Bringing together new teams of people can be challenging, especially if it requires managing disparate personalities, diverse backgrounds, and conflicting interests. However, with sustained effort, open communication, and effective problem-solving skills, successful team cohesion is within reach. Leaders need to take the time to get to know their team members individually, invest in building relationships of trust and mutual respect, motivate mild competition where appropriate, set clear goals and expectations, resolve conflict constructively, and use feedback to coach and celebrate success. When leaders put in the work to bring their teams together, the results will be well worth the effort.
A registered nurse since 2011, Andrea works in a pediatric critical care unit. Discussing mental health and philosophy has always been her passion and outlet. Andrea wholeheartedly believes emotional intelligence is a valuable, yet under-taught phenomenon. After all, it helped her cope with anxiety, depression and her first burn out at the young age of 21 – two short years after working the floor as a nurse. Unaware of what she was experiencing, Andrea turned to talk therapy for help, where she was taught strategies on how to become aware of her emotions and thus, manage them. She learned how to handle the anxiety that had imprisoned her mind, and gained control over the panic attacks and depression that plagued her. Andrea’s goal is to destigmatize mental health and create a safe space through her podcast so she can help others who are currently going through their own personal struggles. She hopes to encourage self-awareness and self-love, and create an environment where mental health can be spoken about openly and truthfully, without stigma or judgment.
Topics
During this interview Andrea and I discuss the following topics:
- The challenges of bringing a new team together
- Tactical actions she took to get her team gel together
- How her team got through conflict with another team
- Strategies she used to improve communication within her team
- How having a sense of psychological safety has propelled her team forward
Guest Resources
Andrea has no resources but wanted to share the “Emotion Wheel” with you as one.
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Transcript
The following is an AI generated transcript which should be used for reference purposes only. It has not been verified or edited to reflect what was actually said in the podcast episode.
Andrea welcome to the show, thank you
00:00:06
Speaker
yeah, so you’re here you’re, not an author
00:00:13
Speaker
you’re, not a coach.
00:00:17
Speaker
I should I could say you’re, not a podcast or we just talk more. I hit record. I have learned you add a podcast that took down so briefly anyway,
00:00:29
Speaker
you’re just you’re, just anger, you just manager or leader team, lead andrea, someone from the real world
00:00:40
Speaker
alright, so that, if we’re the audience at their list, they, like I had a bunch of people, reject me like a scott yup, these coaches, these authors, these navy seals all these young people are great, but can we get some real people from time to time? So I got
00:00:59
Speaker
your real personalized element. We got andrew amy on the show she I are gonna. Let her introduce herself to enter what he told us little bit about yourself who your reframe, you know what you’re doing all that stuff fun. Facts are always good times to have at it came and said hello, everyone, my name’s, andrea.
00:01:19
Speaker
I live in montreal, quebec, canada,
00:01:23
Speaker
I’m a nurse condition and been in nurse since two thousand and eleven.
00:01:29
Speaker
I worked a lot in the hospital system just as a bedside nurse, and I got into leadership initially in the emergency room and and now I work in an outpatient, psychiatry departments and I and coordinate and lead a much smaller team that about
00:01:50
Speaker
five people and and it was a new clinic that just opened up
00:01:55
Speaker
last march, so there’s been a lot of development and a lot of challenges. A lot of great things that have happened and- and I joined a leadership group with scott hadn’t- he’s been helping in the group’s been supporting me through this, and here we are now.
00:02:15
Speaker
That is not a paid advertisement. By doing didn’t, I ask her to plug the group, but thank you thanks anyway. So here’s the most interesting bit is that you know your team is new, like it’s still new,
00:02:31
Speaker
even a year old.
00:02:34
Speaker
No, let’s it
00:02:37
Speaker
yeah marsh for a twenty two, so we’re eleven months, the attempt to change months of on once and three young through the process of having your team. But let’s, let’s talk about yeah that team coming together, I’m sure was nice smooth, no problems or team gelled into
00:02:57
Speaker
instantly, and everything was perfect. Great. Am I right before mara that you know I couldn’t have said it better myself
00:03:05
Speaker
yeah?
00:03:10
Speaker
Maybe there was a few challenges
00:03:14
Speaker
always are so, let’s talk about the challenges that you like, so let’s you know, let’s talk about. First off, let’s talk about your team coming together. So what were some of the challenges? But, more importantly, you know how have you been getting through them and getting over those humps and obstacles hm well, one of the
00:03:33
Speaker
the first challenges that we encountered was that we were a new team coming into someone else’s turf. Essentially, so we we were new. However, we were our. Our space was being used by other teams as well, so our first
00:03:53
Speaker
challenge was really building our confidence and our self image and feeling like we could take up space and that we could get what we needed, and so that was really challenging to navigate while we were still figuring out how we worked with each other as a team.
