[00:12:56.440 --> 00:12:57.800] I wanted to be my full name.
[00:12:57.800 --> 00:13:03.880] And I felt like that was just like that little change in how I was called like helped me step into her.
[00:13:03.880 --> 00:13:10.120] And I almost had this persona of Sunira as this is my highest leader is Sunira.
[00:13:10.120 --> 00:13:14.440] And so when I started my company with my brother, he calls me Sunny.
[00:13:14.440 --> 00:13:16.760] Like he can't change the way that he calls me.
[00:13:16.760 --> 00:13:18.840] Like he has to call me Sunny.
[00:13:18.840 --> 00:13:21.800] And so like so, so often I would correct people.
[00:13:21.880 --> 00:13:23.080] So he's like, oh, Sunny.
[00:13:23.080 --> 00:13:25.400] And then I'm like, Sunira, Sunira.
[00:13:25.400 --> 00:13:27.720] And it's just the way that I show up as her.
[00:13:27.720 --> 00:13:36.120] And of course, there's still people in business that call me Sunny, but I almost feel like I have to give you that permission to call me Sunny versus people just assuming and call me Sunny.
[00:13:36.120 --> 00:13:43.000] But that visualization of like who Sunira is, like I think of her as almost as persona.
[00:13:43.000 --> 00:13:53.080] And the way that she dresses, the way that she shows up, she's calm and she's cool and she's collected and she's eloquent and she speaks so well.
[00:13:53.080 --> 00:13:54.840] Like that's Sunira.
[00:13:54.840 --> 00:14:03.160] And so do that visualization or take five minutes on a journal to write out who your highest leader is.
[00:14:03.160 --> 00:14:04.360] Who is she?
[00:14:04.360 --> 00:14:18.160] And even the little things of like what she wears, how she shows up, those things really do, like as a woman, I don't know, these things like really do help me mentally get prepared for the game of business and like showing up in that way.
[00:14:18.800 --> 00:14:25.040] Because even in moments of like business is so difficult, it's so hard.
[00:14:25.040 --> 00:14:28.160] And the team component is probably the most difficult.
[00:14:28.160 --> 00:14:30.240] People are the hardest part of your job.
[00:14:30.240 --> 00:14:32.160] People are gonna disappoint you, right?
[00:14:32.160 --> 00:14:36.080] Like, that's where the emotion comes in in the business is through people, right?
[00:14:36.080 --> 00:14:49.360] So people are gonna fail, or things aren't gonna work out, or the deadline is gonna get missed, or the product isn't gonna be as you thought it was, and you're just constantly having to firefight and solve all the problems.
[00:14:49.680 --> 00:15:01.440] And if you're showing up like with your highest leader in mind, how would, and I always think about it, even when I want to be defensive or when I want to show up in a, and I, and there are moments, right?
[00:15:01.440 --> 00:15:04.720] You can't, you can't always tap into that, right?
[00:15:05.360 --> 00:15:17.280] And when you don't, when I don't tap into Sonera, then I know I've gotten frustrated, then I know I've gotten short, then I know my slacks went off or my texts went off, and I didn't show up as my, I didn't show up as Sonera.
[00:15:17.280 --> 00:15:28.880] And so just having that definition of how your highest leader just shows up is the first thing that I personally want to share with you on how to show up as your highest best self-leader.
[00:15:28.880 --> 00:15:35.760] If you love this topic, let me know because I sat with my team earlier over what topics I want to cover.
[00:15:35.760 --> 00:15:39.680] And leadership is one that I really want to lean into with all of you.
[00:15:40.240 --> 00:15:43.280] But I want to make sure that that's where you, what you want to hear.
[00:15:43.280 --> 00:15:46.840] So if you're loving this topic, if you're like, yes, I want more of this.
[00:15:46.840 --> 00:15:48.160] Screenshot this episode.
[00:15:48.160 --> 00:15:49.760] Let me know down below in the reviews.
[00:15:49.760 --> 00:15:54.640] Let me know on social media so I can tell my team, yep, they totally want it.
[00:15:55.440 --> 00:15:57.600] So please, please, please let me know.
[00:15:57.600 --> 00:16:07.000] So, today's episode, I did list out because I love to give you meaningful, actionable pieces of advice on leadership and really falling back in love with your team.
[00:16:07.320 --> 00:16:13.880] I really do believe that people come into your life, even in your business, at the right times for the right things.
[00:16:13.880 --> 00:16:17.560] And as a leader, it's our job to make them successful.
