WEBVTT 1 00:00:01.199 --> 00:00:04.400 Welcome back in your Leadership. I'm Chris and I'm Lorenzo. And Lorenzo on 2 00:00:04.440 --> 00:00:08.039 this episode, I want to talk about Taylor Swift. It's about time. 3 00:00:08.199 --> 00:00:11.080 I know how many years that it takes us to finally get to this point. 4 00:00:11.119 --> 00:00:15.119 I know I'm ready for it. Are you a swifty I would say 5 00:00:15.279 --> 00:00:18.960 that there are certain songs of hers that when they come you just you can't 6 00:00:18.960 --> 00:00:21.679 help us up with to sing along. Sure, I am more. I 7 00:00:21.679 --> 00:00:25.359 would say I'm more of a swiftye. And I think some of the way 8 00:00:25.519 --> 00:00:32.000 that she shows up for her fans and kind of supports supports the overall movement 9 00:00:32.200 --> 00:00:36.039 of music and musicians. Yeah, I've never seen her in concert. My 10 00:00:36.039 --> 00:00:39.159 my daughter has Id. I did get tickets for my daughters here once a 11 00:00:39.200 --> 00:00:43.039 couple of years ago. And the reason why I want to talk about her 12 00:00:43.079 --> 00:00:46.759 on this is because, you know, there's a leadership podcast and there was 13 00:00:46.799 --> 00:00:53.159 an article that was released on Forbes talking about Taylor Swift through the lens of 14 00:00:53.280 --> 00:00:56.159 leadership, and I thought this is interesting, like I want to read this, 15 00:00:56.479 --> 00:00:58.439 and it was. It was a good article. We'll post a link 16 00:00:58.439 --> 00:01:00.920 to it in the podcast description. But the reason I want to talk about 17 00:01:00.960 --> 00:01:07.040 it is because there are there are things that Taylor Swift has done over the 18 00:01:07.120 --> 00:01:11.879 last few years, call it the last five years, that I think are 19 00:01:12.280 --> 00:01:19.719 are important leadership lessons that a lot of leaders in any realm of business could 20 00:01:19.799 --> 00:01:23.840 take as a kind of tutorial on how to move forward. And they're not 21 00:01:25.000 --> 00:01:29.640 easy things. They're difficult things, which is why their leadership issues to begin 22 00:01:29.680 --> 00:01:32.680 with. And so that's kind of what I want to talk about. It's 23 00:01:32.760 --> 00:01:34.439 not about you know, her music, although I do sing a long too. 24 00:01:34.560 --> 00:01:38.239 Yeah, no, I agree with you, Like I think that the 25 00:01:38.400 --> 00:01:41.359 article the interesting thing. A lot of decisions, Like there's a lot of 26 00:01:41.359 --> 00:01:44.840 things that you see in headlines where you say, oh, like that person 27 00:01:45.159 --> 00:01:49.319 is doing the right thing here, or that person is you know, using 28 00:01:49.359 --> 00:01:53.480 their voice for good or helping to shift the way things are happening. And 29 00:01:53.719 --> 00:01:57.640 when you start to have influence over I think policies, procedure, you start 30 00:01:57.680 --> 00:02:02.680 to have influence over how other people do things, that is leadership. And 31 00:02:02.760 --> 00:02:06.040 of course, like at the end of the day, she's a leader. 32 00:02:06.040 --> 00:02:09.400 She has an entire you know, company, she has family members, she 33 00:02:09.400 --> 00:02:14.400 has friends, but she also has like like things that are that have to 34 00:02:14.400 --> 00:02:16.879 do with her and her brand and what she does, and she's making decisions 35 00:02:16.960 --> 00:02:23.520 every single day that are leading, you know, outcomes in regards to concerts 36 00:02:23.560 --> 00:02:29.560 and merchandise and fan interactions and albums and songwriting and producers. Like every day 37 00:02:29.560 --> 00:02:32.599 she's making these decisions. So she's clearly a leader. But I like that 38 00:02:32.639 --> 00:02:37.439 we're having this conversation because I think there are very specific things that she has 39 00:02:37.599 --> 00:02:43.360 done that I think really highlights some elements of leadership that we talk about all 40 00:02:43.400 --> 00:02:46.280 the