Latest / Authentic Living / Being UnScripted: The Secret Sauce in Thriving During Uncertainty with Jennifer Spear

Transcript

Being UnScripted: The Secret Sauce in Thriving During Uncertainty with Jennifer Spear · Authentic Living

• 0:01
  Welcome to authentic living with Roxanne, a place where we have as conversations about
• 0:08
  things that really matter in our lives.
• 0:11
  And now here's your host, Roxanne Derhodge.
• 0:36
  Hi, everyone.
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  It's, Roxanne Derhodge.
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  Thanks again for tuning in again this week.
• 0:41
  Today, I have a special, I would say friend, Jennifer's Pier with us today.
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  Hi, Jen.
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  How are you?
• 0:47
  Hi, Roxanne.
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  Happy to be here with you.
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  So Jen, I often say she makes people play in the moment when when you're together with her
• 1:00
  and, she owns a business, that's called unscripted.
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  So we're gonna talk a little bit our topic today is just gonna talk a little bit about
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  problem solving and what you do in the moment when you're unscripted, which is Jennifer's
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  expertise, but we're gonna talk a little bit also about some amazing research that she has
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  just been kind of getting out there into the world.
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  So, Jen, let's talk a little bit about, the uncertainty that we've been living in.
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  And I think, you know, I would say that a lot of us are kinda getting tired of talking about
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  it, but I think it's something that's now we're seeing the shrapnel associated with that
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  uncertainty.
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  So what's what was it like for you personally or professionally in the last 2 years with that
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  uncertainty, with the pandemic.
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  Yeah.
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  Thanks, Roxanne.
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  It, I mean, it has been something.
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  It's been something for everyone.
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  Prior to the pandemic, when I talked about being unscripted, if I was doing a keynote, I
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  might have said something like, what if everything changed.
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  What if you could no longer work the way you've always worked?
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  And then 2020 came, and we couldn't And so it very quickly went from what if to what now, you
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  know, and and understanding that and recognizing that you know, anytime we face any
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  kind of change or or anything new, there's uncertainty.
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  And for most people, that uncertainty can be uncomfortable.
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  Right?
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  And that's what can get us to to stop or or to resist change.
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  But when COVID happened, we didn't have a choice.
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  There was a lot of uncertainty that was happening, but we all had to be able to react.
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  And some people are have been able to to cope or or or to get through it a little bit better
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  because of that being comfortable with uncertainty and recognizing that, you know,
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  over the last 2 years, things, you know, it constantly changed and things are gonna
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  continue to change, which means we just have to get good at it.
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  And that really is about being comfortable with the uncertainty, being comfortable, accepting
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  the situations as they are and then being able to move through them and and get through that
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  uncertainty to the other side?
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  You know, and it that's such a good and, point, right, because I think if we were to back up
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  and look at change, change is a constant that we've always known, but we never want to accept
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  that things are consistently changing.
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  Human beings see even when you see children play.
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  Right?
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  You know, if you get kids, you know, a bucket full of different shapes.
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  What the first thing they do is they try to kinda collate input you know, the circles
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  together, the squares together, you know, all that stuff.
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  So as human beings, we're constantly trying to make sense of things if they don't fit a
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  category.
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  And the pandemic, I think, truly showed us for the first time glaringly obvious that we really
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  have what little control we really do have.
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  And like to your point, some of us thrive, potentially, not that we're looking for change,
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  but we're able to kind of keep up change and other people get completely shut down.
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  And, you know, that's why I find it fascinating when we look at what's happened to some people
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  that have thrived and push through the pandemic.
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  And other people, they, you know, if they were struggling with certain things, those struggles
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  kind of became exponential by 10 where they kind of got more frozen.
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  So if you think of your work in the kind of the concept of you know, it was privileged to
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  spend, I said, well, almost 2 months ago now, we, we went away on a retreat together and we
• 4:56
  did some improv games, together, which was fascinating.
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  So in your world, when you're now or during the pandemic when you were talking about that
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  uncertainty, how how do people or how did people deal with that concept of being
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  unscripted?
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  So unscripted, it has a a number of different meanings for me, but really it's based on the
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  principles of improv and and problem solving.
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  And if you're familiar with improv improvisational theater, in an in a nutshell,
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  what happens there is 2 or more people come up on stage without a script.
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  And they create something on the spot that you would have sworn was rehearsed in advance.
