Latest / Inspiring Stories / Diversity is Saving the Human Race Katherine McCord

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Diversity is Saving the Human Race Katherine McCord · Inspiring Stories

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Thank you for listening to pictures, media, radio, your hay, you
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everything to me. Oh world, strange night utter, Oh well a bad
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time. I just need to know. So she ships. Welcome back,
1:38
everybody. I want to tell you a little bit about our next guests.
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As a little girl, she played HR and she's even some shares of her
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own company. She fired her mother at the age of five, and she
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has been successful people operations, consulting, business and speaking internationally while battling more
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diagnosises than a seventy year old. She's had quite the journey and wouldn't have
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it any other way. She is Nora diverse with things like bipolar, OCD
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and mesophania. She has physical diversions, multiple diagnosis, including a seizure disorder.
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She's successful with the diagnosis, not in spite of them. Her Nora
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diversity has become her superpower and her mission of inclusion, innovation, integrity,
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and enjoying speaking and provideiding actionable advice about diversity, inclusion and innovative hiring.
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She is HR tech entrepreneur Nora diverse. She says, I am energetic and
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enjoy using comedy, but be aware I am bold and while I can certainly
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filter my language. I always tell it how it is, and I wouldn't
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have it any other way. She is spoken in front of the United Nations
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delegates and aims London School of Business and many other places where she tries to
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spread this word of innovation, neurodiversity and inclusion. So we want to talk
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to her about how she got her business started, but we also wouldn't one
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to hear how she advocates for inclusion. All right, so let's let's turn
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off with you put in your bio this this story of being five and fire
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and your mother. I just thought that was hilarious. So why don't we
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start off how you actually got started doing your business, and then we'll move
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into why inclusion is so important for you because your business is actually based in
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the inclusion, isn't it? Yes, Yes, yes it is, so
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I got into so starting off with a little kid who grew up watching an
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HR and recruiting for fall and even firing my own mother was probably pretty rude.
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I also hired them multiple times, so I didn't make it seem like
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it was fire her, but kind of growing up on that it really an
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act. And I also have a wonderful father, who was a misstay at
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home com parent for a while, who also always thought at the college while
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he teaches music, and he would take me with them to class sometimes.
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I also had the benefit of really seeing what true education looked like. I'm
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very proud of my father. He's a superb teacher. And so I got
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older and I ended up working in a recruiting business. I came to all
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the different things that I didn't like about that. The things I loved were
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obvious, right, but then there were a lot of things that were not
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being done well from processed I point, and also from how we're being treated
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both on the client and candidate side and agency recruiting, which just sort of
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appalling to me. Really just this very inhuman approach and this idea treating human
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commodities and not taking into account when individual clients needed and just it was.
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It was just didn't make a lot of sense to me. And so I
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struck out, with the blessing of the person who owned that company, struck
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out on my own and kind of ran from there. So I started off
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focusing very much on the hiring effect and then and more into the HR and
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the consulting aspect, because they were things that I had done as well,
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skill sets i'd built up, worked with tons of startups throughout my entire career,
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and it's it's been, it's been a lot of fun. But yeah,
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then the it evolved more and more and more into the inclusion aspect,
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realizing very much that was the problem inclusion and lack of understanding other people.
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So and when when I say inclusion, a lot of people kind of seem
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confused about what that what that means. And so inclusion is simply welcoming in
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people as they are and then supporting them and working in a way that's not
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and that is that is for them as an individual. That's really all it
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is. It's very very simple and and ty to everybody. I've had people
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who does inclusion apply to everybody? Inclusion can't exclusive. It's in the word
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include like everything. It's for literally, it's for all the humans. That's
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that's who it's for. And it can mean understanding groups that you never understood
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before, I mean understanding marginalized communities. But ultimately it boils down in a
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cruddy human right, yeah, kind of where it's that? So and then
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you asked me, oh, yeah, where why I ended up in this.