time in the context of work and leading people. So like, I'm 41 00:02:46.520 --> 00:02:51.240 looking forward to us to kind of dissect some of this because I think that 42 00:02:51.319 --> 00:02:53.240 it will resonate with a lot of people when you start to understand, you 43 00:02:53.280 --> 00:03:00.879 know how sometimes these decisions that are being made can be risky and can be 44 00:03:00.919 --> 00:03:04.199 outside of the norm, but are absolutely the right things to do as a 45 00:03:04.280 --> 00:03:07.240 leader when you're looking to influence the change that you want to see around you, 46 00:03:07.319 --> 00:03:10.240 right right. There was a documentary that she put out a few years 47 00:03:10.280 --> 00:03:15.639 ago, and there's some behind the scenes footage and one of the scenes it 48 00:03:15.680 --> 00:03:19.719 shows her talking with her staff and I think her father's in the room too, 49 00:03:19.800 --> 00:03:24.639 and she's talking about wanting to speak out on a political issue. And 50 00:03:24.919 --> 00:03:30.759 she has been almost known for not speaking out on political issues for the longest 51 00:03:30.759 --> 00:03:36.560 time. And she said that there's something that came up that was important enough 52 00:03:36.599 --> 00:03:38.520 to her to where she felt like she was her time to speak out. 53 00:03:38.840 --> 00:03:42.919 And there were dissenting voices in the room. There were some people who were 54 00:03:43.280 --> 00:03:45.240 saying that, you know, that's how you, you know, turn off 55 00:03:45.240 --> 00:03:49.159 half the audience and you know, get you half your people to not support 56 00:03:49.159 --> 00:03:52.639 you anymore. The one that I resonated with a lot was just as a 57 00:03:52.680 --> 00:03:55.039 father. Her father spoke up and said that he was worried about her safety, 58 00:03:55.639 --> 00:04:00.199 you know, speaking out about something that is political in nature, even 59 00:04:00.479 --> 00:04:04.439 regardless of the money situation. Just what could happen if someone just felt like 60 00:04:04.520 --> 00:04:09.439 they didn't like that stance enough to do something that was, you know, 61 00:04:09.479 --> 00:04:13.400 more more than just speaking out against her, but actually violent. And and 62 00:04:13.439 --> 00:04:17.360 she said that it was important enough to her to not even be dissuaded by 63 00:04:17.360 --> 00:04:20.920 that. And and you know, like we don't get political and hacking your 64 00:04:20.959 --> 00:04:28.720 leadership. But what the decision was was around her values, meaning she regardless 65 00:04:28.720 --> 00:04:31.839 of what the political issue was, it was something was important enough to her 66 00:04:31.920 --> 00:04:35.879 from a value standpoint that she felt like she had to say something about it 67 00:04:35.920 --> 00:04:43.319 and regardless of whatever the consequences are. And that's leadership. Leadership is making 68 00:04:43.399 --> 00:04:46.800 decisions that are rooted in what you know to be right in your heart, 69 00:04:46.879 --> 00:04:50.360 something that is values based. Assuming you have good values that are rooted in 70 00:04:51.480 --> 00:04:58.439 history of kindness and great relationships with people that you've cultivated. If you have 71 00:04:58.519 --> 00:05:02.120 that kind of history, then you're values are more likely on the positive side. 72 00:05:02.279 --> 00:05:04.160 But I could there are a lot of leaders that I've known over the 73 00:05:04.279 --> 00:05:08.879 years who I consider to be good leaders, but when it came to making 74 00:05:09.519 --> 00:05:13.639 tough decisions that were values based, it's not that they made the wrong decision, 75 00:05:13.879 --> 00:05:15.800 it's that they wanted to make no decision. They wanted to do nothing. 76 00:05:16.079 --> 00:05:20.360 And that was largely the voices in the room weren't, oh, no, 77 00:05:20.399 --> 00:05:24.240 you should speak out a different way. It was you should speak out 78 00:05:24.319 --> 00:05:30.759 at all. And sometimes leadership is speaking out, not just taking the vanilla. 