[00:16:17.560 --> 00:16:26.840] So, every single person that's put in front of me, and if it fails, that's on me, and I didn't create the solution to make them successful.
[00:16:26.840 --> 00:16:29.800] And you have to go in with that mentality of leadership.
[00:16:29.800 --> 00:16:41.240] And every now and then, you have to kind of ignite your spark back with your team and to drive their excitement for the business, their excitement for you, their excitement for their success.
[00:16:41.240 --> 00:16:44.520] And you have to kind of bring that back out of them.
[00:16:44.520 --> 00:16:51.400] And so, today is all about reigniting the spark and falling back in love with your people, with your team.
[00:16:51.400 --> 00:17:03.720] And whether that is a contractor, whether it's five contractors, whether it's 500 employees, it is important that they are successful because that is what's going to make your business successful.
[00:17:03.720 --> 00:17:13.080] So, strong teams actually thrive in connection, they thrive in gratitude, and they thrive in vision and having that vision clear.
[00:17:13.400 --> 00:17:24.520] Strong teams are able to build trust, loyalty, and truly, it's as simple as starting with like showing them that you actually care, right?
[00:17:24.520 --> 00:17:26.360] That's it's literally it.
[00:17:26.680 --> 00:17:30.200] Someone else is working for your dream, right?
[00:17:30.200 --> 00:17:33.480] Someone else is literally working for your dream.
[00:17:33.800 --> 00:17:39.000] You need to acknowledge that, you need to show gratitude for that and make them successful.
[00:17:39.000 --> 00:17:40.840] And there is a give and take, right?
[00:17:41.160 --> 00:17:45.680] And where employees and team members are not successful is when it's transactional.
[00:17:46.000 --> 00:17:56.480] And I see so much of the corporate world, so much of what we see online today, we're almost like making fun of what the working life is like.
[00:17:56.480 --> 00:17:57.840] But that's sad to me.
[00:17:57.840 --> 00:18:03.520] When I look at those videos and I'm like, if we're that miserable at our work, we shouldn't be there, right?
[00:18:03.840 --> 00:18:20.800] And so even for those that are listening that might be employees or team members, like it is your job also to find that passion in a place that you feel purpose in working, working for, finding that purpose and passion for leaders that you want to contribute to the success.
[00:18:20.800 --> 00:18:26.000] And it does start with creating that feeling, that emotion.
[00:18:26.000 --> 00:18:28.560] And it does start with you as a leader.
[00:18:28.560 --> 00:18:31.120] It does start with you showing why they should care.
[00:18:31.120 --> 00:18:33.600] It's showing that you care about them too.
[00:18:33.600 --> 00:18:38.240] Because if you don't, and that's not authentic, it's not going to work.
[00:18:38.240 --> 00:18:46.800] And so I do believe that you have to be, again, it's back to that customer conversation we had a couple episodes ago, falling in love with that customer.
[00:18:46.800 --> 00:18:48.720] It's that feeling, it's that genuinity.
[00:18:48.720 --> 00:18:50.240] That's what's missing from this world.
[00:18:50.240 --> 00:18:53.680] That authenticity and leadership is what's missing.
[00:18:53.680 --> 00:18:58.240] And I do believe that if we do that, it's our job first as leaders, right?
[00:18:58.240 --> 00:18:59.280] That's what a leader is.
[00:18:59.280 --> 00:19:02.000] The highest, that's the leader.
[00:19:02.000 --> 00:19:05.680] They have to show up to lean in, right?
[00:19:06.000 --> 00:19:13.920] And then when they lead by example, then the team will then respond to that in a different way.
[00:19:13.920 --> 00:19:27.840] And so a lot of the times I feel like the narrative, right, around, especially for certain, you know, Gen Z employees, I hear all the time, you know, of work ethic, or, you know, it's just, it's harder, it's this, like, it's co-created.
[00:19:28.080 --> 00:19:30.520] What are we doing as leaders to spark that passion?
[00:19:29.920 --> 00:19:36.280] What are we doing to ensure that they feel valued as well in the business or for their career plans and for their growth?
[00:19:36.600 --> 00:19:38.920] So it is important for us to reflect on that.
[00:19:38.920 --> 00:19:48.280] And I really do believe that authenticity in our workplaces will drive for strong, effective teams and cultures.
[00:19:48.280 --> 00:19:49.720] So it is happening.
[00:19:49.720 --> 00:19:52.840] And that's what you see in successful companies, right?
[00:19:52.840 --> 00:19:56.760] And that is a strong element that you have to cultivate as a leader.
[00:19:56.760 --> 00:20:06.280] And a huge part of this is that simple gestures, actually, the smallest things can actually create such amazing morale in the company.