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So I have six invisible disabilities of huge gamut of diet, both physical
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and ner cities, which if anybody doesn't know, that's just a medically visible
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and or diagnosical difference in how a person processes information and stimuli. DHD autism
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in my case, OCD is one of my more prevalent ones, as well
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as the bipolar disorder. And so people always think it's because I must have
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experienced some like discrimination and this kind of thing, right, But that that
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wasn't I. I guess I did a little bit, but never never that
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badly. Mostly the OCD would get me because people didn't like that I insisted
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on doing things correct. That seemed stuck me in the workplace. I wanted
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to do things the best way, and it would kind of people get frustrated
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with that. When I saw things broken, I needed That's part of the
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O, right. So it wasn't so much the discriminating discrimination that I experienced.
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I saw something be fixed, and my little brain just goes must fix
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started out to do it. Yeah, well, I like what you said
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about that she include all the human beings and in my fight for for human
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rights, you know, and and what I discovered was that it wasn't discrimination
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came about because people were trying to define people, different types of people out
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of being human beings. Yes, it was. Yeah, like if you
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don't, if you don't look down and act like this, you're not a
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human. Yeah, yeah, that was. That was one of the one
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of the biggest biggest hurdles I found with with with because because inclusion is quite
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simple. It's like, hey, he walks, or it has two arms,
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and in in in a brain, you know, like a human shape
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brain is like, okay, he must be a human being. It's like
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very simple, right, yeah, it should be. It should be yeah,
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yeah, yeah, but it's not. And and and for a lot
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of people to the ego defense is a huge part of what goes wrong.
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So that's that naturally occurring mechanism that we all have in our brain. So
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our brain inherently needs to be correct. Right, That's there's science and you
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can look that up. There's some wonderful studies on that if you google it.
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So the ego mechanism they built a designed to help us when we're little,
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tiny children and back in the hunts are gathered times, right, like
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for actual safety reasons, but as we become adult humans in today's world,
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it kind of quits surfing its and it just actually starts hindering us. It
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actually stops us. Because what happens when we get new information instead of inquiring
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about that like a childhood right, because what did kids do when you asking
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why? Why? Why? You know it's brain trying to trying to learn,
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right, And instead of doing that as as adults, we just go
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no, I'm right, No, I'm right, no, I'm every single
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time. And you can see it on social media all the days of your
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life. Mean, just every any even remotely contract, voctional car post,
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anything that hasn't on it, you'll see somebody on there throwing up ego defense.
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Right, And that's that thing that when we when somebody says something that's
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different from us, we argue with them instead of asking about it. And
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so one of the things that I really work with clients on, whether I'm
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teaching a class or whether I'm consulting with company, is to break that ego
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defense. How to do that, how to shut that down responsereosity, how
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to revert to that just that just just okay, so tell me more about
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that. Let me understand why because we we make assumptions, right, We
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make a lot of assumptions and based on our past experience this type of thing.
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And sometimes the assumptions are right and sometimes they're wrong. But either way,
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if you attempt, the other person is not going to be receptive.
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And so as we grow inclusion, we have to learn. And it's hard
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because oh my gosh, especially when you eat, live and breathe in the
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stuff. I mean, you know, like there's days you're like, oh,
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just get it already, you know, like it's not come on,
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you know, but you dare getting right? Yeah, yeah, but you
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have to learn. You have to learn respond with curiosity and engagement. Yeah,
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that's how you get people to act move forward. And that's the people
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that fluted from all this. That's what I tell them. I said,
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if you started doing this, it's gonna start clicking and then you're gonna be
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like, oh my god, I was so far behind, Like what the
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heck? Why did anybody tell me to just listen? Like, in some
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respects, how you work when deal with clients, is it done from a
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point of curiosity, Like you're like, hey, I wonder what it is
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they really do over there? Yes? Yeah, oh, absolutely, I'm
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like, what's going on? They actually, what are you doing? Everything?
