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The Communication Code · Business Roundtable

0:01
Welcome everybody. We're back business roundtable here and we've got a great topic tonight.
0:08
We're gonna Bill be leading us ensuring that before we do that, we
0:13
want to just do some brief interactor. Do we have Bill Backay, We're
0:17
gonna do some brief introductions. We've got a full slate of guests tonight.
0:21
Myself, David Carr, was toward your business. My passion is organizational health,
0:26
helping business owners and the team leaders know themselves to lead themselves and their
0:31
teams. Super excited about that. We have Luke back with us tonight.
0:36
Luke, We're gonna introduce yourself. Hi, everybody. I'm Luke Kibler,
0:39
owner, founder of Vantage Insurance Solutions and Well Strategies. We help clients to
0:43
retirement planning and build and protect their wealth and just mike smarter financial decisions.
0:49
So love the difference we make in people's lives. And our company is growing.
0:52
We're in seven states, about to open an eighth state now, and
0:56
we do a lot of collaborative planning with a variety of legal and financial professionals.
1:00
So that's who I am, That's what we do. Im us married
1:03
for twenty years, have five kids, definitely keeping busy there and loving life
1:07
very rich. I just got to see Luke last night at one of our
1:11
ventslor Suns. We're both in a trailight, so that's awesome Luke and we'll
1:15
go with us. Stacey. Welcome back, Stacy, glad to have you
1:18
this week. Thank you, thank you. Pleasure to be back to Stacy
1:22
Kinoshida Business Resource Specialists. I'm located here in Floridain, California. A lot
1:26
of my business owners come to me because they are looking for strategies to address
1:30
their workforce concerns and their cash flow. I work with them on implementing employee
1:37
benefits as well as employee programs and also seeing if they qualify for state and
1:41
federal tax and centims as well as secession planning. So glad to be here
1:46
today. Thank you great. Yeah, you SA are great, great resources
1:49
there. Thanks Stacy, and we have Doc C back. Glad to have
1:53
you back, dox See, thank you, glad to be back. Chris
1:57
Cochran. Here we are in the Mergers and Acquisition sin's arena. We help
2:01
companies build wealth and eventually of course exit their business or even acquire another business.
2:08
Thank you for having me on here absolutely, and Charlie, welcome back.
2:14
Well, hello, there a little Star Wars inside joke. Care for
2:19
those Star Wars fans out there, Yes, absolutely so. David self identifies
2:27
with Obi Wan Kenobi, so I'd like to teach them about that. My
2:30
name is Charlie Chen, the cybersecurity specialist of our group here, and I
2:37
work as the chief Experience officer here at in Telisis and basically our commitments to
2:43
provide peace of mind all while we're providing a world class client experience. You
2:52
typically don't associate like we're Ittz Carlton treatment when working with the IT support person.
2:59
So that's kind of what we're all about. So thanks to you,
3:02
David, thank you, Thank you, Charlie. And Bill is back.
3:07
We we've missed him for the last couple of weeks. We're super excited to
3:09
have Bill back. And Bill introduce yourself, and then it would you also
3:13
to introduce our topic for the night. Well, my name is Bill Hatch.
3:19
I am a leadership guide. I help I help people get from where
3:23
they are to become ethical leaders. And I also host a couple of podcasts
3:30
under the banner of Bolt Spots Productions. So as I do have. I'm
3:37
with you, mum. But Bill, go ahead, billad no, no,
3:44
go ahead, No, I was gonna say, Bill. We're always
3:47
brainstorming and coming up with ideas, you know, things that we feel like
3:51
a real value to you as a listener, because we want to as as
3:53
business owners entrepreneurs ourselves, we want to bring value and help you along your
3:57
own journey. And Bill posts a great question this week in our chats we're
4:00
talking and preparing for this week's so so, Bill, I wanted to go
4:04
and share share your thoughts there. Sure. Well, it's kind of funny
4:10
how it happened. I was I was typing about something that I had done,
4:14
and instead of bought, I talt, I typed boo b o U
4:17
g h. And it occurred to me that if you said it, it
4:21
would sound like boo as in takeabow, not bow as in the branch of
4:26
a tree feed. And how easy it is to U to miscommunicate, especially
4:33
in this in this global world we we live in, but not just between
4:40
languages, but also within the language. And there's something that, uh that
4:44
I've talked about before, not here but with the with clients, is how
4:49
do you improve communication? Because communication by itself is immeasurable, and you can't
4:57
improve the immeasurable. I'm sure, I'm sure a couple of you will back
5:00
me up on that. If you can't measure it, you can't improve it.
5:03
And so the question becomes, how do you measure communication? How do
5:11
you get there so that you can so that you can work your improvements?