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  And the reason it works is because there's rules improv that every improviser knows.
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  And so by sharing these rules and skills of improv, It means that we can become comfortable
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  with uncertainty because an improviser has no idea what's gonna happen to them, right, when
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  they go to work, when they get there, it's a dark stage There's no script, no costumes, no
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  props, and they have no clue what's gonna happen.
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  And that is so exciting.
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  Because that uncertainty and ambiguity represent opportunity.
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  And so one of the basic, principles of improv is we talk about accepting all off So anything
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  that is done, said, or brought into an improv scene is considered an offer, and it's your job
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  to accept it.
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  Right?
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  So you can up blocker deny an offer.
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  And so COVID or any big change is really just an offer.
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  It doesn't have to be a threat.
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  And so if you are able to accept that offer, accept the circumstances that you're in, And
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  then another principle of improv is to say yes and.
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  Right?
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  So you accept it and then you build on it and you move it forward in a positive way.
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  Well, then we're able to take the situation and move forward.
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  And so we're certainly seeing people who, when COVID happened, that they started to to shut
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  down.
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  And others saw it as an opportunity.
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  So an opportunity to learn an opportunity to do new things.
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  And you you alluded earlier the the research that I did.
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  And so I my partner, Angela MUTso, and I just embarked on on, a major research study, which
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  we're super excited about.
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  And it was studying the impact of COVID on the human condition.
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  And we were able to take a segment, or or create identify 5 segments within the
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  population.
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  And if we look at these segments across how they reacted to COVID, we go from being
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  incapacitated on one end to being inspired on the other.
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  And there is a group of people that were in inspired by COVID.
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  And by no means am I saying, you know, that it that it was a good thing that were horrible
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  things that happened and, during COVID.
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  So I'm not making light of it, but to recognize that it was an opportunity.
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  And and these people took opportunities and they're personalized by by connecting more with
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  family or, connecting with neighbors, creating new relationships, or in their businesses,
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  seeing an opportunity to do things differently.
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  And, you know, whether it's what you do, how you do it or who you do it with, but seeing
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  those opportunities.
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  I know Roxanne, from your background, you're you're probably very familiar with with post
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  traumatic stress, but there's also post traumatic growth that can happen for both
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  individuals and companies, and we're seeing some of that now.
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  So those that were able to come through the change, come through the uncertainty, and
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  accept that situation and build on it.
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  Those are the ones that we're seeing that are thriving.
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  And I think it's really important to to understand those folks so that we can help
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  everybody else along.
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  We know from from the research that 60% of the population are not doing so well.
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  They're either struggling or they're suffering, but there are 40% that are thriving.
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  And so if we can under stand them, we can help the others along, and that's really gotta be
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  our goal, right, to want everybody to be able to thrive as we're coming out of this and to be
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  strong.
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  The time we're facing, you know, some sort of challenge or or change in the world.
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  You know, it's interesting that you say that.
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  Right?
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  Because, of course, in my world and in my early career, when I dealt with trauma, so, of
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  course, like, when I worked with the police, what would happen is we would respond to a
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  crime.
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  You know, someone something has happened, and I saw every iteration of that 60, 40% where
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  something, you know, someone's life has just automatically changed within seconds, and we
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  would go in as a trauma team And quite literally, you would see people that could
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  distance, and I often say creating a gap where they can say, well, I know is really, really
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  tough right now.
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  However, this is what this is what I how I could kind of look at things a little bit
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  differently.
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  So the the concept of, you know, post traumatic stress versus post traumatic growth is it's
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  it's real and but sometimes some people get so shut down that they aren't, almost like
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  catatonic to the point where other people are able to say, well, while this is happening, but
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  I can see that maybe this, this, and this is a possibility.
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  Or, you know, right now, I know I'm very, very sad.
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  However, I know that I'll be able to get out of this.
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  And it's so it's so true.
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  And, and and there often are factors associated with both groups.
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  So let's talk about some of the qualities, other qualities, or things that you found in
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  this data because I think that's gonna be fascinating with what we need to know.
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  Like you said, if if 40% this 40% bucket is thriving, wow, don't we need to know a lot more
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  about these people so that we could dissect it, understand it, understand the cognition, the
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  emotions, how what kind of things they've done to take care of themselves.
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  Yeah.
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  Absolutely.
