Yves Doucet: “A lot of people will say that (recognition) takes a lot of time, takes away from production time, the task at hand, so why is that so important?”
Sarah McVanel: “Let me ask you guys; Have you worked harder for a boss or colleague that believed you were important?”
Yves, Shelley: “Yeah. Oh yes.”
Sarah: “There you go, there’s the answer!”
***
Watch the Facebook live interview:
https://www.facebook.com/DovicoSoftware/videos/877674816823390
Links:
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Yves Doucet: “A lot of people will say that (recognition) takes a lot of time, takes away from production time, the task at hand, so why is that so important?”
Sarah McVanel: “Let me ask you guys; Have you worked harder for a boss or colleague that believed you were important?”
Yves, Shelley: “Yeah. Oh yes.”
Sarah: “There you go, there’s the answer!”
***
Watch the Facebook live interview:
https://www.facebook.com/DovicoSoftware/videos/877674816823390
Links:
**Please Like, Share & Follow for upcoming episodes!**
https://www.dovico.com/podcasts/
I gotta prove it to you every day because you're coming with education. Let me see. Yeah must be the fact that they were yeah it's it's real. You know the word leadership for some I had little tears in her eyes. So great. Love you so much. I'm watched it. You know we've watched it. We've cancelled it. you. Uh who did that to you? Who did that to you? Um and and and Rockstar was the last one. Yeah so good. So so much much. We are going to put down below Sarah's book. She wrote possibly, you know, like we still have massive injuries at grow every day. Cheers to helping people grow. Love a to work on continuously. Yeah. And as people adopt the being part of us and being a friend of the show. We'll see know in your heart that you don't believe work is a safe all this reason not to believe me and all every all the other Forever Recognize Other Greatness Flip Side of Failing amazing material. Sarah McFannell thank you again for some forgive me for the psychobabble. Some trauma. They and that's the way we feel about it. Our sign out front as you again. Mwah. Love you. Love you. Get your workout on. Hi Shelley Butler. Let me do that. And Sarah McVanel. Thank you so people helping people grow. Yeah. Cheers to helping people people is just a dirty word. And they've been treated badly. work. I gotta I gotta help you see that you are okay here and co-workers backs. You know we have created a community here our fears are real. Yeah. So we've we've watched it. We've believe that all your worst fears that you may or may know place economically, socially, you know, like physically providing a foundation means that You know what? I know you saw their they they lost that vacation when they're a kid parents got a divorce fighting over money and then they're win. Oh what an amazing amazing Mindset Monday vote even though Um it and it doesn't take just words to say here is going to some of these people that come in and and you know who hurt don't really believe. Maybe you don't think about it but you they become part of it as well and then they have their to them. Right. So here's the thing and again sorry for being preachy but if I hear one more time that the millennials are be a safe space. It is something that Eve and I have of work. Understand that and go oh this person's dealing with like this this is part of people's knowledge about work. practice and realize that we'll have their back every time then We've coached it. You know you know you you want to embrace pickles that you've worked for and with gave you a and to losing their jobs in an economic downturn or it was It is. So we have part of your foundation of the you know off their grandparents in the recession and then we they're the best value. I'm not just talking economic value able to. But then all of a sudden people you know we're sudden were were you know they lost their job and then their that meant something to them because their parents all of a problem. Those years no. That is ageism. We have to look at the context in which we We brought people in to the world why people aren't loyal? Because we don't show loyalty year. It must be their birth. You're right. That was the COVID and we furloughed all kinds of people. And we wonder born between this decade to that you know that year to that Why? Because we can't buy people's loyalty. Right. To be disloyal. I'm just going to be like okay let me see. We laid packages and signing bonuses and it doesn't fix anything. because how many people have increased salaries and benefits and learn online but we didn't actually give them a good furloughed all their parents and we forced everybody to go because they can. Yeah. Anytime people have choice. Once it's Here's what's happening. People are voting with their feet this month. This month right here. You know to everything we employer. When you have choices you go where it seems like oxytocin and the parents like oh this is why I'm in it for it's the gas buying your gas or your cellphone plan or your when we were babies. If a I do not smile at my parents and and smiles at baby. Baby smiles at them. Creates this yummy be adorable. They're probably not going to you know wake up seeing in a great resignation. Sorry to get all preachy. emotional value where is the loyalty? And here's what we're an open market people go to market right? If it's whether reinforce each other's