5:15
Yes, so yeah, and that was a great question, Bill, And
5:20
and again how do we measure that? So one of the one of the
5:25
tools in the toolbox that I use is called the Communication Code Assessment, and
5:30
so one one that we we've shared and we'll provide the link to you guys
5:33
if you want to check it out. There's a great new book actually even
5:36
by that, but it's called the Communication Code. Here, you guys can
5:40
check it out. And in fact, we're going to even offer a free
5:43
giveaway for those that complete their assessment. And I'll send the link and so
5:47
we'll put enter you into a drawing there for those that get in there,
5:51
and we want to reward our listeners and viewers. So it's just something fun
5:57
for you extra. So stay to the end and we'll make sure you get
6:00
the link. Will drop that in there, just put in the in the
6:02
chat communication. If you're following along, we'll make sure to get back up
6:08
with you on that. So the idea is, like you said, Bill,
6:12
how do we how do we do that? So there's lots of different
6:15
ways. We use a kind of a simple framework of five components we're going
6:21
to talk about tonight and going to get input from all of all of the
6:26
guests here of how do you care for others, how do you celebrate them,
6:30
how do you collaborate with them, how do you critique and how do
6:34
you clarify all five important components to communication? And if you think about communication,
6:43
like you said, Bill, it's one thing to transmit information, it's
6:47
another thing to receive and process that. Right you are like saying, I'm
6:51
transmitting one way, it's being interpreted something else. And so I would just
6:58
maybe we just start for a fun story because I left your story Bill,
7:00
and I'll put it out there if you if you, you know, think
7:03
about a fun story for a minute of where you were communicating something and I'll
7:08
shore one if if if you guys don't have one off the top of your
7:11
head, but think of a funny story for a minute of like where were
7:14
you trying to communicate and it was not received the way it was intended to
7:17
be received. Charlie, do you have one that comes to mind where you're
7:21
trying to communicate with somebody and it didn't You're you're, You're like, it
7:25
makes total sense to me, and then it got received on the other end
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not that way. Yeah. Absolutely. So. I was actually just in
7:35
a chat with a new team member most of our helped us as over overseas,
7:43
and I was just checking in see how he's liking the job so far,
7:46
and so it was the other way around, even though I knew what
7:49
he meant, but I said, how is it going so far? He
7:53
was like I was, He described something and he ended with I was having
8:00
a good time, So I knew he meant he is having a good time,
8:05
so I just added some humor in there. I said, so the
8:09
good times are over, you know, And I just said, because you
8:13
put I was meaning that was in the past, and but I think you
8:16
meant I am, and so he's like, yes, I am. So
8:20
just uh, definitely, just minor word changes like like what Bill mentioned can
8:28
make a huge difference. Obviously, that was lighthearted in exchange internally, but
8:33
when it comes to clients. Every little word that gets misstated could be taken
8:39
the wrong way. And so absolutely, how about you, Luke, you
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have experience I like that, all right, I'm sure plenty, and we
8:50
can talk about. Actually, what I was just thinking of is this bumper
8:54
sticker that my daughter has, and it is a picture of these two bears
9:00
sitting at a dinner table, and there's a human man sitting there with them
9:03
as well, And there's two pictures side by side of them in two different
9:09
scenarios. In the first scenario, the bear says, let's eat Bob,
9:13
and of course Bob has a shocked look on his face. But in the
9:16
next one, it says, let's eat comma Bob and so, and then
9:20
the caption of the bomb says grammar saves lives. And the idea is the
9:24
first one is basically saying we're gonna eat Bob. The next one says,
9:26
hey, Bob, let's eat kind of thing is inviting him to be with
9:30
them. So being clear and you're written communication as well as you're spoken communication
9:37
is pretty important. And these days I find it it happens a lot because
9:41
I think a lot of people are in the habit of using these shorthand versions
9:45
of communication and text and an email where they just kind of skip all punctuation
9:50
and they skip a lot of things. You know. I don't know why
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we've gotten to that point. I guess we're just lazy. But a lot
9:56
of times I receive some of these emails or these texts, and I'm sitting
10:00
reading it over and over trying to figure out what they mean, uh,
10:03
and then trying to take it in the best possible way. But I think
10:07
that's a good reminder grammars tell you grammar. And and I think I'm I'm
10:13
of a certain generation and and and now you know, I hate to admit
10:16
it, but there's a younger generation that loves emojis. If you do not
10:20
use the right emoji, you're communicating something different and they take a tense or
10:26
misunderstanding. You don't pick the right smile or the right thing, I mean
10:31
right right in the world we live in today. So and then Bill you
10:43
ha said, remember the Oxford comma there, I saw you a little comment
10:46
there, right, Yeah, there's a there's a story and similar to what
10:52
Luke was talking about. Uh, you if you write a sentence, the
10:56
Oxford comment is the last sentence in a list for the ad or or and
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so uh there's uh what what was it? Uh? There go the there
11:11
go the the moron Kennedy and Khrushchev. And if you put in the the
11:18
comma, the octrad comma, then it's morons Kennedy and Khrushchev. But if
11:22
you don't, then it's the morons who are Kennedy and khrushchef. And so
11:31
yeah, so the the grammar grammar can mean a lot M and uh and
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there is a big problem with the with the using let's go with traditional grammar
11:45
because because yeah, the emojis have have their own their own grammar to them
11:50
and uh, I I know, like it doesn't and that's about it.
11:56
So uh so yeah, well, well well they're gonna jump in, you
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know, because there's definitely and there's all forms of communication. I was talking
12:07
with the client today trying to reach somebody in their team. They were using
12:11
teams, text, what's apph you know, there's all forms of ways we
12:16
can reach people, and people like to be received differently. That's just trying
12:20
to literally use technology or whatever to reach them, let alone the actual message
12:24
you're trying to communicate you know, so we've got complicated things in here of
12:28
how we're trying to reach thing people and so it's it's it's it's I think
12:35
more challenged in some ways. You know, we used to back in the
12:37
day we had only the telephone or in person, and it's exploded into all
12:43
these different forms and apps and other things, and so trying to connect to
12:46
somebody and reach them. And I was literally driving home the other day somebody
12:50
was not complaining, but I don't, I don't. They were talking about
12:54
TikTok or sending little videos to somebody, like a way of showing them.
12:56
And if they didn't watch their videos, they felt offended because as they're like,
13:00
I'm sharing something with you when you're not consuming this, you know,
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kind of a thing. This is the kind of there's so many forms of
13:05
ways that we communicate and share information nowadays. But to give you to put
13:11
again put a kind of framework here as to just five overarching umbrellas of this
13:18
idea of care. How do we care for people, how do we celebrate
13:22
people? How do we collaborate, critique and clarify. So we're gonna to
13:26
break that out a little bit tonight. And so for those of you that
13:28
go through this Communication code assessment, the idea is is like you were asking
13:33
Bill, just to kind of self assess yourself. There's some questions and promptings
13:37
in there as to how do you combine all these things and how do you
13:43
apply them in life, whether it be work personal life. And so I
13:50
thought we'd start with the first one because we're starting in a collaborative way here
13:54
talking with each other and share where either we're doing well in collaboration and communication
14:01
or where you've seen some struggles in collaboration. Again, with this understanding,
14:05
where so many ways we can collaborate, and so you know where we have
14:13
to be clear in our dialogue active listening. I'll give you an example of
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where a struggle even a day where I was on a call and I was
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trying to wrap up things and the call came in and I was distracted there
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for a minute, like not fully present because I was trying to communicate.
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So my effectiveness of collaborating was diminished because I had other things in front of
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me. Because of in the digital world, right, So being aware of
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that so you can be fully present and dialed in because personally I like to
14:43
turn on my camera whenever I'm doing video. But I know a lot of
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people do not turn on in videos, so the collaboration diminishes because a lot
14:50
is in body language. So I would love to hear from you guys,
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you know, on collaboration, and you could pick any particular area and then
14:58
maybe docs, I'd love to talk with you a little bit about this first,
15:01
But how do we collaborate effectively, working through challenges, fostering a positive
15:09
team environment, making the goals. What has worked well in your experience in
15:13
this form of communication? Well, our philosophy here at our firm. You
15:22
may or may not like this, but it kind of fits before any when
15:28
we sit around and we speak, because we deal a lot in numbers,
15:31
and so before we speak, how do we stell everybody? Is it factual?