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When I go into a client, I've had people say to me like,
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this is the most unusual. That's because I go in and I just
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watch everything happening, thousands, even about things that seem like they're not related
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to what I'm there to do, because all of those things interact with the
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humans, right, and all things affect the humans, and so we need
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to understand what's happening, and especially diversity front. So a lot of people
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and this is a huge relation. It's almost a third of the somewhere between
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twenty five percent and population, and and we're just shoveled down and we're telling
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them to work in ways that are not natural to them, and even down
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to different learning styles. It's like, well we do our training, you
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know via you reading a handbook. Well, if you're a visual learner,
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great, but if you're auditory, you're kinetic, you're screwed, you know.
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So we're just we're not right here right, So like I need to
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be doing this. Let me, let me get my hands on it,
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let me do the things. So we need to be working better with the
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humans and into how they function, how they work all these types of things.
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And when you do that, such as Hewlett Packer has a whole program
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around that fascinating stuff, and they let people walk around while they were sit
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on yoga balls, play with fidget spinners, where noise canceling headphones, whatever
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it is that they need to do, and they that team where they kind
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of experimented with that is thirty three percent more productive than its counterparts. Yeah,
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well it works. My last corporate job was actually was in the high
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tech industry. It was in semiconductors, right, And I could tell you
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what it is that I did, and most of my listeners know what I
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did, and they still don't understand what it is that I actually did,
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right, because it was so far out there, like, oh my god.
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But one of the things that when I first started working there was they
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expected me to scribble down all these notes about about how to an lies a
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sample, and I wasn't doing it. I was sitting there, I was
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watching it, and my brain takes pictures, so it's like all those pictures
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of what it is he's doing, and then I had to associate those pictures
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to why he was doing what he was doing. So all my notes were
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taken that way, and I got called into the into the supervisor's office.
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It is like, you're not taking notes, so you're not understanding what's going
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on. I was like, I do understand what's going on. And he
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said, well, I'm just gonna pull your training and you're just gonna have
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to do it all your own, and if you don't get it the first
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shot around, we'll have to take action from there. It was like,
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yeah, I was like, okay, but it but it was it was
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science. It was chemistry, and I love science. I love of chemistry,
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all those sort of things. Right, It's it's fun, right,
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and oh yeah, I had a microscope all so so I was left that
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night with with these two five hundred thousand pieces of analytical equipment, and I
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just started running samples because I knew that, okay, this one was supposed
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to go this way. So I click click click here in the computer until
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and the machine started running the sample, spit out results, and in the
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long run, we got audited by Bryce Price, Waterhouse Cooper Right, and
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and who did they name the most consistent in the most accurate tech analytical tech?
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They had love it because it's like, no, it has to go
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exactly this way, can't go any other way. This way. So what
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you're saying about the Nora divergence in that one, because it's like, yeah,
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it's gotta happen this way. Yeah, like this is this is just
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the thing. And I tell people too, especially on the neurodiversity siding,
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so fascinating because our people that some things make people less back to the dehumanization.
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You know, we know that you dress and that's been strong in the
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neurodiverse community. So think about autism. What is the first thing that people
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think of, Oh, they ride the short bus quote quote right, they
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must not be very smart. Yeah. You ever met a person with autism?
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Yeah, a lot of them, not all, a lot of them
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highly intelligent. In fact, sign had autism, Alan Turing had autism.
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You know, like the list kind of goes on. So I tell people
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be very careful making that assumption, especially to an autistic person, because they
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will shut you. We have to kind of move. And ADHD people think
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that the person can't focus. Well that's actually not true. ADHD means that
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they in parts of the brain have trouble focusing. In other areas, there's
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hyper focus. There comes at age right, people think activity now it's hyper
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focused. It's that it's that really zoned in aspect, and so we have
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to kind of pivot how we think about this. And luckily there's a lot
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of science out there right now. Science is supporting moving moving all of this
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into positive So Jonathan Hopkins, the National Library of Medicine has several studies that
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we're different s. Like I said, the Arge study was was really influential.