behaviour. You smile at parents do and who we are. If we do not have mutual exchanges of somewhere else. This smile is why why I got the stretch marks foundation are the things that that actually kept us alive on me like I owe it to them to make to set good directions and the next 25 years and I could have spent a million dollars like there's no survival thing about like where we neutrally all stay on track and we can build be in community together help people be successful where they go. However, the leadership, it's because I genuinely believe it's going to and yes, I need that MBA so that I'm good of good financial steward and making good choices because so many people depend basically laying more foundations of the things that capacity. But no and nobody needs a degree for that. Nobody know organizations of a volunteer or community all night long to take care of me. Like there's a legitimate relationships. Of healthy communities. Of healthy you than somebody else it's pretty vulnerable. Like you know I strategic plan. So we all can feel a sense of belonging and a foundation of healthy families. Yes. Of healthy everybody needs. Right. And yes we can use tools like a move in a direction. Yes we can use tools like a Gant chart or some of the other project management tools so that we can to be aware of what the trends are. So, if I bring an agile practice. Not only to be like an example but to be the needs to vet be vetted. So it's a bit you know as professionals about foundations. They're about principles. They're about have to admit that if I do things really well I'm that we actually all know what the foundation looks like. It's of the things I think that's so uncomfortable about this. Is and as people with titles and people earning like more money Something just happened. Yeah like it's like well instead of foundation. I like that. Yeah. Yeah. Oh absolutely. Here's one is most of the time businesses we focus on the mission statement and the vision statement. But are we focusing You have an inverted org chart. I'm at the bottom. Yeah. Yeah. foundation. Our job as leaders is to be those to be the think that and maybe it's not like the bottom up. It's the you and the organization. You want to go first. Because how particular direction particularly direction if we're actually rise up. Right? Yes. So our job is to to be the practices. They're about like building a way so people can Sorry. I'm sorry. I get excited easily. Yay. Now I'm off and recognition and then others can see it. Modeling ooh. coffee. Imagine me on coffee. So so like what you're saying And so yours your support. Yes. Your support and leveling up. on the foundations? Yes. Right? Because really leaders are foundation. Yeah. I have to provide the foundation of love like it's weird like we we think like this is so good. since 2019 we've had the privilege of getting to know See what I mean? See what I mean? You know? So I just I people who feel a bit more comfortable can make the next actually have a a more of a a reverse pyramid so to speak. can we ask somebody else to go first. If we or go go in a not willing to go first. So I I invite you to consider how you you your philosophy. Everything you've ever said to me in the step. So I and and that's so your culture right? You serve set the psychological safety to say I'm not okay first and then The leader has to go first. To create the space for love to offer you a reflection. Um you've mentioned top down a few in love and hugs and embraces and seeing one another and they know it's safe. Period. Mm hmm. Yeah. And and I want to times and what you just described to me is bottom up. creating that space. Making sure that when they come here saying I'm going to double down. I'm going to double down years. There's no space in business for love. And I kept loving human being. Show up. Show up. In that presence of people are well. Like Sarah said you don't have to be the First and foremost 2023 is all about wellness. Make sure your love. Just marinate it. So many people said to me for so many present. They're here right here right now. Because when they're elsewhere. When their parents are sick. When their children are sick. When their minds on that broken down car psychologist. You don't have to be. You just have to be a against those barriers. Make sure that your people are well. that they can't afford. That's when you're going to come up uncomfortable situation from the top down you are only about coming out of that meeting. Make sure that the people that are in that meeting are feeling good and are creating yourself a demise. Nobody is going to feel good can take the space. Yeah because when you create an running an organization ensure that your people know that they Hold space for people. People need the space. If you're It's about how many you gave. Yeah. It's so important for us to recognize one another in the good times and the bad times. you gave. Yeah. Right? It's not about how many you received. competition. It's not about Sarah you only received 20 shout outs last month. It's not about that. It's about how many a competition between each other. It's that personal acknowledgement. That's the badge right? Yeah. And it's not little gift. Yeah. Or something. That's the they catch themselves we'll send them a little like a actually we we recognize people when they do it. Yeah. When people in reaction and able to say I'm in reaction. I'm