00:04:12
Speaker
So at the beginning
00:04:15
Speaker
there was a lot of time spent really just building our relationships with each other and then also building the relationships with the other teams that were already present.
00:04:31
Speaker
Yep relationships are crucial for sure, especially in in this context. For you know, it’s new team new people come together, you’re, making the assumption here that many of you didn’t even know each other before he came together like and then the interesting dynamic of walking on someone’s turf so
00:04:48
Speaker
or something like that, like tactical things that you guys like did to get to know each other to kind of break the ice and then beginning to gel as a as an organization
00:05:00
Speaker
yeah so
00:05:02
Speaker
well it it started with just
00:05:07
Speaker
it was a mixture between going with the flow but creating structure so going with the flow in the sense of let’s see what comes at us during the day, because we read the point of, we didn’t even know what we didn’t know yet. So we had to just go day by day or hour by hour and see what things we needed
00:05:26
Speaker
to now and what problems arise and, at the same time, build structure like establish, regular team meetings and team-building lake activities that can help us gel as a team. So that included things like going for walks together on our lunch.
00:05:46
Speaker
Our do
00:05:49
Speaker
taking
00:05:51
Speaker
time to get to know each other over coffee have some other times during our breaks and and also we organized a few thank assets or or happy hours with with the team as well, which really helped actually that one is a winner after questioning, if you should do at happy hour with your team,
00:06:10
Speaker
the answer is yes:
00:06:17
Speaker
yeah
00:06:19
Speaker
yeah. Those events generally go over well, I wouldn’t have at it, but I liked of the walks like how suppose that, yet, how often do people not do that right, like how often do teams actually do that, I don’t hear of it often and all the people I talked to like you, have something simple
00:06:38
Speaker
lol as walks by kind of liked. I liked what you said like you’re, you’re, flexible, your data will some things you said. Oh, it’s the scope. The flow see how this works, because every team is different. You gotta try to figure everyone, but at the same time like oh, we identified the places where we do need structure your team meetings, for example your weekly rhythm, like how
00:06:59
Speaker
how your weekly schedule stuff like this, like nothing, gets the team going gets people in the groove, but at the same time you need that at harkness of a who was go for a drink I
00:07:12
Speaker
and away we go now. You mentioned earlier you’ve locked in your. You took the keys to the house. You walked in someone else’s house for say in someone’s turf, but up now now are obviously this doesn’t happen every organization but can happen to others like big companies. Org
00:07:31
Speaker
visit, big companies and corporations like teams get shuffled around all the time looting gets built. There say: hey. You work out of this officer over here and long behold. You’re someone’s been working there for past fifty twenty years and like who the heck are you and it’s kind of similar? Knowing your backstory discuss or have you guys so how’d that go
00:07:51
Speaker
go? Was there conflicts sister were course the workers wouldn’t get much better, but you know how did cause you’re getting through the work through these conflicts with this other team that was in the same physical space as yours, yeah, so I mean in terms of physical space, get to start there
00:08:12
Speaker
there and we didn’t even really have our space established at first and we were bouncing around offices and actually just this last week we are, finally all in our finalized office spaces, so that tech. What are we now? As you said eleven month hint at ten months, in though the first issue is actually
00:08:32
Speaker
the physical space which was quite challenging for the team to not feel like they when they went into the office that they had somewhere that they could put down their their boots, though, or you know, leave a few things on their death could not have to lug things back and forth every day. So
00:08:52
Speaker
our initial plan going in where we would
00:08:57
Speaker
we had certain offices set up more and next two teams that were already there, that we had to readjust quite quickly because it it was sharing offices with the other team directly, and we learned that that was quite challenging because of those reasons have
00:09:17
Speaker
not being able to set anything down and managing schedules between two teams.