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McKenzie Institute, a few others have all done different studies that talk about
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the benefits of neurodiversity. So our bodies, as I'm sure you know with
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with your background, I'm sure you have some some knowledge of this, So
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our bodies compensate, right, So if there's something wrong over here, at
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strength over here to kind of compensate to keep you safe. Well, the
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same thing with their own diversity. Our brain does the exact same thing.
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So if there's kind of a difference over here, a little bit of a
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struggle, it compensates. So people neurodiversity, they have strong inclination towards innovation,
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towards science, towards and first depending on the neurodiversity and the individual,
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but creativity. Mottle thinking, which is really next level stuff. It's really
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super fascinating. Some people are extraordinarily empathetic. Some people, you know,
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it's just it. It kind of varies, but there are strengths that go
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with it. So I love. My favorite thing about the neurodiversity movement is,
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other than just getting on all these meat learn about and meet all these
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crazy cool people whose minds are just fascinating, is that the whole premise of
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it is that difference is not a deficit, you know, it's just how
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you are. So this thing over here may weird, may be hard to
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deal with, and and I know it, like I tell people all the
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time, but the OCD and the bipolar, there's bad things and there's great
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things. Like I don't know if you've ever seen somebody when they're in a
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manic but it looks like a freight train coming at you. You know.
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There's just so there's so much work that's done so rapidly actively. I wouldn't
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I honestly wouldn't trade it for the world, which shocks a lot of people.
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But so there's good things, and there's bath things. You know,
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there's there's things that that we struggle with, and then there's things that are
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great, but it's just learning that that's just part of the human experience,
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you know, And people hear disability, same thing, and they think,
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oh, bless them right and do things. No, that same mother that
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that little five year old girld rudely fired as rubatoid arthritis and would go into
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you know, meetings with all kinds of executives and they'd be thinking, oh,
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look at the pitiful little lady with their walker, you know, until
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she opened her mouth and then it's just this full, you know, a
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brilliance and strength and trust me, nobody knewbody questions that lady when she shows
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her mouth, and so it's it's just one of those things we have to
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realize. We have to learn to see people as they are and to be
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curious about them and learn them and ask them what they can do, and
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ask them, you know, these different things instead of just assuming, like
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your boss assumed about you. I mean, how weird. Yeah it was,
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but like like it's that was my last Actually I was at that at
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that job. Uh it was actually with Mitsubishi, and I was there for
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more than uh for more than half of my chemical career. So oh wow,
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Yeah, yeah. I mean once they knew you were the best,
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I mean, well that was yeah. But that was one of the things
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is they throughout the the industry. Well see, here's here's one of the
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fun parts about for me for neurodiversity and science, right that I became one
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of maybe a handful of one hundred people that could actually do the h the
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analytical testing that we were doing, right Okay, And of course it was
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my my eventual downfall that I was so well trained and so focused on this
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one thing that I couldn't I couldn't get another job in chemistry because because they
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they pigeon holed you, right, So, and I allowed them to pigeon
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hold me because because it was it was just so much fun, right,
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I got really got really good at it. Like I said, it's like
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auditors came in, they were like, hey, he's probably one of your
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one of your best texts. It's like wow, because he doesn't he he
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has a consistency to him. But so eventually I wanted to retire away from
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it. But but the but the fun part about science is in what I'd
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like about the science community. You want to talk about inclusion. They don't
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care if you have a valid answer of valid statement, they will take it
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into account. Yeah, so that's true, that's very very true. Yeah,
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and where where's other other things in our world? Like you're one another
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thing, you know, not the thing it's it's It is fascinating from that
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standpoint. And it's interesting too because for a while, quote science, although
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you know, there was a certain and human existence where I don't know,
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science is really the right word for what was going on, like like uh
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like magic slash voodoo. I don't know what it was there for a while,
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you like back in the day, like when you look at like old
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medicine and stuff like that. But science as we know it, as it
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has evolved, draft right, the whole point of it is to right and
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to seek the best way the best things. And I think that's why I've
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always kind of gravitated towards science for all of my answers, because that's how
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I think too. I want to do things the best way, the correct
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way, right, and so and so that I always kind of compact that.