15:41
And then the second thing is it necessary? And the third is it
15:45
kind? So that's kind of been our philosophy. And really we learn how
15:52
to ask questions because we ask for clarification because we are lookingoking for the facts,
16:03
and that's in business, that's even dealing with their culture. And then
16:08
of course the necessary and the kind is really because maybe we don't know the
16:14
facts, Maybe we don't know certain things about a company or about a culture,
16:19
about whatever. So those are the three things that we always always try
16:25
to do, even before we talk to our clients, we talk to our
16:29
people, even even my kids at home, I said, you know,
16:33
before you speak, is it is it factual? Is it necessary? Or
16:37
is it kind? And if it's not one of those three things, then
16:41
then why are you even speaking? And we constantly do that all the time.
16:47
And you know, sure we make we make mistakes just like anybody else.
16:51
But that's kind of been our philosophy for a long period of time,
16:56
and only because I started that years ago. Because we deal with numbers,
17:02
we deal with p and ls, we deal with and behind the p and
17:07
ls is behavior and so you know, you're looking at the facts and that's
17:10
kind of what our philosophy is here. That's great about how would you Luke
17:15
thoughts on collaboration? Yeah, I think anytime you're working in a collaborative or
17:22
team environment, I think one of the things that helps a lot is really
17:26
clarifying whose role and responsibility is what, as well as, especially if you're
17:32
working in more of a partnership environment, what defines success in both scenarios to
17:36
each other. And so I know in our space we do quite a bit
17:40
of joint work where we're maybe handing one aspect of planning and maybe an attorney
17:44
is doing the legal part or a CPA is doing the tax part, and
17:48
the communication is incredibly critical for us both to be achieving the same goal.
17:53
I think, you know, anytime you're collaborating, it can be easy to
17:56
get on a different wavelength and you're kind of pulling it against each other or
18:00
heading a different direction. It's like doing a three legged race, and you
18:03
know, running at different paces, you're going to trip each other up,
18:07
and no one's going to really get where they want to go. And if
18:08
you keep going that way, face plant's inevitable. So I think when it
18:12
comes to that collaborative thing, really clarifying exactly what the objective is, make
18:18
sure that you're both headed the same direction and want the same things, and
18:23
find out ways that you can fill the gap for each other. Just establishing
18:27
all of those very clear connection points for the effect of collaboration, I think
18:33
is just the framework to work with. Yeah, there's a lot to unpack
18:37
there in that in collaboration that we're going to find where these cross over into
18:44
some of these other ones. But Stacy, you'll you also work with different
18:48
business owners. Like I think Curtis said, you're asking questions, being curious
18:53
and how would you you know being I think Stacey, you've shown this to
18:56
me being such a great active listener and taking things in and then providing solutions.
19:03
But like you know, I'd love to just hear your take on collaboration.
19:07
Where is it? Where have you been successful? Where have you seen
19:08
it applied? Well? You know, I of course, good communication does
19:15
start with with listening and also knowing what the objective is, especially if you're
19:22
collaborating, knowing what the goal and the purpose is. But what I found
19:25
is that even when you know the goal and the purpose, and even when
19:27
you're a good listener, communication is a two way streak. And so maybe
19:33
the way I communicate is different from the way that Luke communicates or how he
19:37
receives. I don't know if you heard of something called PCM. I think
19:42
it's process hold on PCM. I was trying to figure out what it stands
19:48
for, but that kind of healthy it's called process communication model, And how
19:53
that opened my eyes is one I had to learn how I unicate and how
20:02
others. And and I'm very direct to my communication. I mean, you
20:06
can tell you I don't get my feelings hurt that that easily. I don't
20:08
get offended that easily. But there are people that I work with that if
20:15
I talk to them directly, they get their feelings hurt, and then communication
20:18
shuts down or they feel like I don't care, or they feel that.
20:23
So so again, collaborating communication and all that, it's it's a lot more
20:29
complex than just just listening. I can listen, but if I don't deliver
20:33
where that person or build is going to receive it because of his communication style,
20:38
then it's going to block the whole process of communication because it's going to
20:44
be a two way street. I don't know if that makes sense to you.
20:47
I mean, you're you just said you have to respect each other's differences,
20:52
right, respect each other's differences. But also what I've learned is that
20:56
people people communicate in different ways. Again, I'm very direct. I could
21:02
say you could come up to me and say, hey, Stacy, can
21:03
you go pick up that Can you go bring that box over there and bring
21:07
it over here? And I will say, sure, pick it up.
21:11
Somebody else may say he didn't care, she didn't care about how I felt,
21:15
and she was just you know, she's treated me like I was her
21:19
servant and I just male and female by the way, and so and then
21:25
you realize, okay, wait a minute, this person is and they haven't
21:29
broken down and to harmonize her promoter and all these other people I've noticed,
21:32
I'm talking to somebody who is a promoter, harmonizer and all this. And
21:36
so therefore, when I communicate, for that person to receive what I am
21:40
going to say to him or her, I need to speak to her in
21:45
the communication style where he or she will receive it. So I've learned that
21:48
listening, it does. Listening is very important. Understanding purpose and goals and
21:52
all of that is very important. Do we lose somebody, Yeah, Curtis
21:56
just had to step away. He'll be back, okay. But also understanding
22:00
somebody's personal communications style and understanding my own communications style, because there are times
22:06
I'm sure I've hurt people's feelings and really didn't intend to because I was direct.
22:11
Anybody else have that, Oh yeah, that challenge or you know you're
22:17
not alone, Stacy, Oh, I know for those of you that maybe
22:21
didn't listen. We did had a great conversation early on in the podcast,
22:25
like knowing your leadership voice, and we had some great conversations related that,
22:27
Stacy. We have a whole supper one you guys go back to listen to
22:32
the previous episode because there's a lot there. But I do think it's really
22:36
important. There's a maturity there, Stacy. I'm hearing you number one,
22:38
understanding and valuing your voice and then having others and building that and it's all
22:44
about building trust, right, your your common objectives and like together, So
22:48
are we all on the same page even though, like you said, you
22:51
have different voices, Stacy, so that people know you, they're like I
22:53
have not taken it personal. They are mature too in their own voice.