00:09:23
Speaker
It just we’ve. We’ve we figured out that that wasn’t really going to be an effective strategy and it wasn’t going to help our team feel like we really belonged there. So we were able to you know I was able to bring that up later with our team and will with the managers, and we were able to foul
00:09:43
Speaker
find a different space in the meantime and which was better and even though it wasn’t the finalized space that that the team would be at least it could be a space that they could call their own. So that was one of the first challenges and I I think that it was really important that
00:10:04
Speaker
team felt that and in terms of clashing with other teams, it was less common to be face to face with that, because we had our own space
00:10:17
Speaker
a
00:10:18
Speaker
other things that
00:10:21
Speaker
we’re coming up. That, I think, were really challenging. Could all come down to honestly misunderstandings and miscommunications. So things that were new to us were old news to the other team, or
00:10:37
Speaker
once you’ve been doing something for awhile. You might not understand why somebody else doesn’t understand it, and there was a lot of that. So when we would come to clarify questions, it might have not been obvious to the other people in the clinic. Why we’re asking those questions and-
00:10:58
Speaker
and that was that- was quite hard to navigate, and I
00:11:03
Speaker
I think what really helped with that was just creating a strong team within us and keeping the open communication and letting our team know that it was okay to ask questions and
00:11:17
Speaker
we could ask the questions among ourselves. First, if they were uncomfortable going elsewhere and kind of funnel it up through
00:11:26
Speaker
through me, or I could funnel it up through my manager to make it more efficient,
00:11:33
Speaker
and so so there was little strategies that would arise to help manage the flow of questions and challenges along the way.
00:11:46
Speaker
What were some of the strategies, because I’m sure the leaders at through will listener, but my may be in a similar situation and yahoo
00:11:55
Speaker
they could implement these. So one of the strategies was really just encouraging the curiosity, encouraging and the questions so at our team meetings, there’s really a section that we would devote to info sharing and oak
00:12:14
Speaker
open questions, so info sharing would be
00:12:18
Speaker
if you learn something even if it was, you figured out how to work the fax machine
00:12:26
Speaker
that was, you know that hat that was a bit quirky. You will share that information so that it wasn’t every one of our team going to ask the same thing to someone on another team. So we were more efficient. We would be able to share information and we would save that to our one drive
00:12:46
Speaker
and categorize all the information. So there was a lot of information gathering and I really encouraged the team to share that when they came upon new information.
00:12:59
Speaker
I
00:13:01
Speaker
other strategies
00:13:03
Speaker
kind of in line with that. The open questioning section of our meetings was really just
00:13:10
Speaker
creating a sense of safety among the team so that they felt that
00:13:16
Speaker
there was no stupid questions. Essentially, there were. There is no question that I wanted them to feel that weren’t appropriate or that they should know already.
00:13:27
Speaker
We tried to make it clear amongst the team that we understand that this is situation is new and that we’re going to ask questions and network going to ask the same questions over again and that that was okay.
00:13:42
Speaker
So
00:13:44
Speaker
it a lot of things were repetitive a lotta things took a lot of time. However, it was, it was an organized chaos when I look back at it now, it might not have felt like that during the time. But when I look at how far we’ve come, I can see that
00:14:01
Speaker
it was a really effective way of getting the information that we needed and we were able to achieve a lot throughout this year of establishing a new team and starting projects within the team that that aren’t quite impressive
00:14:17
Speaker
and I’m very proud of of the team.
00:14:23
Speaker
Yo. Are
00:14:25
Speaker
I love the fax machine example
00:14:28
Speaker
that is awesome and I’ll. Tell you why? I think it’s fair have slipped into a are also simple person ago was just the facts for shooting anyone knows of fact, but yeah, there’s quirky, there’s corker equipment all the time and alter your quick side tangent. When I went first show
00:14:48
Speaker
autograph garrison in our officer had a printer they’re like I wanted to go office space of nothing like yo, take it out in the middle of the desert, where we were. We are plenty desert space and like take a baseball, bat or margaret. My time noted that she just like the scene from the heavy office space, but but it’s interesting, you mentioned near the quirky fax machine, but if you think about it,
00:15:10
Speaker
how many hours would have been lost on that? If you guys didn’t share that info,
00:15:18
Speaker
how many time how many people would have gotten frustrated? And you know waste and not wasted but used up time? Just like you said there wouldn’t be going to the the one person the I t, guy artie dan and ass, ninety than hey. What’s up with this fax machine and then we’ll get frustrated ago, go area
00:15:38
Speaker
again, you’re a hipster hit, nine did a triple tap on the side and then hang up and all work right. That’s the secret handshake or to the fax machine out of sounds like, but yet my points, but it’s super things like that which actually help right and people are things like hey, you know was only
00:15:58
Speaker
hey sandwiches at the cafeteria to best ever or two away.