best. Right? You you can say let me take a step back here. going to take a step back. Yeah. For for this moment. So Yeah. It's okay. And we see that at Dovico now. We see know. When you can actually see your self as not being the very You're going to come off like an **** probably every time you you're in your knowing and that's the that's kind of how you are set up in your mind and in and in your heart really. getting emotional. Yeah well think think about it. If you if you think that you are in your knowing. You're not clear and yourself isn't it? Oh absolutely. You're saying that I'm in reaction here. That's an acknowledgement to you're not bigger than this. I'm bigger like I can be admitting to you and to other people? Like I acknowledging isn't that an acknowledgement to yourself though when you're that you're part of it. Your voice matters. So isn't like answers. And we have to be very vulnerable to let people know beings, right? They should know the answer. We don't know the seeing the CEO as a human. We're seeing them as knowing human. We're not seeing the teacher as a human. We're not not seeing the priest or the minister at the front as a reaction? Shouldn't you be better than that? You're the leader. Right? So we're not seeing people as Humans. We're very much the blame gate. What do you mean your rumor for people to to actually embrace it right? It would be started to be vulnerable then and there. Which absolutely Eve has showed us this for you Years. In 2013 he got up on exact same thing. You know? It took a while. It took a while gave permission for every one of us to be able to say the Monday mornings before we started our lives and he version of yourself, right? And it starts from the top down. that's the time to vacate, to get out, to give yourself that space needed. So when you come back, you can be the better in the moment. When you're feeling the feelings, sometimes the exact same thing, right? Not everybody has to be ready you're able to give over to others, allow them later to say Can we talk about it later? Those those feel Though that vulnerable. It is. Hate is so vulnerable. Like the tail end you've when we talk about you know people feeling safe that leadership role telling the people that my attitude's not how we validate that this is real. Yeah. That this is truly thing. Yeah. I think this is a lovely thing. For once people Yeah. Yeah. So so yeah that's how low starts. That's why the reason why you don't know what's going on? Yeah you know response to give them the role. Yes. Absolutely. Yeah. Yeah. always used to say right? Uh and I can't change a dill can't get around conversations. And and that's so important. you're here. It's it's so true. It's so true. That's why you're a friend of the show. Being vulnerable. Yeah. In that understand about this. Yeah. And I'm not saying we all need great. I can't serve you well right now. I am in reaction. of how love starts. And we need. And thank you for saying as we take a step back and we examine it really thoroughly. that. I've never thought of it that way. And just and and may trying to be critical. I'm just saying like if it's not working you know for you to go find another jar. I don't know. important to us. This is when we owe them part of recognition sometimes. Right? Yeah I've been there. Yeah. When we don't hall where they all do all the listening. I mean I'm not of them. I take care of them and I want to make sure that years ago. Yeah. He even wrote it on the wall. That's what I forms of respect. If people are disposable this is when you every time you know and it's it's important that people little. And he said now it's 100%. People are able to say I you've tried this out, maybe you know, which we all do, However if that person spayed the auditions then we have a a that metaphor used for you know workplaces but hey it works. we're all leaders. Yeah. Is to look at yourself and say what's I think we've come to the end of this is how we're going to they are happy and I've had so many people be in front of me, feels real to people. So you know so the conversations you this this ancient way of working for about 120 years and that deserve the all in. And I don't mean like they're not starts. Ah. Yeah. Yeah. I have goosebumps all over my love acknowledgement it's real conversations. It's not a fake happy? Like we don't have to keep people by like forcing right? I need to to for personally I you know we hire converter that I'm sure everyone watching this is also that. Like I love that word. It's yeah yeah. Yeah like people need to have these lessons in order to be pickle. Well you know it's so funny. That came out years and they don't love it. Part of recognition is I see you as the back away? And and that's that's perhaps why so many of just dropped for me. Is that that's why it takes the time. right you can't do it for everybody. No. Right? Like you have to. You have to audition people in and out of your life. to be all in in our life. Or maybe they're not ready. Or to have our you know psychology degrees. I'm just saying it's you lean in relationship wise wise or do you make them the Where do you want to be pickled? I I've never heard deserving. I just mean we we don't have space for everybody we're not ready. And we also like we legitimately to do it don't mean all in because you know there's only some people right? So that's I think where sometimes we don't go as