[00:20:06.280 --> 00:20:08.920] Like morale is such a strong word, right?
[00:20:08.920 --> 00:20:11.640] That's you want your team's morale to be high.
[00:20:11.640 --> 00:20:13.960] Like that, where does morale come from?
[00:20:13.960 --> 00:20:15.000] It's your morals.
[00:20:15.000 --> 00:20:16.200] It's your values.
[00:20:16.200 --> 00:20:18.040] Everything really ties back to that heart.
[00:20:18.040 --> 00:20:24.520] And that's why I believe that women, we have this opportunity to change the way completely business is done.
[00:20:24.520 --> 00:20:26.200] Women have not been in the workforce.
[00:20:26.200 --> 00:20:30.680] We've just entered the workforce less than 70 years ago.
[00:20:30.680 --> 00:20:38.120] Less than 50 years ago, we've been sitting now at the table or trying, you know, to build businesses alongside.
[00:20:38.120 --> 00:20:48.600] The reason why I show up to do this and why it's important for you to scale your business is because the world needs products and services that are created by women because we care about that impact.
[00:20:48.600 --> 00:20:53.000] And I do believe that we have that responsibility because we are empathetic.
[00:20:53.000 --> 00:20:58.520] We are those leaders, those nurturers that can change the way we can really do business.
[00:20:58.520 --> 00:21:06.600] And I think that's the biggest advantage that we have as women because we can cultivate that so much more naturally.
[00:21:06.600 --> 00:21:10.200] And I think that is our superpower in leadership.
[00:21:10.200 --> 00:21:13.160] That is our advantage that we need to take full advantage of.
[00:21:13.160 --> 00:21:26.640] So, with that, here's five actionable pieces of advice to build and cultivate that amazing morale on your team and for their fall in love with your team again and for them to fall back in love with you.
[00:21:26.640 --> 00:21:35.680] So, number one, so simple, but missed all the time, is really having effective and meaningful one-on-ones with your team.
[00:21:35.680 --> 00:21:36.480] That's it.
[00:21:36.480 --> 00:21:37.760] It's that simple.
[00:21:37.760 --> 00:21:48.800] Blocking actual time for individual one-on-ones to have one-on-one connectivity, quality time, to not just talk about work productivity or an output.
[00:21:48.800 --> 00:21:57.760] So, many times we will put a one-on-one on, but it's all about that deliverable or the client or the project or the actual work that needs to get done.
[00:21:58.080 --> 00:22:03.200] And it doesn't have to be a weekly one-on-one that you have with every single one of your team members, right?
[00:22:03.200 --> 00:22:09.360] Even if it's bi-weekly, even if it's monthly, but having a consistent schedule is important.
[00:22:09.360 --> 00:22:14.480] And having that consistent schedule to say, Hey, we're gonna go have a cup of coffee and we're gonna go, we're gonna have this one-on-one.
[00:22:14.560 --> 00:22:16.080] I wanna know how you're doing.
[00:22:16.080 --> 00:22:19.120] I wanna know about the person, I wanna know about your goals.
[00:22:19.120 --> 00:22:22.560] How can how are we supporting the goals that you have?
[00:22:22.560 --> 00:22:26.480] And really building that mutual connection and trust that's so important.
[00:22:26.480 --> 00:22:28.320] And this is skipped all the time.
[00:22:28.320 --> 00:22:31.120] This is even skipped within our leadership team.
[00:22:31.120 --> 00:22:37.040] We have to constantly remind our leaders and our team to ensure that they're having effective one-on-ones.
[00:22:37.040 --> 00:22:43.040] Everyone that is reporting to someone needs to have a one-on-one with them on a consistent cadence.
[00:22:43.040 --> 00:22:56.880] It's so important, and it's so important to have time, even if it's the first 20 minutes of the conversation, 10 minutes of the conversation, to just check in on that individual and to create a safe space as well.
[00:22:56.880 --> 00:23:04.520] A lot of the times, leaders aren't creating safe spaces to actually be able to talk about the issues, right?
[00:23:04.520 --> 00:23:09.240] I shared in the episode about customers of having feed forward.
[00:23:09.240 --> 00:23:30.840] That's also language that I use with my team to say, I want to have an opportunity for feed-forward dialogue and to give each other the benefit of the doubt so that when we do come to the table with feedback or feed forward, it's not taken in a way that's personal or it's not, it's really about the mutual goal.
[00:23:30.840 --> 00:23:42.840] Something super simple that I do if there is a challenge or if there is, you know, there are things that need to be addressed is I will literally say the words like, I will never sit across from someone.