00:16:04
Speaker
You know little things like that, but it’s interesting because yo it helps people. It helps people get that sense of feeling of I’m at home, cause you just awesome. It’s not like your teen was kind of being bounced around for awhile and you didn’t feel like they’re at home and, finally, now tenant change months later, almost a month later, the
00:16:24
Speaker
finally home, and it helps ip now. Moving to the next topic, you dimension, something which really sparked my interest in you talked about safety, psychological safety, which is what I was hearing their race. I know that’s a topic near and dear to your heart, not because it is so I
00:16:44
Speaker
lg confirmed,
00:16:47
Speaker
but rather her. You know what I get from you all the time when we talk reclaim that your joy building that sense of psychological safety with your team. So can you talk a bit about that? How you’ve been able to build that the response she had gotten from your team
00:17:03
Speaker
as you build that and the benefits that’s coming out of it? Yes and so yeah psychological safety, and
00:17:13
Speaker
is
00:17:15
Speaker
it’s really been something that has really changed my outlook about teams and really it’s it’s it’s grades, and
00:17:27
Speaker
when I started learning about psychological safety,
00:17:31
Speaker
I understood why it was important, but I didn’t know yet
00:17:37
Speaker
how do you actually create the psychological safety within the team, so I was going in there being like? Yes, I want to be.
00:17:46
Speaker
You know I want to create a safe environment for the team and want them to know that they can challenge me. I want them to know that they can learn. I want them to feel at home and and
00:18:01
Speaker
then you know, you start getting these challenges and
00:18:06
Speaker
that’s where those moments come up, that you can build the safety. So just to recap, I,
00:18:15
Speaker
when I first started understanding it. I thought that preventing conflict was creating psychological safety. However, now I understand that it’s not preventing conflict, but it’s embracing the conflict and saying oh, this is ok that this happened. We are still safe as a t
00:18:34
Speaker
team, even though maybe we butt heads as as a team, sometimes are we butt heads with another team? Sometimes, at the end of the day, we still want to work together. We still want to find a solution and we’re going to work together to figure out what that means,
00:18:51
Speaker
and so that’s what we really encourage an end. It does make people a little uncomfortable at first, because when I would go to a team member- and they tell me what you really think about this-
00:19:05
Speaker
tell me what you need
00:19:07
Speaker
they, they hold back and they’re like well, what do you mean-
00:19:11
Speaker
and I say no like I actually want to do. You know tell me best case scenario, and you know if you could show up at work tomorrow and the problem would be solved. What would that mean for you, or you know, I tell them to kind of tell me how they are actually feeling, if they’re comfortable about that, like, if they’re having a bad day
00:19:31
Speaker
open the door if they want to share that and a lot of people have an experience that- and I know on my team- a lot of people told me afterwards that in previous previous work, workspace workplaces, they hadn’t had the opportunity to really
00:19:50
Speaker
you know, say what they needed to their bosses and
00:19:55
Speaker
it
00:19:57
Speaker
at first. You know they. They don’t feel safe to actually do that. So it’s taken time and it’s still being built within the team for sure it’s taken time to really show that it is actually save that I’m not lying about that that I do want to hear their opinion
00:20:15
Speaker
it it’s it’s a work in progress on my end too, because I can say that I want to build the psychological safety, but you know I have my elders as well. I have you know I’m human as well, so, even if its,
00:20:30
Speaker
if it’s something that I want to achieve, it’s still work. It’s still a challenge
00:20:36
Speaker
on my end
00:20:41
Speaker
for, inter mar
00:20:44
Speaker
no are you,
00:20:47
Speaker
I love the swift and here’s. The funny thing is like her.
00:20:52
Speaker
As you know, I worked a day in do with the clean army. As an officer- and I talked with psychological safety, there
00:21:01
Speaker
am, I, my organization is a creditor for one: were the top top heavy. What we refer to stop heavy. I e rank high rank heavy, a lot of high ranking officers that were combined unit and, of course, all a types in here you got me I show up and I’m like. Oh psychological safety, blah blah blah. If you, what do you
00:21:21
Speaker
talking about recursive for it, but you you you hit it on the head. Is that you’re like? I want to know what you actually thick
00:21:33
Speaker
and I want to know the truth and where I work and way I see it, is that I don’t. I can’t afford a taunt, not know the truth.
00:21:43
Speaker
Don’t tell me what you think you you don’t tell me what you think. I want to hear because what I want to here’s the reality of what’s happening on the ground right and that’s what psychological safety does cause I’ll tell you is that I live. I’ve lived and worked in another organization where there was none
00:22:03
Speaker
and it was like woo patent use
00:22:08
Speaker
yeah. How can we spin this
00:22:13
Speaker
right yeah?