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And what's interesting is that now fast forward decades later, and you know,
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in in my lifetime, which is great to see science is what's bringing
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us the answers to inclusion and science is what's going. Hey, guys,
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we've been really stupid for the last few millennia. Actually this stuff is all
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pretty cool, and we need to stop being stupid, you know. It's
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just it's really cool to see science bringing in all of these answers and supporting
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all of this. I think it's I think it's absolutely fascinating. It really
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is, and and I'm actually excited to see how that continues to progress.
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Well, one of the things that I watch happened because because I was in
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the sciences and computers and watched the computer like grow to it what it is
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now even right now. Maybe it's scaring me a little bit, but I
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think that maybe because Yeah, so I found this this book and I love
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audiobooks because I don't actually because because and I discovered why I love audiobooks so
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much. I've found this one book where they were talking about this this boy
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in during the Second World War, and it had this term called word blindness.
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H al fast forward to to to like the nineteen eighties when I'm in
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school, and now they're calling it dyslexia. M hm. So I went
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and I was told that I would never make it into university. Well,
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I had to prove them wrong on that one, right, the university.
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I made it into one of the toughest discipline science disciplines that they have physics
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and chemistry too toughest. And somebody sat me down and said, well,
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you should probably drop out of it is because you're not going to make it
27:30
through because if you're dyslexia, you should go with something a little easier,
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shouldn't you. And another UH counselor that they were sitting in the same room
27:44
at the same university, said, do you realize that in the tech world
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they're coming up with with with with spell checkers, so it'll fix his spelling,
27:56
right, Yeah, okay, now fast forward again and yeah, so
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we've we've gone from from a true recognition of what's going on to a solution
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to now we have chat GPT. But I don't know everything. I mean,
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there's PDP readers, there's all kinds grammarly, there's all kinds of awesome.
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I used grammerly myself, you know, for for just every email I
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send out. So if you ever get an email from me and it becomes
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a little confusing, please pick up the phone and call me right, please
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find I had a It's interesting that you bring this up because I had a
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young woman years ago that was a recruiter that that I was training, and
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she was really brilliant, brilliant individual, and it very obviously, very quickly
28:52
that she had yet as her boss. It was not appropriate, of course,
28:57
for me to her and I wasn't sure. I was never one hundred
29:02
percent sure if she knew or not. I don't think that she did.
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Actually, I don't think she knew. She knew that what was going on,
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she knew what the name for it was. But I introduced her to
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grammarly and she thought that was the best thing that had ever happened. And
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all of a sudden, all of her emails started, you know, driving
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because she was very articulate, very articulate woman. When it came to the
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sentences would be you know, a kind of funky, and the emails and
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written communication. But it was amazing the difference that those tools made, and
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how then she was able to accelerate her career right. And it was a
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free thing. It was free, you know. And I didn't make her
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fill out a form for HR. We didn't do all that nonsense. We
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just here's what you need. Here you go, and to me, always
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be that able. And you know, in the Department of Labor recently even
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released the statistics that fifty six percent of accommodation read and there's another like twenty
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or thirty percent something like that that are under ten dollars. Why are we
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making people jump through hoops to get these things? Make it simple, like,
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hey, this makes it easier for you to work, you know,
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like you're with your school work. Hey, here's spell checker, here's grammarly
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here, there you go. You know, we're just very very simple.