[00:23:42.840 --> 00:23:49.800] I know it's hard sometimes in a virtual environment, but even in a virtual environment, it's like us solving the problem.
[00:23:49.800 --> 00:24:08.440] So even in our language, even eliminating the word you is that just that little change is just how we talk to people can shift how they receive feedback as well and can make it more collaborative than it is, you know, punitive.
[00:24:08.440 --> 00:24:11.640] So I think it is that part of it is really, really important.
[00:24:12.200 --> 00:24:13.400] Listening, right?
[00:24:13.400 --> 00:24:20.200] And so actually when you're in a one-on-one or having that time, it should be you listening.
[00:24:20.200 --> 00:24:23.880] Like majority of that conversation should be your team.
[00:24:23.880 --> 00:24:27.800] Majority of it should be them sharing how they're doing.
[00:24:27.800 --> 00:24:29.240] What are their blockers?
[00:24:29.240 --> 00:24:31.160] How can you support them?
[00:24:31.160 --> 00:24:35.240] And so I always have a simple agenda with a few questions going into my one-on-one.
[00:24:35.240 --> 00:24:36.360] How are you doing?
[00:24:36.360 --> 00:24:38.360] What can I solve for you?
[00:24:38.680 --> 00:24:40.760] You know, what are some blockers?
[00:24:40.760 --> 00:24:41.960] How is your sentiment?
[00:24:41.960 --> 00:24:43.480] How is your team doing?
[00:24:43.480 --> 00:24:48.240] And so I'll have some of those already prepared and just makes it such a more meaningful conversation.
[00:24:48.240 --> 00:24:50.960] Number two, this is so fun.
[00:24:50.960 --> 00:24:53.360] It's to celebrate wins.
[00:24:53.360 --> 00:24:56.160] We don't celebrate each other enough ever.
[00:24:56.160 --> 00:25:03.360] And I'm not talking about the pizza party and I'm not talking about the, you know, a formal, you know, gift card or a trophy.
[00:25:03.360 --> 00:25:18.160] I'm just talking about big or small, just that small email, that small recognition and Slack, that little praise can go such a long way to acknowledge that, hey, this was done by this individual and that was so awesome.
[00:25:18.160 --> 00:25:18.960] Thank you.
[00:25:18.960 --> 00:25:26.880] Just that level of gratitude and like excitement, sharing a story, right, to say this person really went above and beyond.
[00:25:26.880 --> 00:25:32.800] And the way that I get to do that and we celebrate wins, such an easy way is to incorporate your value system.
[00:25:32.800 --> 00:25:35.440] So one of our core values is one team.
[00:25:35.440 --> 00:25:48.480] And so if somebody does something that adds to that value and it's like, you know, such and such person did such a great job in, you know, in our value system of one team, they really went out of their way to go help their team member.
[00:25:48.480 --> 00:25:53.200] And that was really incredible and such a great way to demonstrate one team value.
[00:25:53.200 --> 00:26:03.680] And you can find ways to incorporate even your, like the things that are important for your company, but sharing that level of like celebration in small ways is so big.
[00:26:03.680 --> 00:26:08.880] Something we did at the end of the year, and there's also fun ways to incorporate, like people want to celebrate.
[00:26:08.880 --> 00:26:12.160] Ask your team how they want to be celebrated.
[00:26:12.160 --> 00:26:13.040] You would be surprised.
[00:26:13.040 --> 00:26:15.360] Not everyone actually loves public praise.
[00:26:15.360 --> 00:26:24.960] Sometimes people want private, like they want that time from you, or they just want an extra day off, or they want to like have some flexibility in another way.
[00:26:24.960 --> 00:26:29.880] Or they're like, they would, you know, they want to work towards a monetary achievement.
[00:26:29.880 --> 00:26:35.000] Like, you can find out how your team wants to be celebrated and what is important to them.
[00:26:29.600 --> 00:26:36.120] It is important to know.
[00:26:36.440 --> 00:26:39.080] I will link in the show notes.
[00:26:39.080 --> 00:26:43.480] An episode that I did last February on the love languages of your team.
[00:26:43.480 --> 00:26:52.280] Please go back and listen to that episode because how we show up in our professional environment is exactly how we give and receive love at home.
[00:26:52.280 --> 00:27:00.360] So I went through this huge exercise with my organizational psychologist that we've used for years.
[00:27:00.360 --> 00:27:03.800] And she, we literally did our love languages as a leadership team.
