How to Find Fulfilling Work with Emily Melious

WEBVTT 1 00:00:08.160 --> 00:00:17.199 Conversations from the front lines and marketing. This is be tob growth. Welcome 2 00:00:17.359 --> 00:00:21.839 into be to be growth. Today I am joined by Emily mealyus. She 3 00:00:22.039 --> 00:00:27.480 is a fulfillment coach and CEO of launch consulting. Emily, thank you for 4 00:00:27.679 --> 00:00:30.719 stopping by be to be growth. Thank you so much for having me. 5 00:00:30.760 --> 00:00:34.600 I am really excited for this conversation. Yeah, it's going to be great. 6 00:00:34.640 --> 00:00:38.719 So let's jump in right here, because when we were talking offline, 7 00:00:38.759 --> 00:00:44.600 you painted a picture for me that I found very one insightful, because I 8 00:00:44.640 --> 00:00:49.280 know nothing about digging through a mountain. Let's let's start right there. So 9 00:00:49.399 --> 00:00:52.399 you don't really know about digging through mountains or hills either, because you're not 10 00:00:52.439 --> 00:00:55.799 a tunnel builder, right. Yeah, we have desk jobs. Yeah, 11 00:00:55.840 --> 00:00:59.359 but I was doing I got myself a little history lesson and through that, 12 00:00:59.399 --> 00:01:02.399 as I'm sure you're going to share, I found that it had actually has 13 00:01:02.439 --> 00:01:07.920 a whole lot to do with fulfillment in the workplace. Right. So the 14 00:01:07.959 --> 00:01:11.519 picture that you painted for me is, and here's what I would have thought. 15 00:01:11.560 --> 00:01:12.599 If we're digging through a mount we're digging through a hill to, let's 16 00:01:12.599 --> 00:01:15.599 say, we need a tunnel through it. We're just going to have a 17 00:01:15.640 --> 00:01:18.480 team on one side, we're just gonna go all the way through and then 18 00:01:18.519 --> 00:01:22.040 the tunnels done. But in reality, how they do it? Got A 19 00:01:22.040 --> 00:01:26.319 team on each side, they start digging through in the actually meet in the 20 00:01:26.400 --> 00:01:30.760 middle. And so when it comes to today's conversation we're going to talk about 21 00:01:30.799 --> 00:01:34.400 is fulfillment in the workplace, and you see it as really that picture right. 22 00:01:34.400 --> 00:01:38.879 Two Sides. One side is the business, one side is us as 23 00:01:38.879 --> 00:01:42.079 individuals, and if we want fulfilling work it's going to take both teams kind 24 00:01:42.079 --> 00:01:45.599 of meeting in the middle. Is that? Is that right? A hundred 25 00:01:45.599 --> 00:01:49.319 percent exactly. HMM. So what I'd like to do, if you're cool 26 00:01:49.400 --> 00:01:53.079 with us, let's start on the individual side and then we'll go over to 27 00:01:53.079 --> 00:01:57.000 the business side and we'll talk about how they collide in the middle at the 28 00:01:57.079 --> 00:02:00.760 end of our conversation today. So that sound good? That sounds great. 29 00:02:00.840 --> 00:02:05.359 Let's do it. Yeah, and honestly, most people believe that the buck 30 00:02:05.400 --> 00:02:08.000 stops with them anyway. So it's great that we're talking about the individual first, 31 00:02:08.120 --> 00:02:13.560 because research overwhelmingly tells us, and actually that part surprised me a little 32 00:02:13.560 --> 00:02:16.960 bit, but people believe that at the end of the day, they're fulfillment 33 00:02:17.080 --> 00:02:21.919 at work and then in life. is their responsibility. And yes, I 34 00:02:21.919 --> 00:02:25.479 believe that the companies have a responsibility there too, but it's got to start 35 00:02:25.560 --> 00:02:29.919 with us, so might as well start there in the conversation as well. 36 00:02:29.919 --> 00:02:32.919 Okay, so I think we should