in. I Absolutely. And when something jumps up and like whoo that's what you're just demonstrating is like key leadership in my behave at our most resourceful and when we have some major are okay to be vulnerable in this in this world. We've run myself. Yeah. This is how love starts. And when you are like an awareness moment. And what do you choose to do with it? Do starts. How war starts right? Starts with blaming and challenges. Yeah. With a team with an individual who's really The depth in which we examine our own inner landscape and the leadership starts. Yeah. Better treat yourself. Yeah. Yeah. these crucial conversations don't happen. Is love is so now. I you know I need to take a break. I I'm looking at Relationship we have with them is is one of the most ultimate say and how we acknowledge that when they have that's part of we end up identifying as those things and we show up like that know. To yourself. Like I mean I know I'm preaching to the and he said before the pandemic one in five people had mental It's like do I do I give more of myself over to this I so good. Yeah you I know everybody knows how hate recognition and what we feel and to go back to your point vulnerable. It's time for us to speak up. And if your boss is a really powerful impactful leader in your community and relationship? Yeah. And the spirit of love or do I need to him. He's the research Olympian doctor dude. And he he get up connections you have to have a conversation. Yes. And real know where they believe they're going to be difficult it's not how we do things around here. This is truly our culture. It's doing the work with yourself. If you yeah that's where you? It's not and and I believe that that is my number one job, start by saying you know what? Like I'm not my best here right Pickles mind right? Well and and to to since we're rocking stay there yeah there's something there's a reason why not just when you're telling me what I want to hear. It's not my responsibility here right? And so that was a Great example gossiping. What Sarah just gave us a Example if how love other people. It's like okay there's something I need to conversations right? About when you're talking about saying is when I am about you. I'm not curious about your role To step back and to reflect because let love is so deep. pickles. You know so it's Dan Dill. Can't stand for a dill I just say something that just dropped for me. An insight that they get you know you cannot do the work with others without what I heard. You are a person who has the right to be book anyway. It's like how to become a great leader. Like a the stage this year Doctor Greg Wells. I don't know if you know work from a top down approach. It's time for us to be illness that they could see. You know and we're not talking comes to recognition to your point is we don't often think every day. That's my concern you know. Greg Wells stood on what I'm hearing? Like recognition means that you're forty-two muscles that are there. They're giving you away awareness you know and they'll say no I am happy. I'm like oh different from how I normally behave with this person with community. You are not my your role to me as the CEO. That's Yeah. Which explains why I work for myself because I hate you need to tell your face. Because you know those money to be able to do things that you want to do. You know, down and those those deep delicious conversations you am not great. Mm. On a daily basis. I think this is a lovely may like your dress may be pretty but your face is like people. They take care of the business, right? We take care about being difficult but it's truly being focused on their It's like you cannot get around. You have to have have the pickle metaphor we can all be dealt with pickles understand that we are not you to be anxious every day and we what lights you up and how you want to do it that we this is examine it. Keep the that are working and then examine if it lead them to what they would want to do. I don't want dill pickle and can't can't understand you then it's time you're staying there and you have to look at that right You this is an unconditional recognition. That's part of the anybody to be pigeonholed into something that they're going to you. What other skills and interest do you have? Now that want to have more people do it so they gamify it. And then you know, and have anxiety day after day, you know, morning, know it's your story. So so but the thing is is is what did I noon, and night kind of thing and and you know, really sit flip side of feeling, right? It essentially unconditional frustration. And that's what I think I heard both of you and therefore they can innovate. And what we do and And the deliciousness is I see something delicious about you Yeah. Yeah recognition like if I'm hearing it right big companies they they put it all in an app and then they you feel, the more psychologically safe and we can may be feeling anxiety and that's okay feeling stress but right? What do you want to do? Because what I know now is I've Conversation. No. Yes. Not like how are you? I'm good. How are that are working in this world and they're doing it because preview. So your advice in the workplace is actually I just filling out the you know the app. Right? Like sometimes just just you know some mental illness. We've all got a when you don't even see it in yourself. Right. Yeah. So like them to feel so validated that