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  So what was what we did in the research was we partnered with some academics and use their
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  models in our research.
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  So we know that these are tried tested and and true.
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  So we looked at we looked at values, overall well-being and flourishing.
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  We looked at resilience, curiosity.
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  And then we were able to to bring those models in together.
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  So not just being able to see, you know, overall life satisfaction on one model, but
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  being able to combine that with overall well-being.
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  And so it was fascinating.
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  And then taking all of that and being able to see, well, how are we reacting within COVID?
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  And so there there are 40% of the population that are thriving.
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  We also have 40% of the population that you would consider high resilience hike, coppers is
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  what the BRCS model would would define them as.
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  So being able to cope with uncertainty And so it's both 40%, but it's not necessarily the
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  same 40%.
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  And when we look at those 2 together, it's actually only teen percent of the population
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  that are both thriving and highly racist.
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  Interesting.
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  And
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  when we look at that overall, well-being piece, so those that are thriving that are all so,
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  doing really well on their well-being, which means their overall physical and mental health,
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  their, social health.
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  So in terms of their social supports and their relationships, their financial health.
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  They did better during COVID as well.
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  And so they're coming out just better overall and their overall well-being.
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  It was also really interesting to see in terms of how they reacted with COVID.
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  And so those that are thriving, those that were inspired, during the pandemic actually had a
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  lower incidence rate of COVID as well.
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  And if they did get COVID, they had milder symptoms.
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  Right.
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  Those on the other side, those that you were describing who get shut down by it, they
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  actually had worse overall health and well-being.
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  They had higher, negative health manifestations as well, more likely to get COVID and, and more
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  likely to have more severe relationship or, reactions to it, more severe symptoms.
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  And then we looked at their behaviors during COVID.
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  And so those that were, struggling through it were more likely to isolate themselves, to
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  binge watch.
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  But to binge watch, at the expense of their relationships.
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  Whereas those on on the inspired side, they were less likely to binge watch but it was
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  probably because they were just doing more.
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  They were, spending more time in nature.
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  They were doing things in their community.
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  They were, creating relationships with others, and that was overall influencing their, you
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  know, overall well-being and mental health, which was overall influencing how they were
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  behaving during during COVID.
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  It was just incredible to to see the the differences within these groups.
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  1, I I will say one positive thing.
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  I I would say for everybody, it one of the things that came out in in the research is that
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  the more resilient you are the more resilient you will be.
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  And the fact that we've all had to go through this incredibly challenging time if we're able
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  to to get through it and learn from it, we're gonna be more resilient in the future.
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  And I think that's positive for everybody.
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  And if we can, again, accept those circumstances and be able to push through,
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  that's where we're gonna see the positive on the other side.
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  And so as leaders, it's something that we can do to help our people through this to to
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  recognize those that are maybe struggling and help them be able to, work through the the the
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  discomfort and and get through the uncertainty to be able to learn on the other side because
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  that's where we're seeing the biggest difference are those that are able to learn
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  through the resistance.
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  See, that's just interesting with my psychological background, right, because if you
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  think about it, right, in the data with, staying at work and what keeps people away from
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  work.
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  Generally, 65% of it is relationships across the board nationally.
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  Right?
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  So if you think about that and oftentimes people think it's mental health or, you know,
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  it's it's generally couples relationships, family relationships, and and some kind of
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  connection.
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  Right?
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  So even if you look at that and I often say there were mammals Gen, right?
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  What do we need?
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  We so we lost the ability to be face to face front and center with, people that we normally
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  would be around.
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  Off of a sudden, boom, that was gone.
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  So the opposite of that is what I say is reptilian, which is the the the the, turning
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  away from the shutting down.
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  Right?
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  And I often say even though you, you know, we're on camera, which is not ideal.
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  We still have that connection of that mammalian element versus the opposite as if I'm shutting
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  down, I'm thinking, oh, I don't wanna do this interview today, Jen.
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  What are we gonna talk about?
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  I'm gonna worry.
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  And I'm gonna back away, which is kind of what what you're saying with this 13%ers.
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  Right?
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  It makes sense.
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  And a lot of my coaching, I see the same traits with people, because they are either saying
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  Wow.
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  This is pretty cruddy.
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  But what can I do?
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  And the other people that are really struggling are saying, what they would lit nice for me is
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  what everything that's wrong and well, what is possibly gonna go wrong and what is gonna be on
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  the horizon.