set the parameters right here up top, 37 00:02:32.919 --> 00:02:38.000 because when we say a word like fulfillment or fulfilling work, all sorts of 38 00:02:38.000 --> 00:02:40.759 different images come to mind. So what are you talking about when you say 39 00:02:40.800 --> 00:02:46.680 fulfillment and fulfilling work? Awesome question, because you're still right. So many 40 00:02:46.719 --> 00:02:49.800 people actually come to me and say, I just want to be more fulfilled, 41 00:02:49.879 --> 00:02:54.599 I just want more fulfillment. We all have feelings around that word. 42 00:02:54.599 --> 00:02:59.919 We've all probably use that word. It sounds good, but they're in life 43 00:03:00.120 --> 00:03:02.919 the rub right like how do we pin it down? And that's why I 44 00:03:02.919 --> 00:03:07.240 think it eludes us so many times, is it's something we want, but 45 00:03:07.319 --> 00:03:14.000 how do you create something in your life that you can't even quantify or define? 46 00:03:14.520 --> 00:03:17.599 So I am happy to share that in my fifteen years of coaching and 47 00:03:17.599 --> 00:03:22.840 consulting and working with thousands of people at all ages and stages of their life 48 00:03:22.879 --> 00:03:30.800 and career, I've identified the fulfillment formula and it's as simple and hard as 49 00:03:30.879 --> 00:03:42.199 these three things. So fulfillment equals alignment of your unique skills, passions and 50 00:03:42.240 --> 00:03:46.319 talents. And another way to think about those three things are your what, 51 00:03:46.960 --> 00:03:51.120 your why and your how, and I'm sure we're going to break those down 52 00:03:51.159 --> 00:03:55.680 a bit more in our conversation. But a lack of fulfillment comes when we 53 00:03:55.759 --> 00:04:01.039 have a misalignment in one or more of those three things. And I said 54 00:04:01.080 --> 00:04:04.360 that it's as simple and hard as that, because we know that simple is 55 00:04:04.400 --> 00:04:09.560 not always easy. And if finding alignment in those three things was easy, 56 00:04:09.719 --> 00:04:13.800 everybody would be fulfilled at work. And I'm sure we're all familiar with the 57 00:04:13.800 --> 00:04:17.560 stats or have our own experiences where that is not the case. So the 58 00:04:17.560 --> 00:04:21.519 good news is it's simple. The tough news is this can be hard. 59 00:04:21.560 --> 00:04:28.360 But in today's conversation we're going to talk about proven, simple, easy to 60 00:04:28.360 --> 00:04:34.480 follow strategies where you can and create more fulfillment predictably consistently for yourself and then 61 00:04:34.480 --> 00:04:39.720 those around you. Yeah, isn't a stat like I think it's like two 62 00:04:39.839 --> 00:04:45.439 thirds or something of the workforces disengaged at work, actively disengaged. Yeah, 63 00:04:45.439 --> 00:04:47.720 and that stat comes from Gallop. It's pretty dismal. I don't know that 64 00:04:47.800 --> 00:04:51.279 covid made it worse so much. It just sobered us all up right, 65 00:04:51.319 --> 00:04:56.839 you know, it's covid really made us all take stock of our lives and 66 00:04:57.199 --> 00:05:02.079 the way that I perceived the great resignation is not actually that everybody just quit 67 00:05:02.120 --> 00:05:08.160 their jobs. They just quit the unfulfilling jobs. HMM, and I think 68 00:05:08.199 --> 00:05:13.199 that's an exciting movement. But yeah, I mean the stats were ugly. 69 00:05:13.959 --> 00:05:17.879 Work is not fulfilling for a whole lot of people. But what's encouraging to 70 00:05:17.920 --> 00:05:21.959 me and also challenging, I think, in a healthy but tough way, 71 00:05:21.959 --> 00:05:28.920 to companies is that people aren't accepting it