79 00:05:30.240 --> 00:05:33.079 I'm saying nothing. We have plenty of politicians to do that. They 80 00:05:33.079 --> 00:05:38.839 get elected year year, year after year after year by just saying nothing, 81 00:05:39.360 --> 00:05:42.600 and that because they don't want to turn off anybody, and what do they 82 00:05:42.600 --> 00:05:45.920 really stand for? Nothing, and so you know, being a leader and 83 00:05:45.959 --> 00:05:49.839 standing for something even if it means there might be personal consequences. I think 84 00:05:49.839 --> 00:05:54.759 that's really a strong element of leadership. Yeah, we had an episode not 85 00:05:54.800 --> 00:05:59.360 too long ago where I talked about being having courage and being decisive, and 86 00:05:59.639 --> 00:06:01.920 exactly what this is an example of is like having the courage to stand up 87 00:06:01.959 --> 00:06:04.959 for the values, whatever they are, and what you believe in and saying 88 00:06:05.079 --> 00:06:08.519 something. I'm going to say something about that. I'm going to speak up 89 00:06:08.519 --> 00:06:13.040 in this meeting. I'm hearing something that doesn't resonate with me, or or 90 00:06:13.079 --> 00:06:15.360 it's maybe you know, adverse to my own values, and I want to 91 00:06:15.399 --> 00:06:19.360 share that because that's the value of having perspective and diversity in a room, 92 00:06:19.399 --> 00:06:21.600 as people are going to be able to share those types of things. And 93 00:06:21.639 --> 00:06:26.800 then the decisiveness actually make a decision, actually make the decision to go do 94 00:06:26.920 --> 00:06:31.360 something I think is really important, and to kind of those things together. 95 00:06:31.480 --> 00:06:35.639 To have courage when you make a decision means that there's some risk involved, 96 00:06:36.040 --> 00:06:40.519 whether it's whether it's personal risk, professional risk, you know, just overall 97 00:06:40.639 --> 00:06:43.959 just the risk of your brand or what people might believe or think of you. 98 00:06:44.439 --> 00:06:46.480 But I agree with like it's at the end of the day, that 99 00:06:46.720 --> 00:06:50.560 is leadership, and you know what, and sometimes it is okay to say 100 00:06:50.560 --> 00:06:55.600 and do nothing sometimes right like like where where it's not against your values, 101 00:06:55.639 --> 00:07:00.600 it's not something that is you know, really even having an impact to you 102 00:07:00.639 --> 00:07:02.879 were your team. I think sometimes you know, saying too much can also 103 00:07:03.000 --> 00:07:08.360 cause a problem, right or stir up thoughts or ideas that did not exist 104 00:07:08.360 --> 00:07:13.399 previous to that and really didn't need to happen. But I do appreciate kind 105 00:07:13.439 --> 00:07:18.439 of that type of approach and that willingness to go out there and say which 106 00:07:18.519 --> 00:07:20.800 you believe is the right thing. Right. Well, we see that with 107 00:07:20.879 --> 00:07:25.920 celebrities all the time too, the ones who are speaking up, you know, 108 00:07:26.160 --> 00:07:29.759 seemingly at every turn, you know, and it's like, there's no 109 00:07:29.879 --> 00:07:32.560 way that every one of these issues can be so important to you that it's 110 00:07:32.560 --> 00:07:40.199 worth speaking up, And so you lose some of the credibility and the impact 111 00:07:40.519 --> 00:07:44.120 of speaking out if it seems like every issue is important, because there's no 112 00:07:44.160 --> 00:07:46.639 way that every issue can be personally important to you. But when an issue 113 00:07:46.759 --> 00:07:51.600 is personally important to you and you speak up, if you're if it's rooted 114 00:07:51.600 --> 00:07:55.560 in what those values are. I think that's the right thing to do, 115 00:07:55.680 --> 00:07:59.120 and we see it with companies too. You say it's possible to speak up 116 00:07:59.160 --> 00:08:03.600 too much. Sure, if something isn't actually important to