00:22:15
Speaker
I don’t feel like getting shot in the face today by the boss. So how can I spend it? So it’s not so bad and that’s what it was, but the reality was that pass was never getting the actual ground truth. So how can you make decisions? How can you operate in a way? That’s going to push your team for propel your organization
00:22:35
Speaker
fashion forward, if you’re not basing your decisions on factual information, but rather rather information either people think you want to here or there or changing the information so that you don’t know basically shoot him in the face. So I I think psychological safety is underrated
00:22:54
Speaker
and I love how you’ve embraced it hm
00:22:59
Speaker
yeah, my my team is sick of hearing about it
00:23:03
Speaker
yeah, but it you know eyes allah. If I could share you know one of my first encounters with psychological safety between me and my ah manager. If you remember scott,
00:23:19
Speaker
it was right at the beginning, and essentially there was
00:23:27
Speaker
I hours that the staff might have needed to do to work on the weekend. Based on this protocol from the government- and I I challenged my boss saying- I don’t think that we can do this as a team. I think that they need their weekends. I think that we can find a different way to do it. I and
00:23:48
Speaker
I remember sweating, like I remember when I was talking to my boss, I was like in a full sweat. She probably wouldn’t have noticed this, but I I felt scared, but I felt safe enough with her to challenge this idea, and this is probably the first time I’ve ever challenged
00:24:07
Speaker
a manager in my life, but she had without knowing it created an environment. For me as safety- and I remember her saying you know- I was surprised by your reaction. However, it gave it empowered me to then bring it up the ladder and acknowledge the uncomfortable.
00:24:27
Speaker
How I was uncomfortable with what I was asking the team of as well, and so she was given the opportunity to reflect on it and
00:24:36
Speaker
essentially be empowered, and we were able to to eliminate that, and it was a really big win at the beginning of the t, a at the beginning of our team coming together to say you know what yeah we don’t have to do this anymore. We don’t have to be on-call for the weekends and- and I
00:24:56
Speaker
I remember telling my boss, after that, you are in the final step of psychological safety, which is challenger safety. So I was able to challenge you and you did not shut me down like you. You took me seriously, and that has really that was probably the catalyst to be able to.
00:25:16
Speaker
You provide that for my team and because I know that my boss supported me, and she knows her boss, the purse her. So that makes all the difference.
00:25:33
Speaker
Your your affected lives right, you’re affected. Oh, you did affect your teen’s lives there, because I doubt now they’re able to enjoy the weekends
00:25:46
Speaker
right like that’s, that’s huge and that’s all because, as you said, psychological safety being able to
00:25:56
Speaker
being able to challenge challenged rules a chance to start. You know what was being pushed down on you at that time and then your supervisor going
00:26:07
Speaker
you’re right. You, it was pushed us up. Let’s, let’s not take you, don’t just roll over and say: okay, we’ll do it, but rather you know, let’s see what see what happens her and you got what you wanted and yan so kudos you kudos to your team
00:26:25
Speaker
and and and basically making that whole environment, so people can actually speak their minds freely and for the audience they’re, probably like. Oh, they do they’re, probably like. Oh, this is crap or you’re. Walking dancing is just garbage. Will what no we’re not talking without would, rather just like you said, said, have aus this isn’t
00:26:45
Speaker
right here. The reasons for it. This is one you know is the way we should be doing it. A very professional manner, yep doing it in in a professional manner and then getting her response back, which is what you wanted. So
00:26:58
Speaker
it’s opening the opportunity for a conversation
00:27:01
Speaker
and yeah exactly you know. I want the team to know that they can debate their case
00:27:09
Speaker
and I can debate mine and will come to this elusive, though, doesn’t mean I will always go with what they’re saying, but I will definitely taken into account and I will also share the reasonings behind it. So you know we’re working together to figure out what’s best for the team
00:27:30
Speaker
love it absolutely love. It
00:27:33
Speaker
op naar question for you as before we wrap up here.
00:27:38
Speaker
You know we talked to her all kinds of great winds. You’ve had some challenges along the way desert. Is there anything we’re you’d like to share about failure
00:27:51
Speaker
and what you’ll learn from it through building a brand new team from the ground up?
00:27:58
Speaker
Oh, okay,
00:28:01
Speaker
oh this is a. This is a good question.