anymore. Yeah, they used to 72 00:05:29.079 --> 00:05:31.079 kind of say, okay, I'll make up for it in my personal life, 73 00:05:31.319 --> 00:05:34.879 you know, I'll I don't work to live or I don't live to 74 00:05:34.879 --> 00:05:41.560 work, I work to live, and I think people reconciled with that pre 75 00:05:41.839 --> 00:05:46.120 covid. But it's a whole new world in a lot of ways and I 76 00:05:46.120 --> 00:05:53.079 think those stats are no longer acceptable to anyone. But I think that's encouraging 77 00:05:53.120 --> 00:05:56.720 because that means we're going to make a movement in the right direction. Yeah, 78 00:05:56.720 --> 00:05:59.399 it feels like part of it is definitely saying, okay, we're going 79 00:05:59.439 --> 00:06:01.839 to leave the unfulfilling jobs. The other part of it that I'm interested to 80 00:06:01.839 --> 00:06:06.680 see flesh out over the next few years is when you realized you could go 81 00:06:06.759 --> 00:06:11.639 somewhere else to make more money. And if our definition internally is just that 82 00:06:11.680 --> 00:06:16.680 we need more money to feel successful, like whatever that definition of success is 83 00:06:16.959 --> 00:06:21.600 has US chasing certain things. So, and you see that as well, 84 00:06:21.759 --> 00:06:27.040 like success and fulfillment are not the same thing. They are not the same 85 00:06:27.040 --> 00:06:30.399 thing, and I actually call that the success trap, because for those who 86 00:06:30.439 --> 00:06:34.920 have experienced success and you worked hard for it and you earned it and you 87 00:06:34.920 --> 00:06:40.680 get there and it's like really, this is this, is it right? 88 00:06:40.720 --> 00:06:44.360 And it doesn't fill that hole that we thought it would, at least not 89 00:06:44.399 --> 00:06:47.759 for very long. And I am not saying that you have to give up 90 00:06:47.759 --> 00:06:51.839 success on the path to fulfillment. In fact, most fulfilled people are also 91 00:06:51.920 --> 00:06:58.720 very successful because they found that alignment between their unique skills, passions and talents 92 00:06:58.800 --> 00:07:02.160 and that makes them more productive, that makes them high performers, that makes 93 00:07:02.199 --> 00:07:09.639 them contagious and attractive in the workforce and to others and good leaders so I'm 94 00:07:09.680 --> 00:07:15.319 not against success, I'm just against success as being your ultimate goal, because 95 00:07:15.480 --> 00:07:18.639 it's empty, it doesn't do what it promises. And just to take this 96 00:07:18.920 --> 00:07:24.399 a step further, to distinguish between how I define at least, success and 97 00:07:24.399 --> 00:07:29.399 fulfillment. Yeah, is that success tends to be measured externally. Right, 98 00:07:29.439 --> 00:07:34.000 so it's the job title, the square footage of your home, your car, 99 00:07:34.480 --> 00:07:38.639 the salary, for example, and again, all fine things. I 100 00:07:38.680 --> 00:07:42.959 like those things. I want more and nicer of those things, but if 101 00:07:42.959 --> 00:07:46.079 that's our end goal, it's external, it's very empty, doesn't fill US 102 00:07:46.079 --> 00:07:56.839 internally. Fulfillment is those wonderful internal feelings of contentment alignment, piece joy, 103 00:07:56.839 --> 00:08:03.920 purpose, satisfaction, contribution. Right, and again, it's not an either 104 00:08:03.120 --> 00:08:07.759 or proposition, thank goodness, you can have your cake and eat it too. 105 00:08:07.199 --> 00:08:11.279 Yeah, make sure that it's fulfillment that you're going for, not just 106 00:08:11.319 --> 00:08:16.680 success, because success will let you down every time. Okay, so we 107 00:08:16.720 --> 