you and you speak 117 00:08:03.680 --> 00:08:07.360 up, it can look like what's important to you is speaking up, right, 118 00:08:07.399 --> 00:08:11.959 and the value can't be speaking up. The value has to be something 119 00:08:13.000 --> 00:08:16.000 else, and then that leads you to speak up. And if that's the 120 00:08:16.040 --> 00:08:18.600 thing that you're doing, that's great. That's what you should be. That's 121 00:08:18.639 --> 00:08:22.720 what leadership is. Otherwise it's just it looks watered down or like maybe you 122 00:08:24.040 --> 00:08:26.879 feel like you have to say something and so you do, and that's when 123 00:08:26.879 --> 00:08:28.800 you end up. That's when it ends up landing the wrong way because people 124 00:08:28.839 --> 00:08:33.039 see through it when whatever you're saying is not rooted in value. So you 125 00:08:33.080 --> 00:08:37.679 know, when when she chose to speak up, whether you agreed or disagree 126 00:08:37.679 --> 00:08:41.639 with her stance on whatever it was, there's no you had no question as 127 00:08:41.679 --> 00:08:43.399 to whether or not she actually believed what she was saying. And that's the 128 00:08:43.440 --> 00:08:46.799 point. If you believe what you're saying and it's rooted in values, then 129 00:08:46.840 --> 00:08:50.759 it is the right thing to do to speak up, even at personal or 130 00:08:50.799 --> 00:08:52.879 professional risk. The other thing that I want to talk about in terms of 131 00:08:52.879 --> 00:08:58.320 her decisions is you know the concert that that I sent my daughter to. 132 00:08:58.120 --> 00:09:01.559 The tickets were they're about one hundred bucks apiece, and they were just kind 133 00:09:01.559 --> 00:09:07.399 of middle of the road tickets at the Rose Bowl in southern California, probably 134 00:09:07.440 --> 00:09:11.279 in twenty seventeen or twenty eighteen. And I noticed that at the time of 135 00:09:11.320 --> 00:09:16.159 the concert, the tickets were being resold for sometimes like five, six, 136 00:09:16.320 --> 00:09:20.440 seven times more than what I bought the tickets for, and we didn't We 137 00:09:20.480 --> 00:09:24.919 bought them on the website, so we didn't have to pay those prices. 138 00:09:24.279 --> 00:09:28.240 But it was crazy to see those resale prices on those tickets. But in 139 00:09:28.279 --> 00:09:33.720 the follow up concert that happened recently, the ticket prices went up precipitously, 140 00:09:33.240 --> 00:09:37.799 and there were some people who said, that's ridiculous. You know, she's 141 00:09:37.840 --> 00:09:41.600 asking too much money for her tickets, that's greedy. But what was happening 142 00:09:41.759 --> 00:09:46.519 was, you know, her team and her saw that the tickets were going 143 00:09:46.559 --> 00:09:50.159 for so much more than face value for the previous tours, and all that 144 00:09:50.240 --> 00:09:52.600 money was going into the pockets of the scalpers who were reselling the tickets. 145 00:09:52.960 --> 00:09:56.480 None of it was going to the people who were putting on the shows, 146 00:09:56.759 --> 00:10:00.320 and so she raised the prices of the tickets. Even the oh, the 147 00:10:00.360 --> 00:10:03.360 public said, this is greedy, this is ridiculous. Why would she think 148 00:10:03.399 --> 00:10:07.639 she could sell a ticket for five hundred dollars or one thousand dollars or whatever 149 00:10:07.679 --> 00:10:11.840 it is. But then she went out and she spent fifty five million dollars 150 00:10:11.000 --> 00:10:13.840 to give to her staff. She gave bonuses to her staff, and in 151 00:10:13.840 --> 00:10:18.240 some people cases it was a there were six figure bonuses. This was life 152 00:10:18.360 --> 00:10:22.919 changing money for them. And so she actually put the money in the hands 153 00:10:22.960 --> 00:10:26.320 of the people that needed it. And she didn't say, this is what 154 00:10:26.360 --> 00:10:31.679 I'm going to do. She just did it and then trusted that the values 155 00:10:31.720 --> 00:10:37.799 that she exuded throughout