[00:27:03.800 --> 00:27:07.240] And I was like, why are we doing love languages at work?
[00:27:07.560 --> 00:27:11.800] And some of my teammates, there are leaders, like their love language was physical touch.
[00:27:11.800 --> 00:27:16.200] And I was like, gross, like, how is this even going to, like, I don't even want this to translate at work.
[00:27:16.200 --> 00:27:22.040] But it's important to know what love language and physical touch, that just means like it's that high five, right?
[00:27:22.040 --> 00:27:24.360] It's like that in-person connection.
[00:27:24.360 --> 00:27:28.680] And so, of course, that person might feel disconnected because we've been on Zoom the whole time.
[00:27:28.680 --> 00:27:36.920] Like, how do I find ways to incorporate like them into physically into the office or at a live event or whatever that looks like?
[00:27:36.920 --> 00:27:39.320] But that episode is so fun.
[00:27:39.320 --> 00:27:43.480] Please go back and listen to know love languages as a team, like as a person.
[00:27:43.480 --> 00:27:48.840] And you should know your love language and you should share that with your team too, because honestly, I'm going to throw it out there.
[00:27:48.840 --> 00:27:50.200] It's so lonely.
[00:27:50.200 --> 00:27:52.440] Like no one thinks of praising us as leaders.
[00:27:52.440 --> 00:27:53.560] Like we're, that's our job.
[00:27:53.560 --> 00:27:55.320] And that's why it's so draining to be a leader.
[00:27:55.320 --> 00:27:59.800] Like, let's just be honest, it's so draining to be a leader because you have to think about everyone all the time.
[00:27:59.800 --> 00:28:01.800] No one's thinking of you, right?
[00:28:01.800 --> 00:28:06.360] And so no one's giving you the praise or the pat on the back or that high five or that thank you note.
[00:28:06.360 --> 00:28:07.720] Like that's not happening.
[00:28:07.720 --> 00:28:11.240] And so for anyone else listening, also praise your leaders.
[00:28:11.240 --> 00:28:12.120] They need that too.
[00:28:12.120 --> 00:28:29.760] Like we all need that level of love and we want to be celebrated and celebrate so at the end of last year other ways to celebrate is as a team you have a milestone you have a goal do something fun like there's so many ways to incorporate your culture through celebration.
[00:28:30.000 --> 00:28:31.440] I took a pie to the face.
[00:28:31.440 --> 00:28:48.400] I'm gonna I recently just shared it on social media I literally took a pie to the face because our 2024 goals were hit as a team and our leadership team had volunteered that if they hit the milestones we take pies to the face and boy our team did not disappoint.
[00:28:48.400 --> 00:28:51.440] It was like massive pies straight to the face.
[00:28:51.440 --> 00:28:52.000] So fun.
[00:28:52.000 --> 00:28:56.960] And so so many ways think about the ways that you want to celebrate your team and ask them incorporate them.
[00:28:56.960 --> 00:28:58.720] So that was number two.
[00:28:58.720 --> 00:29:04.400] And it kind of falls straight into number three, which I put was have fun, inject fun into the workplace.
[00:29:04.400 --> 00:29:06.720] Like work doesn't have to be boring.
[00:29:06.720 --> 00:29:07.920] It is exhausting.
[00:29:07.920 --> 00:29:12.080] There's so much to do, especially in today's world and business.
[00:29:12.080 --> 00:29:20.240] Like we are at, there's no like, I've not met a single business owner or business that's like, oh, things are slow or things are at pace.
[00:29:20.240 --> 00:29:23.840] And like there's so much coming at you and that to-do list is never ending.
[00:29:23.840 --> 00:29:24.800] And that's for everyone.
[00:29:24.800 --> 00:29:27.760] So if you feel that way, your team also feels that way.
[00:29:27.760 --> 00:29:28.800] No one's coasting.
[00:29:28.800 --> 00:29:30.640] Like everyone's working hard.
[00:29:30.640 --> 00:29:40.560] And so how do you actually build things in that can just alleviate and have some fun and not be so serious all the time?
[00:29:40.560 --> 00:29:52.400] So sometimes like, so in our meetings, so if things are like super serious or like it's been a week, like on that Wednesday morning team meeting huddle that we have, we're like, share like the most ridiculous thing that happened this week.
[00:29:52.400 --> 00:29:58.120] And just like getting it off your chest and having that safe space of like, this is the most ridiculous thing, and I just want to share it.
[00:29:58.120 --> 00:29:59.960] And it's like, we just laugh.
[00:29:59.960 --> 00:30:05.000] And that little bit of something so small of just like acknowledging that we're all like real life.