00:08:20.399 have these three buckets that I'm imagining. Skills, passions, talents. They're 108 00:08:20.519 --> 00:08:26.240 all necessary in this equation that you're laying out. If I'm to pull one 109 00:08:26.279 --> 00:08:31.600 of those buckets away, fulfillment isn't going to happen. So maybe break that 110 00:08:31.680 --> 00:08:33.120 down for us, how that works and how you see it being skills, 111 00:08:33.120 --> 00:08:39.639 passions and talents. So this actually lines up with some pretty deep geeky brain 112 00:08:39.720 --> 00:08:46.720 science which can into I love going Geeky, but when your brain is firing 113 00:08:46.799 --> 00:08:54.519 right, so when we go from sitting on the couch resting to purposeful action, 114 00:08:54.600 --> 00:08:58.120 to getting some kind of result, whatever that result might be. It 115 00:08:58.200 --> 00:09:01.519 may be choosen where to go for dinner, it might be solving a world 116 00:09:01.559 --> 00:09:07.799 crisis. So there's a process that our brains go through, and almost entirely 117 00:09:07.879 --> 00:09:11.679 subconscious in fact. We tend not to be aware of this process that's going 118 00:09:11.759 --> 00:09:16.320 on and lesser until there is road blocks, and that's where where we feel 119 00:09:16.360 --> 00:09:20.279 stress and friction and unfulfillment and problems. But most of the time, and 120 00:09:20.279 --> 00:09:22.120 that's why they call it your state of flow, right, it just flows, 121 00:09:22.159 --> 00:09:26.600 it just works. But there's dominoes that must fall, and I call 122 00:09:26.679 --> 00:09:30.879 them Dominos because bend you. What happens if the first domino doesn't fall? 123 00:09:30.919 --> 00:09:33.600 What happens to the other ones? Oh yeah, they're going to stay standing 124 00:09:33.639 --> 00:09:37.559 as well. Then don't fall. So it's not just that you tick the 125 00:09:37.559 --> 00:09:39.879 box as you got to take them in the right order. The dominoes have 126 00:09:39.919 --> 00:09:41.879 to fall in the right order. So the first thing that happens in your 127 00:09:41.919 --> 00:09:50.559 brain is the spark of motivation that aligns with the affective part of your mind, 128 00:09:50.559 --> 00:09:54.120 and this is where our personality lies. Personally is a big word. 129 00:09:54.159 --> 00:09:56.639 A lot of people like to use that one, talk about that one. 130 00:09:56.639 --> 00:10:01.879 But our values, are beliefs, are emotions, are motivations. Again, 131 00:10:01.960 --> 00:10:05.399 this is your why, right. So we can channel SIGNMON's neck here. 132 00:10:05.600 --> 00:10:09.600 Why we get out of bed in the morning, why we take action in 133 00:10:09.639 --> 00:10:13.679 the first place. So that's the spark starts the fire. Right. So 134 00:10:15.039 --> 00:10:20.080 there's no amount of talent or skill in the world that can overcome a lack 135 00:10:20.159 --> 00:10:24.879 of caring right right. I know for my Kiddos I might really care about 136 00:10:24.919 --> 00:10:30.240 them cleaning their room, but unless they care about cleaning their room, not 137 00:10:30.279 --> 00:10:33.519 a lot of results start happening. Right. There might be some cowersion there, 138 00:10:33.559 --> 00:10:39.360 but so we have to care first. However, I know there's a 139 00:10:39.399 --> 00:10:41.679 lot of things that I want to do, I wish I could do, 140 00:10:41.799 --> 00:10:46.120 I prefer to do I want to do and I don't get them done. 141 00:10:46.919 --> 00:10:54.519 So passions gets a lot of attention, but it's not enough. Because what 142 00:10:54.600 --> 00:11:01.159 happens in our brains? Once we have that spark, then our brains allocate 143 00:11:01.159 --> 00:11:05.120 effort, they allocate mental energy. In other words, we act on that 144 00:11:05.200 --> 00:11:09.679 feeling right because otherwise it just stays in the feeling. It's a dream. 