they stay and they they but the outside only. It's something different than that. this is this is part of the interesting conversations we about recognition is having conversations about are you be miserable at every day and our awareness of us being that starts to weigh and so they remind everybody in a town that's different. That's amazing. It's not necessarily unhappy every day. I want to help them. I want to give them how that brought you joy. Yeah. You know when people question paycheck. Like but everyone gives one of those. Yeah. Yeah. have in our family as we've got kids who are launching into they can make a mistake and therefore they could take risks but you know that's that's kind of what I think a form of them, pick something you're really interested in because every day. I do not want them to stay here at Dovico being mentorship and career stewardship and being in in COVID. So they didn't even have a chance to do a realistic there's something wrong there. So I just have to see beyond the surface and like I have to be with that person. Is that a complaint is a poorly worded request. When I can look shared purpose and contribute This is generally where going because you're creating a disruption and if it's bringing have to you have to understand that there's so many people did yesterday day. We're allowed to be wrong and so actually seeing something that's delicious out there like or your output because I know that's going to happen. When people oh my god just sounded very elderly. Young young enjoying work and interest in what you do and you bring this hopefully what what we're giving people as they are young maybe maybe it's a it's a mismatch or it could be a recognition is actually paying attention to the whole person. delicious skill set to the table which is why we hired list off many other things and I'm curious about you and what doesn't matter how much recognition that you're going right? We know more about ourselves and the world than we vulnerable right I would I would say keep going yeah keep better match somewhere else. So this is you know one of the Like it's not saying oh I like your dress. It's more saying I things I think that is a delicious opportunity when it there's the more alignment there is, the more supported you joy then let's continue to disrupt I believe that the alignment. Yeah. That's what acknowledgement does to me. curiously behind what is the complaint. The negativity. The successful young people. Yeah anyway tools to either put them in a different position at Dovico or uncomfortable that place of uncomfortable if we can sit in recognition is that it's what you just described is like there's so many careers we don't know exist. There's so now allowing them to sit in the uncomfortable of it and kind of forward but they hate going to work every day. They hate so it whole person and I'm hear I want to know more about you. miserable is really low. Yeah. Isn't it? Well, when you have a many people that you haven't met yet like how do you know mental model from the time you got your first job that work is work and and post secondary and it's like we keep encouraging you're not in alignment. I remind you of your joy. Yeah. Right? I'll remind you of what brings you joy. Yeah. And and necessarily that I work harder. Like it's that I'm I'm more something you have to put up with and then it gives you really what you're going to do and we had kids in high school hired somebody to be a programmer and they are unhappy we don't seek out like if if you're not a good writer and is to us now. We actually have put it deliberately into Our steering them towards what is it? It what is your focus, it's not that I'm running faster. Now it's like I'm it long enough we can find our joy in that if we're willing to out well you're not. You're a great writer but I'm just I Like I don't know if that makes sense to you. Yeah. Okay. So to give them because they hate doing that. You're better off say right? Keep going. Keep going. Keep going. I could see accomplishment to it. Like it it matters to someone. Right? the task when I feel that I've been acknowledged right? What I me why does he do so many videos and why is he being so just build connection. It's also how you build a sense of you know best interest? So it has to be of both and and so I connectivity. Everyone needs to matter to somebody else and are you going to how are people going to stay motivated the how can we do it in a way that we can build in those moments it's okay to stay in that lane. You know it's so important that as a like as the icon if you will right? Uh but what we've important and I think that's what happens like whenever just reflecting on what you're saying and like when I the the come to work for to not get rewards. It's called a means respect. Yeah. Nothing else. You got. You got. So I'm and what impact you had on them and so it's it's it's a both end. Yes we have to get things done. And could the way in write down if I see somebody in a meeting and I don't want to because that's another lens we need to look through the do is I I feel proud there's a proudness to it. There's like a hard. However I think the the nuance here is the creativity they're educated in that field and they feel that's their way feeling I get when I get acknowledged it's not thank you for bringing up the importance of relational able to take a risk. Yeah. When I feel seen and I feel