[00:30:05.000 --> 00:30:08.360] We have this channel on Slack that's called Women of Worth.
[00:30:08.360 --> 00:30:14.360] And it's like pretty much just turned into the most like, I'm so glad that it's a private women's only channel.
[00:30:14.680 --> 00:30:18.600] I mean, some of the stuff that gets shared in there is so hilarious.
[00:30:18.600 --> 00:30:27.240] Like it is like, and then we're also like, I know I shouldn't be sharing this and it's like TMI, but it's just this ridiculous girl group that we have.
[00:30:27.240 --> 00:30:30.440] And we're in fintech and we're constantly surrounded by boys.
[00:30:30.440 --> 00:30:37.080] And so we kind of have this little private little Slack club where we kind of just, we talk shit, we share shit.
[00:30:37.080 --> 00:30:41.160] We're like, it's just a little place of relief to go.
[00:30:41.160 --> 00:31:32.480] And then it also turns in the most ridiculous like mom things or things that like one of our kids did that was like so obnoxious that like it's just not we're not talking about it in the meeting but it's like oh my god I have to tell that coworker that this happened so these are just little minor examples but you can what's fun to you what's fun like and there are ways and you as a leader as a CEO like you are that face you are the heart of the company bring your heart have some fun and I don't know take the edge off like just everything doesn't have to be so serious and so definitely like think of different ways to like break it up surprise them with the afternoon off you know whatever it looks like just find ways your team will appreciate it these are the these are the perks of the things that they will say that build a strong company that they want to work for.
[00:31:32.480 --> 00:31:40.480] Number four, and this is pretty basic, but it's so important to actually communicate your vision effectively.
[00:31:40.800 --> 00:31:48.960] Sometimes we, as visionaries, we have all of these great big ideas, and we're like, we need this, and we need to do this, and like everything makes sense in your head.
[00:31:44.760 --> 00:31:54.320] But sometimes we have a really hard time in sharing what the how looks like.
[00:31:54.320 --> 00:31:56.080] And I know that's not sometimes always our job.
[00:31:56.640 --> 00:32:01.360] That's why we have this team to help integrate that and turn that idea into a reality.
[00:32:01.360 --> 00:32:04.640] But sometimes we don't actually do the paint done vision.
[00:32:04.640 --> 00:32:11.200] So, a tool that I use, and I've probably talked about this previously somewhere on the podcast, but I'll share this tool.
[00:32:11.200 --> 00:32:12.320] It's called Paint Done.
[00:32:12.320 --> 00:32:15.120] It's like literally saying, This is what Paint Done looks like for me.
[00:32:15.120 --> 00:32:26.160] So, this concept came from some leadership training that I took, but it was like, okay, when you're painting, you're when your house is getting built, the last thing that actually gets done is the paint of the house.
[00:32:26.160 --> 00:32:27.120] Like, it's the last thing.
[00:32:27.120 --> 00:32:29.760] So, the walls go up, the foundation, the appliance, whatever else.
[00:32:29.840 --> 00:32:35.120] And the last thing that they do is they finish up the paint and the last touches, and then the house is done.
[00:32:35.120 --> 00:32:36.640] So, what are that steps?
[00:32:36.640 --> 00:32:38.800] Like, what does paint done look like?
[00:32:38.800 --> 00:32:51.680] And so, when I'm sharing a vision for a project, a campaign, this launch, like whatever the vision is, I do like to share what that end piece looks like, not in vague vision format.
[00:32:51.680 --> 00:32:55.520] We have to kind of bring that back down and say, What does paint done look like?
[00:32:55.520 --> 00:32:56.400] What are steps?
[00:32:56.400 --> 00:33:04.320] And you don't have to have the details, but this is what like setting that reality of those expectations of, like, I really want it to be like this.
[00:33:04.800 --> 00:33:13.200] And the more that you can elaborate in Paint Done to say, This is what it looks like to be wrapped up, it's so helpful for your team to understand.
[00:33:13.200 --> 00:33:25.520] And you can use Paint Done not only just for big projects, but even after you're giving direction to the team or you have a one-on-one, and even you ask for something small, like, oh, we need to like work on this content, this PR release.
[00:33:25.520 --> 00:33:33.320] What paint done looks like is having it in my inbox on Tuesday and ensuring that these three things are checked off and it's already copy edited.
[00:33:33.480 --> 00:33:41.880] So, like, you just taking two more seconds to clearly paint that vision turns into amazing execution.
[00:33:41.880 --> 00:33:49.960] Just, and that can be applied to your VA, to that contractor, to the partner, to everyone on the team.