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  Right?
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  So, again, that mindset shift, between the two subsets.
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  So in that 13% I'm curious about them.
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  What what did you were you able to kind of parse out some of the mindset elements for that
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  13% of of those people.
• 17:38
  Yeah, for sure.
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  They they were, wonder more likely to be unscripted as well, which is a great news.
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  But what they did was they would look for creative ways to ultra difficult situations.
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  Right?
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  So they accept the situation that they're in, but they were able to, these their own self
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  direction and be able to choose how they were gonna respond in it.
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  And they believe truly believe that whatever happens to them, they can choose how they
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  respond to it.
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  And so that feeling that some people had in terms of feeling that it's hopeless because
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  they were not in control of their situation regardless of the situation.
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  Of the constraints, we can still control how we respond within it.
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  And so that, is so important that autonomy being able to bring your own creativity and,
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  choosing what it is that you do.
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  They certainly believe that they can grow in positive ways.
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  And they actively would look to replace the losses that they experienced.
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  And, you know, I was thinking as you were talking, their Roxanne, in terms of those
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  social relationships and how do you do it online?
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  I mean, you'd be create a bit.
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  And and so you and I were are part of a group that I think is a fabulous example of this is
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  right at the start of COVID.
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  We came together in this writing group.
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  And we meet every morning to be able to connect and to be productive.
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  And, it's started out, it was gonna be, you know, a few months because how long could this
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  thing last.
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  Right?
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  And now we're we're we've already been 2 years in it.
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  We we're still meeting every single morning as often as we can with this group.
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  And we've created this connection, with people on a, what might have started on a we were all
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  working on a saint similar activity Well, then we developed, like an emotional connection with
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  everybody as well and how important that is.
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  And so we are seeing that within the 13% those that actively sought out either to strengthen
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  relationships that they already had or to build new ones.
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  And embracing this online world in terms of there are some good things that come out of
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  this because it allows us to be able to connect with more people more often.
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  What we are feeling, you know, the the Zoom fatigue for sure is it's a real thing and being
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  able to to connect with people, again, in person is gonna be important, but we're seeing
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  anxiety around that too in terms of we got used to one thing, and then we have to change again.
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  And when is the next shoe gonna drop?
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  And instead of seeing this change as a as a threat, it's it's an opportunity.
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  And I think we have an opportunity to to bring the best of both together.
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  Right, being in person and online.
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  You know, and that's so important because, you know, I and now we're trying to think there's
• 20:47
  10 or 11 of us.
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  And Initially, it was like, oh, geez.
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  I gotta write this book.
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  That was the thought.
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  Right?
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  And, okay, we have to put structure in her day, I think that was the beginning with most most
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  of us because I think some people had gone through, deficits in their business as upwards
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  of 50 to 60%.
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  Oh, what started to happen after a while?
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  It was like, I have this commitment, you know, and I don't know if you're what your thought,
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  and I thought, oh, boy, I can't not show 3 days in a row.
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  And then after a while, and these are phenomenal women I should tell you.
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  But we started to beat each other's support system in unknowingly which was amazing.
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  And of course, what happens in lives, we have, you know, sicknesses, unfortunately, births you
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  know, people moving, you know, lots of things in that 2 years.
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  And even though we were online, we really created a depth of connection that was amazing
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  to watch.
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  And I can tell to you as a psychotherapist, I was part of it, but I wasn't there in any other
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  realm other than I was a human being that was as is as much need of connection as everybody
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  else.
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  So you're so right.
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  If you're looking at it and we look at the pandemic, the people that I've coached or
• 22:02
  continue to coach are the ones that are saying, well, I can't have dinner with my family, but
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  my, you know, I have a friend and through with COVID, what she did is she had lunch every
• 22:15
  single day with her elderly parents in the backyard.
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  You know, whether it was a sandwich, which was really quick, they had that connection because
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  her elderly parents lived with her.
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  Or my girlfriend, a friend of mine who lives right in my neighbor, every single day through
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  COVID, thicker thin through the golf course in the snow.
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  We walked for over an hour every single day.
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  I have never explored my neighborhood in that way at all, Jen.
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  So the positives, those that 13% you could see, if these are some of the examples of things
• 22:49
  people have done, how amazing they they would have thrive through it.
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  Yeah.
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  Absolutely.