145 00:11:09.720 --> 00:11:15.039 To get a result, we must take action. And this is the critical 146 00:11:15.039 --> 00:11:18.519 piece that almost everybody misses, which is the coolest part of my job because 147 00:11:18.600 --> 00:11:22.480 I get to tell them about the middle piece that they've had with them their 148 00:11:22.519 --> 00:11:26.000 whole lives but never knew about, which is a topic for another conversation. 149 00:11:26.039 --> 00:11:31.120 But this aligns with something called cone nation, or the conitive part of the 150 00:11:31.159 --> 00:11:35.320 mind, new vocab word, although cool thing. It was the word of 151 00:11:35.320 --> 00:11:41.600 the day a couple weeks ago. This is in the back occipital part of 152 00:11:41.600 --> 00:11:45.600 your brain, which actually happens to be one of the earliest aspects of your 153 00:11:45.600 --> 00:11:50.759 brain to develops. It's very primitive and instinctual and this is how your brain, 154 00:11:50.879 --> 00:11:54.159 my brain, says okay, now that we care, here's how you 155 00:11:54.200 --> 00:12:01.000 allocate effort. Here is your most natural, innate pattern for problem solving and 156 00:12:01.039 --> 00:12:05.759 getting results, and that pattern is different for each person. So we might 157 00:12:05.799 --> 00:12:09.480 be motivated by and passionate about the exact same things, and I have a 158 00:12:09.480 --> 00:12:11.879 feeling you and I actually have a lot of those things in common, but 159 00:12:13.000 --> 00:12:16.000 the way we act on those is different. Right, think about a colleague. 160 00:12:16.080 --> 00:12:20.879 Right, you might both be wanting to get to the same amazing results 161 00:12:20.120 --> 00:12:26.279 with your team, but the way you contribute to that path, the way 162 00:12:26.320 --> 00:12:28.840 that you make that happen, might be very different from you in that colleague. 163 00:12:28.879 --> 00:12:33.679 And then the last thing that happens in our brains is that we think 164 00:12:33.720 --> 00:12:37.360 about it. And this is the cognitive part of our brains and this lines 165 00:12:37.440 --> 00:12:43.600 up with our thinking. So this is your skills, experience, training, 166 00:12:43.120 --> 00:12:48.320 what you know, right, and this is where we edit, we evaluate. 167 00:12:48.320 --> 00:12:50.559 So we might have the spark. Our brains might be starting to take 168 00:12:50.600 --> 00:12:54.240 action and even now we might say, you know, I don't have the 169 00:12:54.279 --> 00:12:56.480 skills to do this, or maybe this isn't the most appropriate thing to do 170 00:12:56.600 --> 00:13:01.159 right now, or maybe I don't have the resources or for various reasons. 171 00:13:01.200 --> 00:13:05.759 Again, a domino might not fall. But assuming all three dominoes fall, 172 00:13:05.840 --> 00:13:11.840 that we satisfied an alignment with our why, we've satisfied alignment with our how 173 00:13:11.879 --> 00:13:18.000 and we satisfied alignment with our what. That's how we get action and that 174 00:13:18.080 --> 00:13:24.679 feels like flow, which translates into fulfillment. Interesting. So when someone comes 175 00:13:24.679 --> 00:13:28.679 to you and they go emily, I feel like I'm missing one of these. 