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Why make it right? But it's amazing how how we struggle, how we
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we still struggle with these things, right, you know, trying to help
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people. It's like, well, so let's go this way, because I
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think this would make a much better question your own staff around you, What
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did some of the multitude or how many how many tools do you actually have
30:47
on different workstations to help people get their job done? Oh gosh, it's
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it's for every It's different for every person. I now, my personal approach
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is I like to just cater the experience to what the individual needs. Right,
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So everything from and by the way, I mean, you can't see
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it blocked, but my desk is covered to accommodate my very distance sundering needs
31:14
that I have, right, and I use different things for my screens and
31:18
all that because I do have seizure activity and so I have to be very
31:22
careful with screen exposure and the amount and the amount of changing light that hits
31:29
my eyes. And it was like, so I use different tools for that.
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I've had people with one accommodation and by the way, it's very rare,
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very rare. On one of the teams that I'm working with it,
31:41
by the time I'm done, there's somebody that does not have at least one
31:45
accommodation that they've decided what actually really helps them out. So then we'll have
31:53
up to seven. So we do. One of the things that I really
31:56
like is use your Way and there are others to that, by the way,
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but it's an application that you put on your into your different software is
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your website, all of that. It's very affordable and a person can select
32:10
a need that they have or a diagnosis and it changes the appearance of the
32:15
software site for that person's needs. And that's a huge game as wonderful PDA
32:23
reading to Grammar late. We talked about I do very big title things.
32:30
I tell people if you need to keep your hands busy for whatever reason,
32:34
if you need something for grounding exercises, any of that police, so free
32:38
to have that stuff on your desk. We do, I mean just all
32:42
kinds of all kinds of different things. So it just captions on all meetings.
32:46
I'm a big proponent in that with my clients, whether it's zoom teams,
32:52
whatever it is, there need to be captions for people. A lot
32:54
of people are hearing in paaris these days, especially because we all like to
32:58
listen to our loud music on our loud stereos, right, So so we
33:01
need this caption and then different different things to help to help people. His
33:07
ways really just kind of depends on the individual. But the mostitions I think
33:14
I've ever had come up was I did have eight different accommodations, but they
33:19
were all very simple, and we spent I think a maximum it was under
33:22
forty dollars. It was over thirty under forty dollars on eight accommodations, So
33:27
not a big deal at all. Yeah, well, we need consider when
33:30
you're going to increase somebody's productivity. Yeah, yeah, oh it was.
33:37
Yeah. By the way, so I did actually clock how I like to
33:40
kind of experiment with this and watch people, and he's able to increase his
33:46
his productivity. He was by the time, he was at one hundred and
33:52
twenty six percent of what he'd been at before. So he had a very
33:59
increase in his activity, very very When I started accommodating myself assisting that I'd
34:05
be able to do things in ways that made me physically couple, I was
34:09
already high active. I'm not sure he needed to be more productive. My
34:14
productivity also went approximately fifteen percent, so that was really super helpful. It's
34:20
probably actually than that now because of the seizure condition that I've developed since then.
34:25
So I'm actually probably more productive, far more productive than I would be
34:29
without the accommodations now. But it really does make a difference. It does.
34:34
And it's so simple, right, let's let's help them. That's kind
34:37
of why it's there. Well, you know, it's the right tool for
34:45
the right person for the right job, right, yeah, exactly exactly,
34:49
And then you also get healthier employee, happier employees, Innovation goes up,
34:54
you know, and by the even Boston Consulting Group released a studies showing that
34:59
profits go up an average of nineteen percent when you let when you're fully inclusive.
35:02
So why not? Right right? Right? What is it? See?
35:13
One of the reasons why I also state to the sciences because you know
35:16
the office politics thing, right, I couldn't. I couldn't deal with that
35:22
stuff. So no, the like because because of your your attitude of inclusion,
35:31
what is the atmosphere of in that the working atmosphere like like you guys
35:38
are like more of a family sort of thing, or how does that work?