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  And we're seeing those that are are doing the best from it.
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  Also, in terms of their values overall, their focus was on self transcendence and and
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  openness to change.
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  And and both of those is more of a focus on others.
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  So it goes from a a me to a we focus.
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  And so by focusing on others and wanting to help others, that can help, bring us up as well
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  in terms of, you know, that that thriving in terms of the positive outlook and being
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  optimistic.
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  And so we're seeing those that are on the highest end that focus from from me to we, the
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  ones on on the lower end, they're more about trying to avoid anxiety as opposed to moving
• 23:40
  towards something.
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  They're they're trying to move away some from something, and their focus is definitely more
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  on themselves, on self protection, focus on their highest values being around safety and
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  security, and that makes sense.
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  And and for a lot of people, we were financially impacted by the pandemic.
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  And so when you're hit at those core levels, which can impact so many other things that make
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  sense that we're gonna be focused on our own personal safety and security and how are we
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  gonna get through this?
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  And once we feel comfortable in that area, then we're able to to, rise above and look at other
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  things and and focus on other people.
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  So we are seeing there is on on the financial side as well and, just hoping that as everyone
• 24:28
  starts going back to work and and we've seen a lot of industries that are opening up again, to
• 24:35
  be able to work in different ways.
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  I think it's going to be extremely positive as well.
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  I and speaking of work, the one thing that came out of this study, which has come out of every
• 24:44
  single study I have read through all of this, is that people wanna work from home.
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  And, and so it's recognizing that again as leaders in in our, in our work when we're
• 24:56
  thinking about our teams and our employees, the ability to be flexible is going to be a key to
• 25:04
  retention.
• 25:05
  I I really believe it.
• 25:07
  Time is the new luxury, and people have recognized how much time they save by not
• 25:12
  commuting and what they could use that time for.
• 25:15
  And if we can help them see that save time, as a way that they can, use that to build
• 25:22
  relationships or or take on a creative hobby or to get out in nature and to exercise, then we
• 25:29
  will be able to help them in terms of their overall well-being and and help them be able to
• 25:34
  thrive as well.
• 25:36
  So for leaders and and and people in organizations from some of this data, what are
• 25:41
  some of the things that leaders should be thinking about They should be, like you said,
• 25:45
  being creative with flexibility.
• 25:47
  Their benefits programs should accordingly, I would say mirror, what kind of things that they
• 25:52
  should be off bring to people.
• 25:55
  Flex times.
• 25:56
  I I I think of the counter side of this as well.
• 26:00
  Also leaving the house is something that may be building that into your to your return to work,
• 26:07
  policy as well.
• 26:07
  Right?
• 26:08
  So don't assume that everybody wants to be home all the time.
• 26:11
  But to make it, kind of creative enough.
• 26:13
  I know some environments have had it so that because they're trying to maintain that
• 26:17
  connection is to also have their, say, maybe quarterly meetings or something in person.
• 26:22
  These are some of the things that I've heard.
• 26:23
  What are some of the other things that you think leaders should be thinking about?
• 26:28
  With some of the research.
• 26:30
  Yeah.
• 26:30
  Flexibility is definitely key.
• 26:32
  If if people can feel that they have more control or more autonomy over their schedules
• 26:36
  and how they do things, one of the biggest frustrations that we see is that people being
• 26:41
  told you have to go back to work and then they spend their entire day on a Zoom meeting.
• 26:45
  Or a teams meeting.
• 26:47
  And that could have been done from home.
• 26:50
  So thinking about the things that can be done as easily from home, if people prefer that, and
• 26:55
  what needs to be done in person.
• 26:57
  And we know, you know, that connection piece in terms of being with people, you can't replicate
• 27:03
  it online.
• 27:04
  You you truly need to be in person, but there's a lot of tests that we can do as well if not
• 27:09
  even better.
• 27:10
  Online or at home when we're able to to focus and concentrate.
• 27:15
  Now there were times during this pandemic when the entire family was at home.
• 27:19
  And so, that would have been challenging as well.
• 27:22
  And so you would have to be able to negotiate that.
• 27:25
  But I think if leaders are able to when they're asking people to come back to work to if it
• 27:32
  makes sense, if if if it seems like it's in a reasonable request because we're gonna be to do
• 27:37
  something with it.
• 27:39
  And that is respectful of of the people's time and energy and what it is that they need to do.