22:57
So it's it's like two ways right, exactly exactly. So and you know,
23:03
and and again we talked about the different types of media, the different
23:07
types of ways to communicate. I mean, even just recently. You know,
23:14
it's funny you give others give an example. I'm gonna give you an
23:17
example. I went to a networking event and I met a young salesperson there
23:23
that does supplemental benefits and it works with the same company as I do,
23:29
and I was, and I knew I was a veteran and she was.
23:32
She was young, and so I went up to her and introduced myself and
23:37
and basically just said, you know, I feel like big sister, you
23:40
know what, you're here. If there's anything I could do to help you
23:44
or work together, you know, let me know. And she completely took
23:49
that as she kept saying, well, I need to talk to my leadership
23:52
before I do anything. And and I could just I was I'm thinking I'm
23:56
pooring on love and and you know, support, and she took it as
24:02
you know, what's this woman doing to me? So I met her another
24:04
at another time, and she was talking to another person and she had her
24:10
business card and said, oh you we're in the same office. Okay.
24:12
Now, this whole time, I'm thinking, I'm building this rapport and I'm
24:15
supporting this young I'm letting her know I'm a veteran, I'm here to support
24:19
you. And this is what it turned into. She interrupted me and she
24:25
went when I was talking to someone, she basically she looked at me as
24:30
a threat. I was trying to communicate love and support and and all of
24:36
that, and she took it as you're threatening me, you're in my territory,
24:40
you're shooting on MySpace and all that, and uh and went. And
24:44
then I got a call from her manager. Why did you do this and
24:47
why did you do that? I was shocked, and I said, and
24:51
then and I thought, you know what, that totally blew up. I'm
24:52
sitting here trying to pour some love and some understanding and this young girl and
24:57
she took it as yus also ego. So you got to take all of
25:02
that. You know your intentions. You may not intend to offend somebody,
25:06
but if somebody is not in a place to receive the communication or then you've
25:10
got that those barriers as well when you are trying to build this relationship with
25:15
someone. So I love that the idea of your turns, like you said,
25:17
your insmitting Stacy. We think of it like a satellite, right,
25:21
you're getting you're sending it out and you're trying to receive. You Ever,
25:25
back in the old days when we had antennas just you would not get the
25:30
signaling. You got the a intenna just right right if we all buzzy wouldn't
25:33
come in and you know, you finally got it and you're like clear crystal
25:36
clear, but just being off a little bit completely not received, you know,
25:41
correctly not it may not be it may not be me, It might
25:45
be where that person is and there we say, you know their receptiveness and
25:49
so communications human communication is quiet. I mean, you can communicate with a
25:53
dog sometimes better than humans because all you got to do is just show some
25:57
love and then they love you back. But you know, you know,
26:00
there's just a lot more to it than just just well, I'm gonna,
26:04
I'm gonna so I'm gonna jump because we've got a few more of these who
26:07
we want to hit tonight. And one of the ones that is really sticky,
26:11
uh, besides collaboration. Collaboration I think is usually received usually you just
26:18
talked about experience, wasn't wasn't positive there. But when we critique people,
26:23
that can be really sticky because it can although it can enable growth and transformation,
26:30
again, maturity can also be received very negatively, especially when it's not
26:36
being not being requested, right, So I'd love to hear examples, and
26:42
maybe Bill, I'll start with you. You know, because as you're talking
26:45
and helping leaders and people be ethical, when is it appropriate to be bring
26:52
critique into the question, you know, bring the critique and making sure they're
26:56
not being critical and how to how to how to bring that in that type
27:00
of communication in where would you know, where would you start there? Right?
27:06
Well? It uh, it actually comes with another one of the ones
27:11
that hopefully we'll get to tonight. Care. You know, if you if
27:15
you put care into the mix and consideration of others to to add in another
27:22
c U then uh, then then you'll you'll have very little trouble of keeping
27:33
that uh, that line clear between critique and critical, you know, because
27:41
that's very important. You know, you don't want to be critical of someone.
27:47
You want to uh, you want to help them understand where they could
27:52
have been better, you know, and and watchatching the language of things like
27:56
that, like instead of where you did poorly, you know, where you
28:00
could have done better, instead of having an issue, you have an opportunity
28:03
for improvement, you know, and uh, and using the language that way
28:10
to help to help bring the the critique there to get the person the help
28:18
and training they need without them feeling like they're like say, as he was
28:22
saying, being intruded upon being invaded. If you will you know and uh,
28:30
you know, oh you're you're walking all over me and no, I'm
28:33
I'm trying to help you. Yeah, and uh, it's and it's really
28:40
easy to uh to miss that line with with some people. Yeah, you
28:45
know, there's there's generational there's generational communication differences here and uh, you know,
28:52
with generations coming up, you know, over and over and over again,
28:56
you know so much more quickly now. I mean the newest generation I
28:59
think is only eight years. What was that? The alpha? The Alpha
29:03
generation now I think is what we're up to. And uh, you know,
29:10
and uh, you know, I mean keen Z had enough of a
29:12
problem communicating with the boomers, but uhh and now uh and now we got
29:19
uh we got jen Alpha and uh and I'm like, I'm out, Oh,
29:30
Luke, how about you? What are your thoughts here on that?
29:32
On critique as in communication, Yeah, I have a few quick thoughts come
29:37
to mind. Number one, I think, of course, taking a cat
29:41
your audience kind of like Bill's talking about. But yeah, I've found that
29:45
it's very helpful in a lot of different types of exchange and just simply ask
29:49
permission, say hey, do you mind if I give you some feedback or
29:56
be okay if I give you some thoughts on this, or some give you
29:59
some constructive criticism or critique. Just just asking that permission. I think it
30:04
was a long way people. Yeah, you know, I would like your
30:07
opinion. Just asking permission I think really sets the tone really well. I
30:11
know another tactic I think is valuable is and I've heard it called the crud
30:17
sandwich, where you you preface it with saying something nice. You start off
30:22
by pointing out something you appreciate in the person, something they're doing well.
30:26
So you set the tone of appreciation. You set the tone of of seeing
30:30
their value and things they are good at. Rather than just going straight out
30:34
the thing that needs improving, you point out maybe some things that are good
30:38
for and then you put a lot of the things they need to work on
30:41
in there. You give that critique, and then you end it with a
30:45
positive note as well. So that's why it's called a crud sandwich and put
30:48
the credit in the middle. But that's kind of a real practical strategy that
30:52
does that Really helped couch that and make it a little easier for that bill
30:55
to go down. You do it that way. I like the idea of
30:59
permission to come to Charlie in a minute here, but this idea of as
31:03
business owners I worked, or if you're in a leadership position where you're managing
31:07
teams and some time you're gonna have to do some kind of performance review of
31:11
people. That's just my experience, whether it's annual, whatever that is.