interrupt at that time I will write it down because what I much. Yeah okay. Yeah. Sorry. You go ahead. No it's it's so here. It's like well good luck keeping them. You know or we collectively where you're going? Or is this for their own You're trying so hard to respect each other like We have And that's when I get from being recognized. I'm I'm get I'll take a look at something and say well is that the best I we celebrate the things we got done with other people. And our we have our our safe word pineapple. Pineapple. Which means right? The reduced stress and you know the dopamine hid respected. What I am more able to do is take a risk. Go on the or the nuance or the the life I get out of it. So at the end of and all of that stuff. I'm willing to bet more time is you guys don't have is when it's competition. You know this is this is the other layer of transactional rewards versus know is that I am a human doing I understand that I'm a human you continue to try to write and you continue to try to give Right? And so I'm not saying I don't work harder. I do work recognition is relational. This is this is how you build not going to be spent thinking about how you made people feel recognition. And I like to suggest to people consider how Uh I ma'am. It takes a lot of time when you want to escape and not do it. where we really run into challenges in a culture which that I've never been able to do before. Right? Running with So that's transactional if we say sometimes people are still corporation wide. Now you may not realize that there's that whenever you and I get into really deep discussions and going to be displaying the kind of behaviours that truly build we do have to get things done. You know we have to deliver. So they become genuine recognition. And I often will could do? Can I go somewhere different? I'm more at ease. and without guilt of recognizing everyone. And can actually like more productive actually. Because I do things think part of what I heard from you Shelly. It's it's also how importance. Like you know nobody's going to look back on rest of the year. And what happens between the last day edge. Like go a little further than I've ever done before. So their life. Sorry to get a bit you know philosophical here but through the eyes of work. So this is not just stuff right? product now. We call it shout out. Yes. In our team set product. So what happens is when we forget we allow for is anybody going to look on their life and in their last lovely but acknowledgements that can go project wide that when we spend more hours working than anything else when can go community wide that can go a part of the entire they got the bonus and 364 days from now you know like are they which we get things done and frankly celebrate that's I revisit the whole transactional nature of work is that we don't glad I went down to email zero. I mean that can help now by all caught up in the but I give I pay people. That's why they're know transactional recognition. Yeah. Right? So important that give people bonuses. Well you give it once a year. So what found it's a huge bit of social connection. Yeah. That social gesture that they have given deserves an acknowledgement and in him saying that that that's exactly what we were doing. We don't recognize everybody perfectly all the time. You doing and that information that they have done or that that people to remember to see that shout out. We have a bullhorn days and say I'm so glad I got all my projects done. I'm so were on to the next thing. So at Dovico we've kind of adopted also recognized is acknowledgements in private are those that that that haven't been recognized can they see time you see her in the hall you might. Yes. You know. So we we're awake why wouldn't we make sure that it's a part of thing is too and and this is an important part of that to person over in HR that just get that recognition but the next our our everyday in our all day. Um and it may the good those relationships. That's what I would that's what I things. But really sometimes it's just being spending more I don't want to miss any of them. That is how important it at Right at the start of this meeting. But actually taking has. Yeah. And it's not like we have to be perfect. I'm not I time on on recognition. Which actually takes a little time. But it really didn't take time when you're there. Yeah. That's dispute at a corporate meeting that we don't need to do it the time to acknowledge and not necessarily the group. Can you huge difference. Like it's funny because we we want to their way forward as well right? So it's not about you but we we copied it. Yeah. I'm sure he got it from somebody Right? Can we just be real about how much time it really your phone and text somebody in this organization who's made a of connection that we can build in the sense of of human you? Game Dovico Rouse yeah. Maybe he picked it up from us say that a lot. We absolutely love that because we realized motivation Monday. Right? I don't think you've ever had a celebration happens and it's the it's the unity. Whereas impress the boss by saying well let's spend more time doing rewards which is also important because you know people don't be specific and can you find your way forward without shame else. I already do but yeah we say that a lot. We say yeah we human beings not human doings. Right? Didn't I learn that from than it would have been just to like okay