176 00:13:30.600 --> 00:13:35.279 So let's say it's you know, I feel like I have some skills 177 00:13:35.279 --> 00:13:39.159 and some talents, but I'm lacking the passion. Like, what is that 178 00:13:39.240 --> 00:13:43.679 conversation like, because I would venture to guess there's quite a few people listening 179 00:13:43.679 --> 00:13:48.279 that go I check a couple of these boxes and it's just one that I'm 180 00:13:48.320 --> 00:13:50.960 like, man, I really feel like I'm lacking right here. Well, 181 00:13:52.000 --> 00:13:54.559 first off, if that's you, don't beat yourself up about it, because 182 00:13:56.240 --> 00:14:01.679 fulfillment is is not like some destination that we just arrive at and say, 183 00:14:01.240 --> 00:14:07.480 Ah, I'm fulfilled, I'm done for life. Right, much like our 184 00:14:07.840 --> 00:14:13.120 physical health, to stay healthy, we have to make daily good decisions and 185 00:14:13.200 --> 00:14:18.200 have daily good habits. Right, health is something we have to work at. 186 00:14:18.240 --> 00:14:22.240 It's not something we just arrive at and forget about. FULFILM it's really 187 00:14:22.279 --> 00:14:26.440 the same. You can be fulfilled and then become unfulfilled and then become fulfilled 188 00:14:26.480 --> 00:14:30.600 again. Right. I think we've all kind of experienced that. It's not 189 00:14:31.559 --> 00:14:35.960 this straight line and that requires us to be our own best advocates. To 190 00:14:37.000 --> 00:14:41.480 go back to how we open this conversation. For alignment, so making daily 191 00:14:41.559 --> 00:14:48.840 good decisions, daily good habits that realign us back with our skills, passions 192 00:14:48.840 --> 00:14:50.960 and talents, and first in our jobs, but also in our lives and 193 00:14:50.960 --> 00:14:54.519 relationships. So if that's you, it's not like you messed up, it's 194 00:14:54.559 --> 00:14:58.840 just a life happened and it happens to all of us, although, much 195 00:14:58.879 --> 00:15:01.360 like our health, if we neglect it for a long period of time, 196 00:15:01.960 --> 00:15:07.080 we have a lat longer road to get back to health right. We might 197 00:15:07.120 --> 00:15:11.200 have a whole lot more weight to lose or exercising might be a bigger challenge. 198 00:15:11.240 --> 00:15:15.480 So if we keep it to those daily realignments, it makes it life 199 00:15:15.480 --> 00:15:20.399 a lot easier, and same is true for fulfillment. Secondly, it's awesome 200 00:15:20.480 --> 00:15:24.399 just to have a framework so that you can identify what's going wrong. Right 201 00:15:24.440 --> 00:15:28.480 most people come to me they don't know about these three parts of the mind. 202 00:15:28.559 --> 00:15:33.919 They don't know how to articulate specifically what's breaking down. They just know 203 00:15:33.000 --> 00:15:37.480 things are broken and that's where they get. I'm unfulfilled, I have no 204 00:15:37.559 --> 00:15:41.759 idea what to do and I don't even know where to start. So just 205 00:15:41.879 --> 00:15:50.279 by going through those three components and breaking it down as a diagnostic to which 206 00:15:50.320 --> 00:15:56.120 one or ones of these are out of alignment is ninety percent of the battle. 207 00:15:56.440 --> 00:15:58.879 And I want it back up a minute because, if you think about 208 00:15:58.960 --> 00:16:03.919 it, skills create confidence. When we have the skills to do our job, 209 00:16:03.960 --> 00:16:10.840 we feel confident about doing our job. Passions lead to motivation. When 210 00:16:10.840 --> 00:16:15.600 we're passionate about our work and our teams and our companies, we are motivated 211 00:16:15.679 --> 00:16:22.360 and engaged to perform and when we can use our talents at work we have 212 00:16:22.440 --> 00:16:29.440 freedom to get results in our own way. And that's another great way to 213 00:16:29.480 --> 00:16:33.840 ask your self the questions of where's the breakdown happening? You know, do 214 00:16:33.879 --> 00:16:38.960 