31:17
And you do need to give critique as to what they've agreed upon that they're
31:21
choosing to go after, and that's important to do it in a way that's,
31:23
like you said, Luke, effective and clear and that they understand that
31:30
this will help them in their growth. And so Charlie, you can bounce
31:33
on that or if you want to talk about something else specifically with critique,
31:37
but I want to get your input on creed. I mean, you work
31:38
with team members too, so just like Lucas, what's your thoughts here on
31:42
this discussion? Yeah, what was the term you coined, Luke for the
31:48
sandwich approach? Credit sandwich credit sandwich? Okay, yeah, that's a new
31:52
one. I'll use that, So I just call it the sandwich approach,
31:56
which I agree. But it's funny how you mentioned that is depending on the
32:00
person, Like Stacey was saying, we have different communication styles. So when
32:06
my boss, our CEO starts giving me a compliment, I was like,
32:09
just skip the sandwich, give it to me straight, because you know,
32:13
for me, for me, I just want to get shit done right.
32:15
So am I allowed to use that word? So anyway, okay, all
32:21
right, all right? So like today, I'll give you an example,
32:24
just a story of kind of keeping empathy top of mind when when doing critique.
32:32
Right, So I saw a ticket, uh, you know, for
32:37
our support where it was put under the wrong company, and I was like,
32:43
what the f right on my end? And then I was ready to
32:46
rip this guy's head off. But then and I thought back on Abe Lincoln.
32:52
Right, So just like when they were at the at the cusp of
32:55
victory against the Confederate Army, one of his generals, I can't remember the
33:00
name, but basically didn't pursue Robert E. Lee to finish the job.
33:06
And you know, he had a very really really critical letter that he wrote
33:09
out, but he never sent it and he never it was never discovered until
33:15
he passed. And so obviously I still had to communicate the issue, but
33:19
I didn't do it in a critical manner. Rather, I and there's a
33:24
phrase that we always go by, never it basically praise publicly, criticized privately.
33:32
So if you have some critical feedback that you need to get to a
33:36
team member, go directly to them. And Stacey knows this. That's part
33:40
of a winning culture is you want to deal with whoever you have an issue
33:45
with, deal direct, don't go through third channels or unless that's specifically set
33:52
as a standard for the organization, where you have to go through the channel
33:57
command. Ideally it's best to go directly to the person so that way it
34:02
doesn't get misconstrued. And you say, it's like they're playing the telephone game.
34:07
Right by the time it gets to the third person, it's a completely
34:09
different message. And so I got onto one on one. I asked him
34:15
when he has time for one on one team's video call, got on with
34:19
him, shared with him what had happened. Rather than just jumping in and
34:22
changing and fixing the ticket, I let him know I understand this happened,
34:29
and I can fix these, but there's this one part where I can't fix,
34:32
but I'm going to address it. And so I let him know the
34:36
impact of it. But but I told him the next steps of what I'm
34:38
going to do to contribute to help with the situation, and I need his
34:42
help to just be more diligent in terms of looking at the details. And
34:46
so I think that when way better than what my initial reaction exactly. Yeah,
34:58
so I didn't do any of that. And definitely why why always I'm
35:02
sorry, honey always works better than vinegar typically, So definitely be kind and
35:08
be empathetic in your communication as opposed to coming off critical and just thinking about
35:15
how they messed up and focusing on that. And and because it shifts from
35:22
addressing the incorrect behavior and it makes it potentially an attack on them as a
35:28
human being, and so we want to avoid that. And like you said,
35:30
the performance reviews, it has to be about the activity that the behavior
35:36
that doesn't work, as opposed to making get triggering somebody's defenses about who they
35:42
are as you know, in their character. So, yeah, we're gonna
35:46
quickly here before we get in. We're gonna jump into Clarify in just a
35:50
moment. But I want to have Bill and Luke around us out here.
35:53
Bill if you want to just chime in, and Luke if you have a
35:55
more thought, we'll jump into Clarify coming up next. Yeah, you know
36:02
what, Charlie just was saying reminded me. Reminded me of something that that
36:07
I've taught before in in active listening, in that a lot of these communication
36:15
problems can be can be eliminated or at least mediated, if instead of trying
36:22
to think of how you're going to respond while the other person is speaking,
36:24
you actually listen to what they're saying, and then you take a beat to
36:30
think about what you're going to say in response, and then speak. You
36:35
know, most people, as soon as you're done talking, I want to
36:37
get right into it, and uh, but that's not how we how we
36:42
do it to provide the best communication in it, you know, So so
36:46
listen first, then think, then speak. That's that's great, Bill,
36:53
Thanks, that's a good great reminder. Hey, Luke, about you to
36:57
a round us out here while we jump into the next topic here. Sure,
37:00
yeah, just a quickly thought. I think. Another thing that can
37:02
often really help with the idea of critiquing is to separate the problem from the
37:08
person a little bit and solicit their help in solving the problem. In other
37:14
words, asking them, here's the issue, we're having a fall down here,
37:16
or this could be done better, or this is just not meeting standards.
37:22
How do you suggest we fix that? How do you suggest we get
37:24
this better? What can we provide to help you get there? Get their
37:29
participation in solving the problem as opposed to it can kind of feel like they're
37:32
the problem. Try to help see this other thing is the problem. We're
37:37
working together as a team to solve it together. And so just that positioning
37:40
and soliciting their assistance, I think that goes a long way too. Yeah,
37:45
no, this is great and I love how you guys tie these into
37:49
different things. We're going to come up with clarify and carry You mentioned that
37:52
Bill, but Doxy you kind of hit this at the beginning with collaborate a
37:58
bit, but clarifying, you know the act of clarification and just kind of
38:05
leading us through that type of communication. Well, anytime that when people begin
38:14
to speak, a lot of times at least, what we do is we
38:20
ask for clarification because and what that sometimes involves is is definitions. Please define
38:28
what it is that you're actually trying to explain to us now, because as
38:36
we've all been talking about tonight, is we could be talking about something totally
38:40
different. So when we ask for clarification, we really ask for definitions.