throughout history and the way she treated her people, that 156 00:10:37.799 --> 00:10:41.200 that would be what was looked at, not whatever the clickbaity media headline of 157 00:10:41.399 --> 00:10:46.399 oh, you know, artists, you know, raises ticket prices two hundred 158 00:10:46.399 --> 00:10:48.919 percent or whatever it is. And she was right. She did the right 159 00:10:48.960 --> 00:10:52.559 thing, and it paid off in the long run because now the tickets were 160 00:10:52.559 --> 00:10:56.840 going for closer to what the actual retail value was or the market value was, 161 00:10:56.080 --> 00:10:58.279 and the money was going to the people who were actually putting on the 162 00:10:58.279 --> 00:11:01.320 shows to people who just you know, south there on a computer with a 163 00:11:01.720 --> 00:11:05.159 bought buying up tickets and then reselling them. Yeah, I think it's a 164 00:11:05.200 --> 00:11:09.159 super interesting, you know approach, and again I think understanding what's going on, 165 00:11:09.399 --> 00:11:13.679 seeing the impact that it's having, realizing that you have fans that are 166 00:11:13.679 --> 00:11:18.200 willing to spend this much money on going to see you. At the end 167 00:11:18.240 --> 00:11:24.240 of the day, it's it's going to be like, like, people are 168 00:11:24.360 --> 00:11:28.200 going to appreciate the fact that you did the right thing and you took care 169 00:11:28.480 --> 00:11:31.320 of those that are working on these shows like that. That's going to be 170 00:11:31.360 --> 00:11:35.600 the thing when you have true fans like that, and there's kind of this 171 00:11:35.759 --> 00:11:41.399 established trust that you have with your your fans and those around you. And 172 00:11:41.480 --> 00:11:43.399 as a leader, you know, there are things that as a leader that 173 00:11:43.440 --> 00:11:48.559 you can do that that are not normal, that are against what common sense 174 00:11:48.639 --> 00:11:50.799 might be, that that have have been a certain way for a really long 175 00:11:50.840 --> 00:11:54.759 time, and you're kind of like challenging status quo here and you're pushing back 176 00:11:54.799 --> 00:11:58.720 against you know, what's always happened that way, and you're able to do 177 00:11:58.759 --> 00:12:03.639 that because of the equity that you have from those that support you, and 178 00:12:03.679 --> 00:12:05.720 that that those that that that know you, know your values, know your 179 00:12:05.720 --> 00:12:09.559 integrity, they give you a lot of grace to do those types of things 180 00:12:09.879 --> 00:12:13.919 because they have a belief that it's for a reason and that the outcome is 181 00:12:15.000 --> 00:12:18.159 going to be beneficial for those that need it. Like, that's just kind 182 00:12:18.200 --> 00:12:20.279 of a that's what you get to have when you when you're a leader, 183 00:12:20.360 --> 00:12:24.399 that you have that that type of relationship with your with your people around you. 184 00:12:24.679 --> 00:12:28.519 And so for her to do that and then for her to turn around 185 00:12:28.960 --> 00:12:31.440 and to give that kind of money to those working on her shows, like 186 00:12:31.600 --> 00:12:33.679 guess what, I bet you there's a lot of people that want to work 187 00:12:33.679 --> 00:12:35.879 on her shows now, right, And I bet you there's a lot of 188 00:12:35.919 --> 00:12:39.519 fans that are like That's why I'm a fan of hers, That's why I 189 00:12:39.559 --> 00:12:43.360 appreciate her. She does things like this that other artists maybe they do, 190 00:12:43.440 --> 00:12:46.519 maybe they don't, we don't know, right, but but the way that 191 00:12:46.559 --> 00:12:50.759 she did it was in such a way that I think it speaks to the 192 00:12:50.840 --> 00:12:52.600 values that she has, and it speaks to the gratitude that she has for 193 00:12:52.679 --> 00:12:56.879 those around her that are helping her have the success that she's had, Right 194 00:12:56.960 --> 00:13:00.440 right. She she wrote five hundred thank you notes to all the people who 195 00:13:00.519 --> 00:13:03.960 worked on her tour, like personally wrote them to each of those people. 