• 27:43
  I think that's key.
• 27:45
  The other big one we're really seeing is everywhere.
• 27:50
  We have an issue around trust.
• 27:52
  And has just been broken in in a big way for for a lot of people.
• 27:57
  One of the really interesting questions that we had within the study was we used idioms or or
• 28:03
  common phrases and we ask people which of these phrases have more meaning to you since the
• 28:09
  pandemic.
• 28:10
  And the number one phrase that came up was don't believe everything you hear.
• 28:17
  Interesting.
• 28:18
  Right.
• 28:18
  And and then we were able to to ask people to tell us why.
• 28:22
  So we have, you know, 2000 verbatims on on why these are are important phrases or why they
• 28:29
  have more meaning to them.
• 28:30
  And with that, when it really comes down to trust being one of the main themes that came
• 28:35
  out of that, So as leaders, I can't over over emphasize how important it is to communicate
• 28:44
  clearly, consistently, do what you say you're gonna do.
• 28:50
  Support your employees, support your teams in in the way that you can.
• 28:56
  Everything that we do either either builds or breaks trust.
• 28:59
  And and right now, it's it's pretty broken.
• 29:01
  And so we have to do a lot of work to be able to to bring that up in certain industries we
• 29:06
  know have to do a lot of that work, to get their customers, their clients, for their
• 29:12
  members back as well.
• 29:15
  Right?
• 29:15
  So I think there's a lot of work to do there.
• 29:18
  For sure.
• 29:18
  And and if, you know, if you think about it in my new book, ROR, return on relationships, I
• 29:23
  talk a lot about trust And from a from a psychological lens, psychological safety is
• 29:29
  about consistency, small steps, you know, so gone are the days where we can kinda look at
• 29:34
  the mission, the vision, the strategic plan.
• 29:37
  It's like kinda it's kinda like, okay.
• 29:38
  What is the living plan?
• 29:41
  So that you can reestablish trust if you've broken it because a lot of companies didn't do
• 29:45
  it well.
• 29:47
  They went virtual, managers that were managing not so well.
• 29:51
  Kinda didn't did worse while now they're have, you know, people kind of east to west coast.
• 29:56
  So there is a I think it's looking at things objectively to your point, where are we at?
• 30:01
  Don't start all of a sudden start to do, you know, you know, picnics and get togethers if
• 30:06
  you haven't addressed the issues that kind of, were left behind prior to the pandemic, figure
• 30:11
  out the steps, take a pulse, figure out how you're gonna gather that data, and then figure
• 30:16
  out what are some simple little things that you can start to do to let people know.
• 30:20
  We may have screwed up a little bit back there, and we're human to and we were scared as well.
• 30:26
  However, this is what we learned and help us understand how we're gonna take those steps.
• 30:32
  I think that becomes very, very important because without that, transparency, the
• 30:39
  capacity to start to develop trust again is is kinda It's lost.
• 30:43
  Absolutely.
• 30:44
  And and you nailed it Roxanne in terms of that transparency and also that vulnerability to
• 30:49
  say, we might have gotten it wrong.
• 30:51
  We did make some mistakes.
• 30:53
  This was due for all of us.
• 30:54
  I mean, none of us have worked through a global pandemic before.
• 30:58
  You know, pretty amazing.
• 31:00
  And so we have to, you know, go easy on ourselves as well.
• 31:04
  We're recognizing that we have an opportunity to to make it better, to improve, to grow, and
• 31:10
  to be able to help our employees do this, and recognizing what a big piece work is in the
• 31:17
  rest of our lives and especially if people are working from home.
• 31:20
  I mean, now work is in our homes.
• 31:23
  And the more we can be positive and help them on the work side, that's gonna move over to
• 31:29
  their home life and then terms of helping their overall well-being and and, life satisfaction.
• 31:35
  And so the more we can do this and and support our people that the stronger we're all gonna be
• 31:43
  moving through this and and ready you know, for for the next change and seeing it as an
• 31:50
  opportunity, more than a threat.
• 31:53
  Well, I'm excited about your research, and I'm sure there's leaders out there thinking,
• 31:58
  alright, how do we talk to this lady?
• 32:01
  And about, it's called the chaos lab as her her, new business that, has the research and So
• 32:09
  so where can people, reach out to you, learn more about it?