38:46
Please define X or Y or z, and then once we've accepted the definition,
38:57
then we can move on to the next level. And that's in any
39:01
anything, really, any conversation that we have, and I have this daily,
39:07
I go hang on, unlet'sten, wait a minute. I don't understand
39:12
what you're trying to tell me. And it might be very very simple,
39:15
but I always ask for clarification, meaning could you please define what it is
39:21
you're talking about? And you know what's interesting when you ask that question the
39:27
people that they have to regroup because sometimes they don't even know what they're talking
39:31
about. And I don't mean that to be negative or condescending or anything like
39:37
that, but what I am saying is that please clarify what it is you're
39:42
actually trying to tell me and explain to me so I can understand, not
39:47
that you don't understand, but I need to understand what you're actually trying to
39:53
explain to me. And that's what we do. We have that we have
39:58
that conversation almost every day. Yeah, yeah, no, I could see.
40:02
That's so important, Doccyne, and why you have to get these numbers
40:06
are one thing, but what they think or what you know there's a gap
40:09
right of understanding, and then you're clarifying that a big gap. And that's
40:16
why we asked for the definition clarification and we have to walk walk through that
40:22
together so I can understand exactly what they're trying to explain to me. I'm
40:29
gonna come to Stacy, because Stacy, when we're talking about this, this
40:32
is reminded me of the previous episode. You were talking about working with your
40:37
I think it was your accountant or whatever, like what you thought was happening
40:39
and what she was doing. You're like, how she was reconciling the statements
40:45
and those missed that story. Go back and listen to our episode on Obstacles
40:50
Business. Ownder states, I thought that was just a great story, though,
40:52
Stacey of like, hey, clarifying, like how we're doing this right?
40:55
What's going on here? What? You know what Doc talked about clarifying
41:00
definitions. But you even need to sometimes remind yourself what the goal and the
41:05
purpose is because when you got egos button heads together, uh, and everybody's
41:09
trying to be right and and you're off track on really trying to achieve the
41:15
ultimate goal. I mean that's reminding people that waitmen, what's what's what are
41:20
we trying to achieve here? What is the ultimate goal? And it does
41:22
our uh? And then question whether or not your actions or your behavior or
41:25
aligned with the goals. And so absolutely clarity is very important. Also talking
41:31
about clarity, that situation I told you about, I'm thinking I'm showing love
41:36
and that person had she just asked me what do you mean by that or
41:42
and sought clarity, she would have realized that I was her ally, I
41:45
was not her enemy. And so a lot of times we hear what we
41:49
want to hear or what we think we hear, and instead of getting getting
41:52
clarity, you walk off in a storm or offended and whatnot and realizing that
41:57
person that there was no uh, they there's no intention to offend you,
42:02
but yeh, because of where you are in your headspace or where your emotions
42:07
are, you took offense to that. So definitely, if we could bring
42:10
more, if if everyone's objective is when I communicate with another individual that I'm
42:15
going to seek clarity. I'm going to understand first, understand to be before
42:21
I'm understood, and seek clarity. I think a lot of the crap that
42:23
goes on in relationships with just like you say, would diminished. So,
42:28
yeah, that's great. I want to ask Bill because we're gonna have to
42:31
lose Bill here shortly. Bill, because you help folks and I do the
42:35
same thing. It's important. Like, so you just said, Stacy,
42:37
a lot of people they don't even know what they want or they're not clear
42:42
on where they are going. Bill, And that's just when I know that
42:45
I work with folks on He's like, so, what do you really want?
42:49
Well, I'm not entirely sure. What would that look like? Well
42:52
I haven't really thought about that. Yeah, So Bill, I would love
42:55
to get your input from a you know, leading company lead. What your
43:00
clarify? Yeah, the the digging questions, you know, basically asking the
43:06
same question. Well, I've done it seven times before. You know,
43:10
what is it you want? What is your what is your goal? Okay,
43:14
well, well why do you want that? Why do you want that?
43:17
Why do you want that? You know? And and and having to
43:20
dig in with some people, Uh just just really deep. But you know,
43:25
what Stacy was saying reminded me of It's a little trite, but that
43:30
doesn't make it not true. Is that to be ununderstood, you must first
43:36
understand and to be heard, you must hear and uh you know, and
43:42
so uh give the road. The clarity runs through runs through understanding. M
43:52
Yeah, yeah, we're asking for for understanding, like like uh that Curtifs
43:57
was saying, So, I mean, I know, Luke, this is
44:00
something you asked you. You and I've talked about this in the past.
44:02
You have to a lot of clarifying questions right when you're helping your clients.
44:07
Yeah, absolutely, helping them and guiding them to clarity for themselves first,
44:13
like you everyone has been saying. But then that gives you a way to
44:17
actually provide something of value to them because then you get to connect what you're
44:22
offering to solving their problem or getting in their goal, and then it becomes
44:27
so easy to work together, going back to collaboration. When you have that
44:30
clarity, collaboration becomes easy, you know. And I just had a one
44:35
to quick other little thought I could add to this, This kind of the
44:38
opposite side of the coin, something that I struggled with for a while and
44:44
I occasionally still do. But I think I'm getting better because I'm conscious of
44:46
it now. Is it's also possible to over explain. It's also possible to
44:53
use too many words. Sometimes in clarity, less is more, and and
45:00
you use a bunch of explanation and whereas people get just lost. And and
45:05
that's something I've had to really seek to master, is using as few words
45:08
as possible to get to the point across sometimes the very best way. Clarity
45:13
doesn't necessarily mean a lot more words and a lot more Sometimes a little bit
45:20
it's all that's need. So just I will dance. I'm guilty of that
45:24
too, too many attitudes and other details in there. And I just said,
45:30
you know, I got lost, not yeah, on the road and
45:35
I turned left and a turner and I did all this and then then and
45:37
I'm like, huh, you just say I got lost here. You know,
45:43
it's funny every now and then my daughter will help me with that,
45:45
because I work with my daughter. She's my administrative assistant. And you know,
45:50
sometimes I get to explaining a concept and I go off from these tangents
45:53
and she goes time out back up too much, too much, too much,
45:59
just me the short version. I'm like, oh, all right,
46:01
okay, just do this and this, thank you. Okay, that's pretty
46:06
good. Look, I mean, that's that's really good that she she can
46:08
do that. I mean, I mean to really pinpoint those those things because
46:14
too much information. I mean, that's actually pretty good and we're all guilty
46:17
of that of course, of course. Uh. And that's why I kind
46:22
of I you know, this topic of clarification is really really important for both
46:27
sides, and that's why that's why we ask for clarification and ask for those
46:32
definitions or whatever it is you're talking about, because that's going to slow everything
46:38
down, because we are so quick to just try rattling off whatever comes to
46:43
our head and before you know it, Stacy, as you mentioned, we're
46:46
out and right field and how did we get there? I don't even know
46:50
how we got there. And that's exactly what happens. So if you slow
46:53
down, and that's why I mentioned earlier the philosophy of you know, first
46:58
of all, is it factual? Okay, well, we can all stop
47:00
talking because a lot of times what comes out of people's mouths are just emotional
47:07
rant rate, you know, it's just crazy stuff. So I like that.