196 00:13:03.399 --> 00:13:07.799 You know, I think of you know a lot of organizations. Most organizations 197 00:13:07.960 --> 00:13:11.240 have less than five hundred people. Like just the quantity of companies out there, 198 00:13:11.480 --> 00:13:15.120 most of them have less than five hundred people. But I don't I 199 00:13:15.159 --> 00:13:20.840 know very few CEOs of companies who personally write thank you notes to their employees 200 00:13:20.879 --> 00:13:26.399 every year. And and at some point you have to figure out what's important 201 00:13:26.399 --> 00:13:30.279 to you, and if your people are important to you, you find ways 202 00:13:30.360 --> 00:13:33.559 of showing them that and not just saying it. And I think, you 203 00:13:33.600 --> 00:13:39.000 know the it's easy. You know, my wife always said to me that 204 00:13:39.120 --> 00:13:41.679 I picked a flower for her once that was on the side of the road, 205 00:13:41.919 --> 00:13:46.360 and she said that meant more than you're going to the store and buying 206 00:13:46.600 --> 00:13:50.120 hundreds of roses. Like buying something at the store is one thing, But 207 00:13:50.240 --> 00:13:54.919 the gesture of thinking about doing it and going and stopping and picking a flower 208 00:13:54.919 --> 00:13:58.519 on the side of the road that met more because it's the thought that went 209 00:13:58.600 --> 00:14:01.840 behind it. And this is the exact same thing. The money was not 210 00:14:03.159 --> 00:14:07.000 the the grand gesture was the money that she paid her people, but what 211 00:14:07.240 --> 00:14:11.320 was behind it was a genuine care for her people. And that's what those 212 00:14:11.320 --> 00:14:13.759 think you notes say, So the you know, of course they're going to 213 00:14:13.799 --> 00:14:18.279 take the money, even if the boss is not a nice person. But 214 00:14:18.399 --> 00:14:22.120 the fact that they're a nice person also shows that what was behind those bonuses 215 00:14:22.120 --> 00:14:26.159 and that money was a genuine care for them and not just you know, 216 00:14:26.200 --> 00:14:31.679 trying to sway public opinion. It was this idea that she believed that the 217 00:14:31.720 --> 00:14:33.919 money should go into the hands of the right people who were putting these shows 218 00:14:33.960 --> 00:14:37.240 on. And then she just made that happen, not with a press release 219 00:14:37.320 --> 00:14:43.480 or fanfare, but just quietly doing it and then knowing that it eventually the 220 00:14:43.559 --> 00:14:48.000 right information would come out at the right time, and that the values that 221 00:14:48.120 --> 00:14:52.559 were exuded throughout the throughout the organization, and throughout the years would be what 222 00:14:54.240 --> 00:14:58.879 is viewed as rooted in these decisions and not just you know, some type 223 00:14:58.919 --> 00:15:01.399 of you know, a play for pr or something like that. Absolutely, 224 00:15:01.480 --> 00:15:05.320 and with that it brings us to this episode's one minute hack. But first 225 00:15:05.320 --> 00:15:09.000 a few words from our sponsors. All right, for this episode's one minute 226 00:15:09.039 --> 00:15:11.720 hackers or wants you to do, remember that good leaders help their people become 227 00:15:11.720 --> 00:15:16.799 better employees, but great leaders help their employees become better people. Anything you're 228 00:15:16.799 --> 00:15:20.600 doing for your employees that helps them become a better employee, that will be 229 00:15:20.639 --> 00:15:24.720 an inherent ulterior motive to that, because the better employees they are, the 230 00:15:24.759 --> 00:15:28.600 more it helps you as a leader. But anything you can do for them 231 00:15:28.600 --> 00:15:31.919 that helps them become better, more happy, more fulfilled, well rounded people 232 00:15:33.000 --> 00:15:35.480 as a whole, those are the things that