00:28:05
Speaker
Hm
00:28:08
Speaker
okay!
00:28:10
Speaker
Well, I am in the process of learning I’d say I wouldn’t say that I have fully learned
00:28:17
Speaker
and yet about failure. However, I’m a lot more comfortable with it. I am a lot more comfortable with
00:28:27
Speaker
realizing that failure
00:28:31
Speaker
is not failure,
00:28:33
Speaker
its innocence. It is, however, it’s failure is an opportunity for growth. Failure is just egg helps guide where I’m going. So it’s just a stepping stone. It’s part of the process and if I can, you know, add in a little mental health,
00:28:53
Speaker
I hear what I tell what we tell our clients. His recovery is not linear, so it’s expected that you’re going gonna, go up a few steps and then come down a bit and then go up if few steps and come down a bit and that’s totally normal, we expect to come back down. So that’s now
00:29:13
Speaker
what I see failure as it’s just helping me redirect where I need to go,
00:29:21
Speaker
it’s easier said than done,
00:29:25
Speaker
but you know that’s when I, when I do think of it that way. Now it just feels much lighter. It doesn’t feel like all or nothing, which is another theme that that I talk about a lot. So failure is your friend.
00:29:47
Speaker
He you bring. To my mind the thomas, a edison quote right. I have not failed. I’ve just found ten thousand ways that don’t work, I’m not a cloak guy, but this one actually fits yeah. That quote cause you know and that’s and that’s what you’re
00:30:04
Speaker
we’re basically saying like okay, you know I haven’t failed. I just found a way that doesn’t work or it back to the drawing board. Why doesn’t work now? What can I do better next time? What things can I change? What worked within the pr hey yo, despite it not overall, not working, but while some parts probably did we
00:30:24
Speaker
in heck? How might we maximize on those room? We talked about this in the mastermind, the one we talked with a r process and going over that all the time, so so many benefits lots of failing, essentially so many benefits, because back if the opportunity to build psychological safety, if we go back to that because when the
00:30:45
Speaker
team sees
00:30:47
Speaker
failure but that we’re still together and we’re still moving forward and that it’s not seen as somebody’s not doing their job well, but it’s just seen as an opportunity for growth. That is what builds confidence in in the team and within themselves
00:31:05
Speaker
off mic drop moment right there.
00:31:08
Speaker
That is a drop of palms like her needs authors or andrei me,
00:31:17
Speaker
yep there are edge of his visit. It’s been a pleasure, precise. All good things come to an end, but before we wrap this up a couple of last questions for you, I’m sure you know these are first one being
00:31:31
Speaker
according to you or what makes a great leader
00:31:37
Speaker
and transparency, authenticity
00:31:44
Speaker
and
00:31:48
Speaker
hm
00:31:50
Speaker
with a dash of humbleness
00:31:54
Speaker
sounds like a nice recipe there, yeah transparency or
00:32:01
Speaker
we’ll just throw a little sprinkle humbleness on the top.
00:32:05
Speaker
Now that’s great, that’s awesome.
00:32:07
Speaker
You know as we as we talked about you’re, not an author in our coach, you’re you’re, you’re you’re, a leader from the ground, as I like to say, but if there’s anything you’d like to plug, I don’t know, maybe it’s mental awareness, maybe the podcast. You might read that right. Oh, I didn’t restart over to you right now. What would you like
00:32:27
Speaker
have at it plugs up or something I dunno? I mean if I could plug mental health. I
00:32:38
Speaker
I get an emotion: we are
00:32:41
Speaker
I’ve a bit of an inside joke
00:32:44
Speaker
mastermind, but you know what I’m sticking with it. Actually, everyone, google emotion meal and I will help you. I promise,
00:32:54
Speaker
you know what don’t google it just go to lead dope, ass dot com forward, slash two four nine and the emotion wheel is in the show notes that is an inside joke. True leader growth, mastermind of something that andrew has been a fantastic member of from
00:33:13
Speaker
very early days, I would actually add- and and it’s funny, because what what brought you in was was actually when we started talking about psychological safety there, and I would sit in that that sparked your interest and even an active member ever since so- and here you are now on the show. Even so.
00:33:33
Speaker
Thank you. Thank you for your weekly contributions that it does help the entire group for sure, thanks for coming onto the shows bill, blast yeah. Yes, that’s real thin.
00:33:44
Speaker
Alright, alright audits, again show notes, lead, don’t boss, dot com for size, two, four! Nine in you check the books you will there till next time is always lead. The boss take care now.