35:42
I don't. I don't really like the playing because I okay, so
35:47
me personally, two things. Number one, I don't believe places entitled to
35:53
your personal So if you want yourself separate for instances. My husband, who
36:00
does work for my company, by the way, not full time. He
36:04
has a full time job, but he done tracked with me sometimes he is
36:08
much let's just do work and leave it at the personal as personal work as
36:14
works. We're very incautive that my team and I, though, are very
36:17
comfortable. That's why I tell people have drawing psychological safety. All of my
36:23
team. I cannot think of a single person who's ever worked for me,
36:25
who's not looked to me at one point and gone, I don't like this.
36:29
I don't think I want to do it this way, Like okay,
36:31
let's talk about it, let's do this. I have people just be on
36:35
a regular basis, which I love and and I've some of those, some
36:40
of them, I've had to coax it out. I've had to you know,
36:43
they're so used to that, Oh I'm always supposed to say yes to
36:45
the boss, right, you know that kind of mentality. I'm like,
36:50
no, no, no, no, it's all right. You know,
36:52
you have to show people that you have to let them see that that's okay
36:55
and encourage it. So drawing that out of them, letting them know that
37:00
they have a voice, that they that they can speak up, that they
37:02
matter. So I would say our, I would describe our my team's environment
37:08
as autonomous, as psychologically safe, and as mutual feedback. I have a
37:17
great mutual feedback circle happening where we just kind of sicklically talk about I perpetually
37:24
give feedback to them, they perpetually give feedback to me. So we always
37:28
kind of know where we're standing with everything. And it's been highly effective.
37:30
So far. Yeah, because Okay, so this is when I'm ultimately when
37:38
I'm thinking that if you are able to put that into your workplace, that
37:45
you can actually help others that you work with put that into their workplace.
37:52
Oh gosh, yes, that is what I love doing. I love going
37:54
and in helping them set that up up. It's a wonderful rewarding feeling and
38:00
it works. It works, makes a much more effective team. I mean
38:04
again back to the science. You know, kind of kind of focus is
38:08
if you're trying to conduct an experiment and nobody's affect and you're not going to
38:13
get very far. I think was right, Like, what if you're out
38:15
there, do you think Tom Brady would have won? What is it like?
38:19
I don't know, five thousand Super Bowls by now. I think he's
38:22
actually six or siks actually, But if he wasn't communicating well with its absolutely
38:28
not. You know that communication and giving people the autonomy and the strength to
38:34
be able to speak up and do jobs effectively without micro management, that's the
38:39
way to go. Yeah, I'm gonna say sometimes micro management can be the
38:47
killer of inclusion. God, yes, oh it is the worst. But
38:52
always see never it makes but it never ceases to amaze me. Nobody mayors
39:00
I meet over the years that will tell me that they hate micromanaging, but
39:02
they do it all the time. I'm like, how unself aware are you?
39:07
Like? Can we like so now I actually do a self aw awareness
39:12
portion to some of my classes, because like, sometimes we need to realize
39:16
what we're doing and you know, be you know, be aware of it
39:20
a little bit better. It's funny, though, it never ceases to amaze
39:24
me. I get that all the time, all the time. I hate
39:28
micromanaging, and then I go I go in there and they're covering over people,
39:30
telling people exactly how to do things and all this like shit, oh
39:37
breathe. I learned a long time ago. I liked even before I own,
39:44
I own my company. I liked to ninety nine work because people treated
39:46
you more like an adult because you were, you came in an expert.
39:51
You know, all that they couldn't micromanage you is actually against the law,
39:54
so they so they couldn't do it. And I liked that much better.
40:00
And I and I thought, you know, if we could just treat everybody
40:01
like this and give them the respect that they deserve, you know, how
40:06
much, how much better off would we be, and also allowing humans to
40:09
be human. I think that's another part of inclusion that's missed, right,
40:13
Yeah, is that we have this like for years and years and years,
40:17
you know, hundreds or maybe even thousands of years, we leave your your
40:21
work life, you know, leave your personal life at home and separate it
40:23
from work, and well, you know, you don't necessarily have to talk
40:28
about everything from your personal life at work. We are holistic beings and so
40:31
if something's hurting us over here, it doesn't leave us just because we go
40:36
to work. So another thing that's been very important to me building my ZIP
40:42
over the years, but now even at my own my own company, is
40:45
to teach my team that I want to know, you know, that it's
40:51
okay to tell me today's a bad day. And I always tell them you
40:53
never have to tell me why. You never have to give me the details.