47:12
Look that your that your daughter can actually say, hey, hey,
47:15
d hang on, who whoa whoa? Whoa time out? That's pretty good
47:17
communication between the two of you. That's good. I like, yeah,
47:21
I love hearing that. And what's what what's really good about this is honestly,
47:27
all of these we can we can apply these a deeper and we might
47:30
even have new episodes future episodes on any one of these topics because we want
47:34
to help you apply them effectively in a lot of different circumstances and situations.
47:38
So come back, let us know what you think about that, what you
47:42
what your takeaways are. Make sure you drop comments in the chat here because
47:45
we love to have that, love to hear from you on future topics and
47:50
where you're getting value here. So we're we we we're going to just have
47:55
a cool core group here of myself, Charlie, and Stacy's we wrap up
48:00
tonight. So we got a couple of more we just want to hit and
48:05
they're kind of related care and clarify. We talked a little bit about care
48:08
and critique earlier, but in Stacy, you talked about this too in there
48:15
is but being that attentative, empathetic, understanding person. Now this is related
48:22
to those of you that that, like I said, leadership voices, that
48:25
these these overlap, they're not one to one, but this is what I
48:29
typically consider like somebody that's a nurture type, somebody that's very emotionally outpouring of
48:35
others, and which is not my natural place either, Stacy. So just
48:37
so you know, this is like one of my lower scores on when I
48:40
did the assessment. I'll own it, you know which. So although I'm
48:47
a connector and I like talking to people, that's different than than showing care
48:52
in in that way. And really it's the that that the emotional part of
48:57
it. So Charlie, we'll just start with you here tonight. Like you
49:01
know, where have you seen that show up positively or negatively, maybe where
49:07
you've had a challenge there, But showing care, yeah, absolutely, there's
49:14
a saying I don't even know who who coined this term or phrase, but
49:19
people don't know or people don't care how much you know until they know how
49:23
much you care about them. And so at the end of the day,
49:28
if you can't connect with somebody and have them feel seen, heard and understood
49:35
and cared for, then it's very hard to get through to somebody and have
49:39
them like communicate with you or communicate with them effectively. And so I I
49:52
would think I typically think of myself as an mpath and so I'm that's one
49:58
of my strengths in terms of feeling out what somebody is feeling like actually being
50:02
able to detect that. But at the same token, I scored relatively low
50:09
on this one. I scored eighty. That's a free assessment that actually,
50:15
David, you you are making available. So that's that will be a great
50:19
resource for our part our audience here as well. So basically because I'm very
50:27
critical of myself and so I know that there's so much more that I can
50:31
improve when it comes to empathy and understanding and being attentive and so uh And
50:38
oftentimes it's because I have a we all have a preconceived notion about something,
50:45
and we oftentimes come into a common conversation. Uh And and when somebody speaks,
50:54
we are listening with the intention of responding and just sharing what we want
50:59
to say rather than really actually hearing them. Like what Bill had mentioned earlier,
51:04
listen, think and then response. And so that when you are able
51:07
to really be fully present and allow people and listen without interrupting and then thinking
51:15
and then respond, that actually is a form of care as well. So
51:19
that's something I'm working on myself. Yeah, Yeah, I'm the same thing.
51:22
I got an ady, Charlie, I'll own that too. How about
51:27
you, Luke? How about you? How does care show it for you?
51:31
Yeah? I don't know if I can add much to it. I
51:34
think a lot of what we've been saying is being reiterated. It's just I
51:38
think also taking time sometimes A big part of that is we're in a hurry
51:45
trying to get stuff done. We're trying to move forward, trying to solve
51:47
it, We're trying to get the answer, and people take time. Yees,
51:52
relationship takes time, and so I think, and it's something I was
51:57
talking with some of my team about recently, and one of actually an intern
52:00
that we have here at the agency, and we're talking about how sometimes the
52:06
schedule gets a little out of whack because people take longer than we'd like sometimes
52:09
when we're doing these meetings. I said, you know, one of the
52:10
things you have to learn and everything you're when you're in the people business,
52:14
which pretty much everybody is, you have to take if you're going to really
52:17
connect with people, if people are going to really trust you, you get
52:21
there's no substitute for spending all of your precious time with them, like truly
52:25
giving them your ear, truly listening and taking the time being genuinely curious to
52:31
know them and understand them. Another C word for you, they're curious.
52:37
Uh yeah, I think that time factor. You've got to slow down sometimes
52:42
and just let people talk and hear them out. That would be just another
52:46
thought that comes to mind. Well, and and I thought it to you
52:50
Stacy here in a moment minute. But just like this idea, Like I
52:52
appreciate that, Luke is I think you're saying like maybe when we're going at
52:58
them like you were talking to early Charlie, maybe a critique trying to collaborate.
53:00
In reality, all they need is truly care and assessing them and like,
53:05
hey, you know, I've got these things that I'm going to run
53:07
you, but I could being present. I mean we probably allly bet around
53:10
somebody that's been you can physically see there there's there's something going on in their
53:15
body, right, They're not they're they're just they're off. There's something like,
53:21
hey, you know, can I just show you care right now?
53:23
I mean, I've got all these other things I need to do. But
53:25
you almost saying like recognizing acknowledge and where they're at, Like is that something
53:31
you know? And like Stacy, because like you said that earlier, that
53:34
it's not your natural defaults that you don't care. It's just but that way
53:37
you cut in your mind, right, Sacy, you can help shift gears
53:39
like I mean, you know you have kids too, like how you you
53:42
have to be there for them in that certain situation them Right for me is
53:46
I'm like Charlie. I feel the same way. There's a part of me
53:50
that's, you know, like an impath. I'm empathetic. Being empathetic like
53:58
I can read people's body language. I can tell when somebody's down, I
54:00
can feel their energy when they're when they're low. I could tell when they're
54:02
confused. I may even put my hand on their shoulder just to let them
54:06
know I care whatnot. But the way I show I care is action.