[00:33:49.960 --> 00:33:56.920] If you can learn to communicate effectively, I mean, it's a game changer as a leader.
[00:33:56.920 --> 00:34:05.800] Number five, which is the last one, I mean, I kind of actually ended this the same lesson from loving on your customers is showing gratitude, right?
[00:34:05.800 --> 00:34:09.720] And truly authentically sharing that gratitude.
[00:34:09.720 --> 00:34:21.560] It goes back to little things like knowing your team's like favorite coffee, like something like super small, but sharing ways to show them appreciation, show them gratitude.
[00:34:21.560 --> 00:34:27.000] And honestly, I haven't met a single person that doesn't, like, love language is not words of affirmation.
[00:34:27.000 --> 00:34:30.680] Like, I honestly think words of affirmation is part of every single love language.
[00:34:30.680 --> 00:34:36.920] So, whoever wrote those love languages, I think words are pretty much part of like everyone's love language.
[00:34:36.920 --> 00:34:41.160] Sharing your words to say thank you, to acknowledge.
[00:34:41.160 --> 00:34:51.160] There's so many different ways to surprise your team, to build that level of gratitude, not only when you do it as a leader, but to have that as part of your team.
[00:34:51.160 --> 00:34:54.040] We have a channel on Slack called the Praise Channel.
[00:34:54.040 --> 00:35:00.760] And so, we use like we, you know, we literally will have hashtag praise and we'll give each other shout outs.
[00:35:00.760 --> 00:35:06.360] And it starts like when, and what happens is when one person will share a shout out or a praise, guess what?
[00:35:06.360 --> 00:35:08.280] Gratitude is contagious.
[00:35:08.280 --> 00:35:11.640] Then that person will share another gratitude, like a gratitude about somebody else.
[00:35:11.640 --> 00:35:19.280] And it's just such a something so small, but it's a way to acknowledge all the work that's happening and to share gratitude.
[00:35:19.440 --> 00:35:28.960] And gratitude can also look in forms of bonuses, and gratitude can look in forms of PTO, and gratitude can look in so many different ways.
[00:35:28.960 --> 00:35:38.560] You have to know your team that comes with that authentic relationship that goes back to number one, which is have those meaningful one-on-ones to understand what is important to them.
[00:35:38.560 --> 00:35:42.000] That is what builds great leadership.
[00:35:42.320 --> 00:35:48.640] And so, lots of great actions here for you to take away on falling in love with your team.
[00:35:48.640 --> 00:36:00.320] And I will say, if you put in this effort and you actually say, I'm going to take these steps, I'm going to actually put in that work, and you self-reflect, and you're not receiving that love back, right?
[00:36:00.320 --> 00:36:07.280] You're not, you're receiving resistance back, then you know that it's not a right fit and you can't force it, right?
[00:36:07.280 --> 00:36:12.800] So, I don't want you to force that relationship.
[00:36:12.800 --> 00:36:17.680] And that is something that I think as women, we have a hard time because we want things to work out.
[00:36:17.680 --> 00:36:19.120] So, you have to be okay.
[00:36:19.440 --> 00:36:22.960] Sal always reminds me, he's like, You don't owe anyone anything.
[00:36:22.960 --> 00:36:25.600] That is like literally a constant reminder.
[00:36:25.600 --> 00:36:32.320] And I feel so much guilt if it doesn't work out, or I feel such heartache if it's not the right fit.
[00:36:32.720 --> 00:36:34.880] But it's true, it's business too.
[00:36:34.880 --> 00:36:45.200] As long as when I reflect and I say, I put in the work and here, and I gave it that time to put in the work, and it didn't work out, then that's fine.
[00:36:45.200 --> 00:36:47.040] And it doesn't mean that it has to be longer.
[00:36:47.040 --> 00:36:49.120] So, for me, it's like this is 90 days.
[00:36:49.120 --> 00:36:52.960] I think everything can be measured very clearly in 90 days.
[00:36:52.960 --> 00:37:13.080] So, if you do have team members that you are struggling with, fall in love with them and see if you can fall back in love with them by taking these steps, putting in the work, and also sharing with them that this is what you're trying to, you want to fall back in love with them, and that you want them to also show up and see how that gets received.
[00:37:13.080 --> 00:37:21.800] And so, I just want to also share that it's okay that it might not work out, but when it does, it's so magical.
[00:37:21.800 --> 00:37:27.080] And just like any relationship, like the final piece of it is it's not a one and done, right?
[00:37:27.080 --> 00:37:28.760] It's constant work.