40:57
You do not owe me that, But just let me know. You
41:00
know, something's going on the need from you or I don't know what I
41:06
need, but I'll let you know, right, you know, Yeah,
41:09
you kind of jumped jumped, jumped through a question before I got a chance
41:14
to ask you. I was going to ask you something about that that's pretty
41:16
cool. So I'm realizing that we're actually starting to run out of time.
41:30
Now. It's a good conversation of time, Yeah, it is, it
41:35
is. It's a great conversation. Just something something a little maybe a little
41:40
more personal to you. And if you could create a world where they just
41:51
look look the most beautiful to you, what would it look like? Actually
41:55
I can give a perfect illustration because in almost every respect it's created by Seth
42:01
McFarlane in his show The Orgal. So, if you're unfamiliar that the creator
42:07
of Family Guy and American Dad Money is a movie Ted So I Want and
42:13
So created a star trek spooth called The Orbital and it's hilarious, but it's
42:19
also very poignant and very has some very touching moments in it. But the
42:22
world that he created where in you know, in this particular culture, not
42:30
every culture that's encountered in the show, but in this particular prime culture.
42:35
Your money quote quote is your contribution, whatever that is. It could be
42:39
writing points, it could be music, it could be sigence, it could
42:44
be your you know, you go fight on the battleships. Whatever it is,
42:46
that's that contribution. And everybody just rolls with it. If somebody's got
42:52
some weird, quirky little thing about them, they're just like, all right,
42:55
cool that people ask the questions about it and then they move on.
42:58
It is the most beautiful example of responding and curiosity and just having questions,
43:04
and they have whole episodes around that and absolutely fascinating. That's what my world
43:10
is. Just everybody is fascinated by humans as I am, and just rolling
43:16
with and even if they're not, just like, if this person wants to
43:22
be this over here, then great, cool. Rock on. You're not
43:24
hurting anybody do your thing, you know, if that's what makes you happy,
43:28
rock on. Now this person works differently, so we're going to steer
43:30
into their set them up for success, and we're gonna let them do their
43:34
thing their way. And I think that so cool and that is very much
43:39
what I want. Wow. Okay, best ways to work with you,
43:45
best ways to work with me, So reach out to me on my website
43:49
Type Management USA dot com. If you want me to speak or teach.
43:52
You can also go to my speaker site which is k m Accords Speaking dot
43:55
com and other than that LinkedIn. I'm all over that and I want to
43:59
two. Kath McCord's with my spelling in the United States. That's that's prevalent
44:02
on LinkedIn, so I'm very easy to find, so absolutely connective me.
44:07
I'm on there every single day. Yeah, well, we'll have to stay
44:10
closer in touch on LinkedIn of course. Oh, of course. Obviously we
44:17
have a whole world to change, don't we. It's a very exhausting need
44:24
all the help that you can get. Go go check out, especially if
44:32
you if you run an office or something like that, go check out Catherine,
44:36
because I mean, she's doing wonderful work and she will actually increase increase
44:42
your productivity just by simple tricks of how to get your people to do what
44:49
it is they need to do in a more natural way. So that's right.
44:53
Thank you for joining us today, Catherine's it's been a lot of fun.
44:58
It has been. I really enjoyed the conversation. You awesome new questions
45:01
for me. I enjoyed the challenge. Thank you. Oh you're welcome,
45:06
all right, Thank you for listening to everybody, and we will see you
45:08
next time. Find that subscribe button wherever it is. I don't know,
45:52
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