54:12
If I know that you need help washing dishes, I'm gonna get up and
54:15
wash dishes with you. But other people feel like if they sat down on
54:21
sofa and watched the movie with me that they care, that doesn't show me
54:23
care, you know, so how people perceive that you care could also be
54:29
be different. But I do know that when I read people and where they
54:31
are, I do respond to them in a way that and maybe show a
54:36
little more physical touch or maybe in the way that I speak and the tones
54:40
that I speak and the words that I choose at that moment to show that
54:45
they care. But I'm just saying that, you know, I do feel
54:49
people's feelings, but I'm not the one that says, oh, come here,
54:52
let me give you a hug and you need some you know, some
54:54
love today. That's just not me. But you know, but if you
54:59
need something done, I will definitely show up and show you that I love
55:02
you. So again, this whole thing, I mean, you could all
55:06
the things, the resources that are out there, the five love languages,
55:08
the communication models and personalities and leadership and all that. I think all of
55:13
that kind of fits into If you can master just even some of those in
55:17
all of those different areas, I think that you would be a more complete
55:22
person in the way that you connect with other people, not only in your
55:25
communication, but in your body language and your vibration and all of that is
55:30
part of communication, you know what I'm saying, connecting with the other So
55:36
yeah, no, I mean, so, as we're wrapping it up here
55:39
tonight, we appreciate everybody being on here. We'll do a celebration if you
55:43
will, and we'll we'll end with celebrate. So we'll just give everybody a
55:45
chance to kind of share a moment here. This is is this recognizing number
55:50
one, thankfulness that you guys all came on to night. We had Curtis
55:53
and Bill they had to hop off. But you know a way of celebrating
55:59
recgizing people. We all love gifts for example, that are if somebody gives
56:05
me a generic if it doesn't mean as much, but if there's something that's
56:07
personalized, thoughtful, looking at them, a written note that's specific to a
56:13
person, showing gratitude, appreciation. So to me, that was my lowest
56:19
score. I'll own that one. I don't spend the time as much and
56:22
actually one of the things I want to mention real briefly and then I'll come
56:25
back to you. Charlie Is I work with a business owner and she worked
56:30
with team members and she was really busy and always going on. If somebody
56:35
got a call from her, they always thought it was something going to be
56:37
bad or negative, Like if the president's calling me, it's something bad,
56:43
and that's not a certain situation we want to be right. I'd like to
56:45
have it as celebrated. They're calling to say you did a good job,
56:47
But most people it goes to negative. Like if I'm getting call for my
56:51
boss with somebody high up, it's probably negative. So I just want to
56:55
put a spin or think about it. This is like, are are we
56:59
leaving people in a positive state or a negative state? Most of the time
57:02
when they when they leave, our presence is are they how are they feeling?
57:07
And so you know this idea of celebrate people and recognizing when that's important
57:13
to celebrate share that And Charlie just want to throw it to you here as
57:16
we're wrapping it up and getting kind of final thoughts on our conversation tonight.
57:22
Celebrate What does that mean to you? Yeah, what celebrate means to me
57:28
is EPR. It's a It's an acronym I keep top of mind when communicating.
57:34
It stands for encourage, praise, recognize, And we definitely want to
57:38
celebrate all wins. We want to reward the right behavior and give shout outs
57:45
for what we're looking more of, what we want more of from our team
57:52
members. And so we don't want to just do a generic recognition and try
57:58
to be all inclusive, you know, almost like the participation trophy. Then
58:01
there's no incentive, right for for people to to have a o CE.
58:07
That's what we call obsessive commitment to excellence. And so when we can be
58:13
actual, actually specific, right the smart model specific, measurable, achievable,
58:21
relatable and or relevant and time down as specific as you can be with your
58:27
your encouragement or shout outs, then that's gonna inspire people to want to continue
58:35
to do that, which we'll be recognized. Uh So, a lot of
58:38
people, like you said, are not necessarily in it for the money,
58:43
you know, that's what works and drives them. So we definitely want to
58:46
recognize and celebrate all wins. So yeah, thanks Charlie, we appreciate that.
58:52
Luke round us out here and we'll come back and Stacy to round us
58:55
out. But final thoughts here celebrate. Yeah, I think just to drive
59:02
one point home that I know it's already said, but just I think paying
59:06
really close attention to those personal things as what matters, and it doesn't have
59:10
to be costly, it doesn't have to be huge, but if it's personal,
59:15
like you know, this is their favorite dessert and you hook them up
59:19
you know, or you know they love this music and you send them a
59:22
free download or whatever. If you just make it truly matter to them,
59:28
it's like they say, that's the thought that counts, right, and you
59:30
put a little thought, a little effort into it, even if you send
59:34
an expensive gift. But it's just this generic kind of almost like you're just
59:37
trying to get the to do list item done. That's that's not going to
59:42
speak much. But if you give a little extra thought and personal touch to
59:45
it, even like the whole handwritten note thing, it doesn't have to be
59:51
much, just that it's a personal that It takes a little extra work for
59:54
sure, but if you can put a little bit of that in there,
59:58
I think that goes Miles. Yeah, I definitely believe that wins the day.
1:00:01
Luke absolutely, Yeah, thanks for your input there, Stacy. I'm
1:00:06
gonna do know what Charlie said and what looks up that I'm going to tightend
1:00:08
gratitude. I think when people feel that you are grateful, that ties in
1:00:15
it. That alone is recognition when you just the little things, and gratitude
1:00:21
allows you to freely give those little small notes and you know, EPR and
1:00:28
all of that. So when you're grateful for the people that are in your
1:00:30
life, I think recognizing them for who they are, just being who they
1:00:36
are, and for the contributions that they make in your life or your organization
1:00:39
becomes easier. That's great, amazing contributions. Thank you, guys. I'm
1:00:45
going to leave it there tonight. We'll be back again, so follow along.
1:00:49
Thank you so much. I appreciate each one of you for contributing to
1:00:52
the conversation and communication tonight. This is David Carr and the team saying thank
1:00:58
you very much. Follow us on YouTube or on your favorite podcast link.
1:01:04
We love to have your reviews and feedback, and we'll keep coming and providing
1:01:07
you some other additional great content throughout the whole year. So have a great
1:01:12
night and we'll talk to you next time. Thanks everybody, Thank you,