everybody pull out time being there right? And we have this beautiful mantra that I've picked up from you. And that is about where we are that's yeah it took more time probably for somebody to a culture of not only mood checks you know where are you how to fill your day person guessed on your Monday morning have to do a formula and calculate it but if you do want for all those who are more you know left brain oriented. We there we go. Validated. Um so I think we need to worry less takes so. Yeah. It it takes a lot of like that's my feeling. are concerned about productivity. We don't need Yeah. There you go. There's the answer. Yeah. You you you're something else to do. Nobody showed up Monday morning to get the cool stuff tab. We have a whole bunch of infographics. you guys. Do you have you worked harder for a boss for actually have on our website Greatness Magnified underneath motivated to find something else to do. That's not so important? Yeah. Well I mean do you work harder? Let me ask You know like like we gotta show some like enthusiasm about colleagues that believe you're important? Yeah. Hell yeah. Because that very question is is it's a legitimate one. We in a in a company right? Yeah. Like like a lot of people would your culture. You legit so here here's the question right? Like already the brilliant like you know you know it. So I don't you know we gotta get busy being busy here. So why is that production time. It takes away from the the task at hand and didn't see behind the scenes but like every time somebody afford not to? Like are the relationships that Disposable know and to I sometimes think like oh my gosh when do I have time to create those thank you cards. But then you go do can I would think about for people who are hesitant to spend the let I'm so honoured to be here because you you guys do love say well that takes a lot of time. Like it takes away from or that you know that that we've had enough runway in valued everybody's time. And number two you made sure that about the time it takes and matter more about the impact it the people. We're lucky enough to hang out with. So I'm just joined like legitimately we're like ah like he was here yay. motivation. It's a working hypothesis. No. Validated. Okay more of. Like you know obviously we talk about saying make sure you say thank you. Hey buy socks to your favourite recognizing me. Like let's just get meta for a second that's like one of the most important things we need to we make sure two things happen which you did? Number one you know like by all means these are like some of the things. that everyone involved felt important. Right? Like everyone important. Well you just did a beautiful example of recognize and value. Cos that's the only thing nobody can get bestie when you're thinking about them in Portland. You But what keeps us going in the meantime is that we demonstrate Failure resilience sorry failure resilient not to be in excited. I'm going to stop talking now so we can hear from that resistance and I saw that with Dovico. The flip side of all in knowing that that book was going to lead us forward in you. I am so excited. Um that you're here. You are a friend point. Like we're going to spend half an together. How do every time we interact and every time we have a decision everybody. Did you notice how Shelly her homework. She's like I'm going to honour Sarah's time which let's just say of Failing and it was all about being failure resistant right? isn't it? So the very first book that I read was Flip Side failing. And we went all in about accountability. We went of the show. Let's talk about recognition and why it's so being able to make those decisions. Sarah I am so actually. Wow. I bet straight and narrow. Woo. Yeah. I only you Sarah. It's not about just these short term wins. It's all these quick little dopamine hits. It's all about long term but that that was what I knew of you. It wasn't for you know really read a small subset because it it it's a book. And about four yeah and there's Chat GPT knows tons about you leadership and organizational development make her a valuable asset asset to to any organization to improve their performance for long term. And that's exactly what I know of commitment to excellence combined with her expertise in achieve their goals is evident in all aspects of her work. She socks. I received a little a little token in a frog. Uh because Sarah's all about recognizing other others recognition's greatness. I decided to chat GP this morning and just see what Chat GPT knew about Sarah and this was just a is a dedicated to empowering individuals in organizations to create positive change and achieve long-term success. Her greatness. And her little acronym is frog. Forever small bit of it. Sarah's passion for helping others my hashtag is all about love wins and not only did I receive drives me to do better. You know I feel the gratitude. Last That's all things Sarah. Sarah constantly Yeah. And always week I received a pair of love wins socks because Sarah knows we share. I have a huge monument in my workout room. friends through through so many avenues. Uh but the love that an amazing human being. In 2019 we met and we have become fast talk to Sarah McVanel this morning. Sarah McVanel you are Mindset Monday. I'm Shelley Butler. And I am so excited to Good morning. Good morning. Good morning and welcome to Sarah. Thank you. Bye. Thank you.