[00:37:28.760 --> 00:37:30.040] And so, that's why it's important.
[00:37:30.040 --> 00:37:33.080] It's so important to like reignite that spark.
[00:37:33.080 --> 00:37:37.400] You might fall off of it, you might get into the day-to-day of the things, and you're like, no, it's important.
[00:37:37.400 --> 00:37:39.560] Let's get back and work on the team.
[00:37:39.560 --> 00:37:44.440] So, it is important to have ways to reignite that.
[00:37:44.440 --> 00:37:52.040] So, hopefully, this is your reminder today to go build that and really tap into who is your highest leader?
[00:37:52.040 --> 00:37:53.240] Who is she?
[00:37:53.240 --> 00:37:55.320] And let's step into who she is.
[00:37:55.320 --> 00:37:56.600] And you know who it is?
[00:37:56.600 --> 00:37:57.160] It's you.
[00:37:57.160 --> 00:37:57.960] She's in there.
[00:37:58.360 --> 00:37:58.920] She is.
[00:37:58.920 --> 00:38:00.200] You are her.
[00:38:00.200 --> 00:38:03.800] And so you can show up as your highest, best self-leader.
[00:38:03.800 --> 00:38:07.880] And so I hope you all enjoyed today's episode on leadership.
[00:38:07.880 --> 00:38:12.520] Please let me know if this really worked for you or if this doesn't apply to you.
[00:38:12.520 --> 00:38:15.640] I do think this applies whether you have a team or not.
[00:38:15.640 --> 00:38:21.480] Like, I do believe that your highest leader is a constant work in, like, this is what we're all working on.
[00:38:21.480 --> 00:38:31.440] And I do think that when you are at peace with yourself, too, and this is where I really do believe in doing the work ourselves, our spirit work, our mental work, our burnout, all the things.
[00:38:31.320 --> 00:38:36.680] Like, like if we can actually come from a healthy state of mind, then we can show up as our highest leader.
[00:38:36.680 --> 00:38:54.080] When I reflect back on my worst leadership, or where it didn't work out, or where I wasn't the best leader, and I can see my clear mistakes, it was when I wasn't in my best mental state, or I was completely burnt out, or I wasn't taking care of myself first.
[00:38:54.400 --> 00:39:01.840] And so, I want to remind you that it does start with your when you're at peace, then everything around you is also coming from that state.
[00:39:01.840 --> 00:39:07.200] So, hopefully, today gave you that inspiration and that action.
[00:39:07.200 --> 00:39:09.440] And if it did, please leave me a review below.
[00:39:09.440 --> 00:39:23.760] I'd love to know how you enjoyed today's episode and also screenshot this, share this on social, tag a bestie that you want to grow your leadership with, or another CEO, or another female founder that you want to share this with.
[00:39:23.760 --> 00:39:29.120] Because being an entrepreneur is so hard, it's so lonely, and no one's giving each other praise.
[00:39:29.120 --> 00:39:35.440] So, let's start that gratitude train and let's shout out an awesome leader that you know.
[00:39:35.440 --> 00:39:41.200] I will see you guys next week for another amazing episode at CEO School.
[00:39:41.200 --> 00:39:42.640] Bye, everyone.
[00:39:49.360 --> 00:39:50.640] Hey, there.
[00:39:50.640 --> 00:39:52.080] You hear that?
[00:39:52.080 --> 00:39:52.880] Right?
[00:39:52.880 --> 00:39:54.000] You don't.
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[00:40:20.400 --> 00:40:30.000] Hi, I'm Tamson Fidel, journalist and author of How to Menopause and host of The Tamson Show, a weekly podcast with your roadmap to midlife and beyond.
[00:40:30.200 --> 00:40:40.680] We cover it all: from dating to divorce, aging to ADHD, sleep to sex, brain health to body fat, and even how perimenopause can affect your relationships.
[00:40:40.680 --> 00:40:42.200] And trust me, it can.
[00:40:42.200 --> 00:40:52.120] Each week, I sit down with doctors, experts, and leaders in longevity for unfiltered conversations packed with advice on everything from hormones to happiness.
[00:40:52.120 --> 00:40:58.600] And of course, how to stay sane during what can be, well, let's face it, a pretty chaotic chapter of life.
[00:40:58.600 --> 00:41:01.000] Think of us as your midlife survival guide.
[00:41:01.000 --> 00:41:03.320] New episodes released every Wednesday.
[00:41:03.320 --> 00:41:08.360] Listen now on Apple, Spotify, or wherever you get your podcasts.