will show your values as a 233 00:15:35.559 --> 00:15:39.240 leader of people, and they will actually be the things that will lead to 234 00:15:39.279 --> 00:15:45.159 them being better employees anyway, because people who feel like their leaders care for 235 00:15:45.200 --> 00:15:48.919 them as human beings and as well rounded people, not just as employees, 236 00:15:48.279 --> 00:15:52.960 are the ones that will go to the ends of the earth putting their best 237 00:15:52.000 --> 00:15:56.679 efforts and bringing their best sells to work in order to become the best employees 238 00:15:56.720 --> 00:16:00.000 they can be. Yeah, And I think going into another holiday season here 239 00:16:00.039 --> 00:16:04.559 in retail and another you know, busy season for certain industries that are out 240 00:16:04.559 --> 00:16:07.960 there is a great reminder that there's going to be a lot of busyness. 241 00:16:07.960 --> 00:16:10.399 There's gonna be a lot of work to do, It's going to be a 242 00:16:10.440 --> 00:16:14.879 lot of things going on and taking the time to connect with your people, 243 00:16:15.080 --> 00:16:18.159 you know, personally and individually, taking the time again to Taylor Swift's credit, 244 00:16:18.200 --> 00:16:22.320 you know, write the handwritten note. If you can leave the handwritten 245 00:16:22.320 --> 00:16:26.679 notes think people show up and shock them with surprises they weren't expecting, you 246 00:16:26.679 --> 00:16:30.559 know, let them know that you care about them, support them, and 247 00:16:30.919 --> 00:16:34.759 show them what it looks like to be a leader who lives by values and 248 00:16:34.799 --> 00:16:37.200 appreciates people for the work they put in. Because at the end of the 249 00:16:37.279 --> 00:16:41.399 day, you know, to kind of pull it back to your quote like 250 00:16:41.320 --> 00:16:45.960 role modeling, these types of behaviors are the things that make others want to 251 00:16:45.000 --> 00:16:49.639 do that and kind of pay that forward. It helps to inspire and kind 252 00:16:49.679 --> 00:16:55.080 of light the fire of values that people have as they kind of grow into 253 00:16:55.080 --> 00:16:56.639 the leaders that they're going to be in the industries that they're going to be 254 00:16:56.720 --> 00:17:02.399 in. So take that responsibility as a leader to have that impact today and 255 00:17:02.440 --> 00:17:08.119 tomorrow and throughout these holidays and going forward and show the next generation of leaders 256 00:17:08.559 --> 00:17:15.079 what that type of engagement, gratitude and thoughtfulness can have as an impact on 257 00:17:15.160 --> 00:17:18.720 them, so that they know what they can do to impact others in the 258 00:17:18.759 --> 00:17:23.200 future. Right, the busier it is the more likely you are to feel 259 00:17:23.240 --> 00:17:27.799 like there's no time for this work. But the busier you are, the 260 00:17:27.839 --> 00:17:33.599 more needed this work is. And so it's a little bit of a conundrum 261 00:17:33.640 --> 00:17:36.119 here that a lot of leaders will find themselves in over the over the next 262 00:17:36.160 --> 00:17:40.279 two months here. But you know, this is the time of year when 263 00:17:40.359 --> 00:17:45.759 your people need the humanity side of you as a leader most so whatever you 264 00:17:45.759 --> 00:17:48.680 can do to kind of slow things down a little bit when it comes to 265 00:17:49.039 --> 00:17:55.319 them understanding what's important to you, the better work and more productive work you're 266 00:17:55.319 --> 00:17:57.720 going to get out of them, and not just for the holiday season, 267 00:17:59.000 --> 00:18:00.799 but coming out of the holidays. He's in the long run too. People 268 00:18:00.799 --> 00:18:04.480 who trust their leaders will work hard for them absolutely, And with that it 269 00:18:04.519 --> 00:18:07.200 brings us to the end of this episode. This is Hack your Leadership. 270 00:18:07.200 --> 00:18:10.839 I'm Lorenzo and I'm Chris, and we'll talk to you all next time.