• 32:14
  And just I'm sure I'm thinking about, you know, companies that could potentially look at that
• 32:19
  from some of our conversations to tell people a little bit about, KaelLab and kinda what are
• 32:25
  you gonna do with all this amazing stuff?
• 32:27
  And where they might be able to reach you to be able to consult about some of this.
• 32:31
  Thanks, Roxanne.
• 32:32
  I'm so super excited about this.
• 32:35
  So this new adventure is a joint venture between me and my partner, Angela Moutso,
• 32:41
  ChaosLab and our first, work that we did together is this study, which we're calling
• 32:47
  chaos to clarity.
• 32:49
  And so it's really fresh.
• 32:51
  I mean, we launched the study on the 2nd anniversary of when the World Health
• 32:55
  Organization declared at a pandemic.
• 32:58
  And so that was significant.
• 33:00
  And in terms of being 2 years into this and really understanding the impact on values and
• 33:05
  behavior, and how is that gonna impact us at work?
• 33:09
  So we're excited to to be sharing the results and and this today was a little bit of a sneak
• 33:15
  preview.
• 33:16
  We're having our first reveal of some of the information on June 23rd.
• 33:21
  And, we'll have information about that on our website, which is still fresh.
• 33:27
  I mean, the the ink is dripping the screen a little bit.
• 33:30
  But it's chaoslab.org.
• 33:33
  But you can always reach out to me as well, and it's jsphere@workonscriptive.com.
• 33:42
  We're gonna be posting information on the website but also on on LinkedIn and and the
• 33:48
  other social networks.
• 33:49
  So I'm super excited about being able to share it with you Roxanne and really looking forward
• 33:54
  to to working, with leaders and teams and organizations to be able to to bring this
• 34:00
  information to life and what can we do with it?
• 34:05
  To help everybody, learn and and grow and be able to face uncertainty with courage and
• 34:11
  confidence.
• 34:12
  Absolutely.
• 34:13
  And post traumatic growth.
• 34:14
  Right?
• 34:14
  So with my, you know, what I talk about with leaders, I tell them the more they connect it
• 34:18
  to themselves and and really getting a sense of how to maneuver through change in this case,
• 34:24
  then they're able to impact others around them.
• 34:27
  So which is I think this, you know, 13% on the data can help us because the more we learn
• 34:34
  about these individuals, then in turn, we can you know, set up trainings or potential ways to
• 34:41
  people that maybe would like to acquire these skills or accentuate these skills can learn
• 34:46
  these things and be able to implement them in their prayer groups or their, you know, their
• 34:51
  different teams, all those things.
• 34:52
  So I think is this is a fascinating research.
• 34:55
  And and again, thanks so much for letting us get a little bit inside, information about it
• 35:00
  before, the June 23rd.
• 35:02
  So for anybody, wanting more of, again, it'll all this information will be in the show notes
• 35:08
  and you can reach out to Jen at any point.
• 35:10
  So for anyone listening that where he wants to learn about authentic leadership.
• 35:15
  Like, you know, how am I how am I doing with all this stuff?
• 35:19
  You know what, just reach out, as you can see below my name, you can see sanderhodge.com.
• 35:24
  It's a quiz.
• 35:25
  You can say you you may say, hey.
• 35:26
  It's not at work.
• 35:27
  I wanna look at home.
• 35:28
  All you do is fill out this little, fun quiz.
• 35:31
  It'll pop you back the information and you'll know kind of where you benchmark in re in
• 35:36
  reference to things like communication, transparency, connection, all those those good
• 35:41
  things.
• 35:42
  So, again, Jen, thanks so much for your time for everybody listening.
• 35:45
  Thank you so much for hanging out with me every single week.
• 35:49
  I've been enjoying the lives and it I've, let's say I'm getting a little bit better at the
• 35:54
  lives and and, I've been really, really enjoying the moment where I can speak to you
• 35:59
  live.
• 35:59
  So take care everyone and we'll check-in with you again next week at 11 at Thursday.
• 36:05
  Take care.
• 36:05
  Bye bye.
• 36:07
  Thanks for tuning in to authentic living with Roxanne, creating the space for positive,
• 36:13
  healthy change.
• 36:14
  Roxanne a keynote speaker, psychotherapist, and coach to work with Roxanne, visit Roxanne
• 36:21
  Durhan dotcom/blueprint.
• 36:24
  We'll see you next time on authentic living with Roxanne.