I have confidence to do my job, am I motivated to do my job, 215 00:16:40.039 --> 00:16:45.000 and do I have freedom to get results in my own way? But 216 00:16:45.080 --> 00:16:48.159 the more specific you can get, the better you're going to be at advocating 217 00:16:48.240 --> 00:16:53.840 for yourself and asking your team, your employer and others to help you. 218 00:16:53.960 --> 00:16:57.960 Because just saying Hey, I'm unfulfilled, I need help, it's going to 219 00:16:57.960 --> 00:17:00.240 be a lot harder for others to help you than to say, Hey, 220 00:17:00.279 --> 00:17:03.400 I've got a skills gap, I'm not feeling really confident about what I know 221 00:17:03.440 --> 00:17:07.519 going into my job. I'm passionate, I feel like I'm on the right 222 00:17:07.519 --> 00:17:10.920 scene in the bus, but you know, my job just changed a lot 223 00:17:10.960 --> 00:17:12.559 and I think I need to do some training. Can you help me with 224 00:17:12.599 --> 00:17:17.839 that? That's a good ask. That's where we get help. That's one 225 00:17:17.880 --> 00:17:22.920 of those micro adjustments along the way where we can get greater alignment. I 226 00:17:22.960 --> 00:17:29.240 love the confidence, motivation freedom idea because there's an old like journalist trick where 227 00:17:29.279 --> 00:17:33.240 you ask the person the same question in four different ways so that, yeah, 228 00:17:33.319 --> 00:17:37.319 they're they're giving you like a different answer or they're having to decide did 229 00:17:37.400 --> 00:17:40.359 I give the right answer the first time? Or what you know? So 230 00:17:40.400 --> 00:17:44.920 you just keep asking the same question slightly different, and I think you go 231 00:17:45.480 --> 00:17:48.119 internal with that and go okay, let me ask myself some questions around skills, 232 00:17:48.160 --> 00:17:52.119 passions, talents and then I'm going to come back to myself if I 233 00:17:52.160 --> 00:17:55.519 don't feel like I have the full picture or the right answer quite yet, 234 00:17:55.599 --> 00:18:00.799 or it's it's not hitting perfect. Okay, confidence motivation freedom, new way 235 00:18:00.839 --> 00:18:03.640 of frame in the question and I'm sure it shakes out some different things. 236 00:18:03.640 --> 00:18:11.559 They're so okay, we have these sort of like large scale these categories, 237 00:18:11.319 --> 00:18:15.319 breakdown for us what it looks like the daily habit that you're mentioning there. 238 00:18:15.400 --> 00:18:19.000 What are the questions we're asking ourselves? What's that check in look like? 239 00:18:21.119 --> 00:18:23.960 Sure, okay, so let's go one by one. So skills. If 240 00:18:23.960 --> 00:18:27.279 we feel like there's a skills gap, first off, that's an easy thing 241 00:18:27.359 --> 00:18:33.400 to solve. For No, most motivated, high achieving individuals, you know, 242 00:18:33.440 --> 00:18:37.160 if you don't know it, go learn it right and there's amazing resources 243 00:18:37.160 --> 00:18:41.680 out there now at our fingertips for very little to sometimes no cost. Like 244 00:18:41.759 --> 00:18:47.119 you to me, skill share linkedin learning. A lot of our companies offer 245 00:18:47.240 --> 00:18:52.720 inhouse training resources or they might even reimburse you for doing training. So a 246 00:18:52.759 --> 00:18:56.480 little bit of tough love is there's really no excuse at this point for a 247 00:18:56.519 --> 00:19:00.519 skills gap, although we need to recognize that sometimes it's just as easy as 248 00:19:00.559 --> 00:19:06.480 that. Sometimes I think we over blow what is something that could be solved 249 00:19:06.519 --> 00:19:11.200 by training, by because it's a confidence thing, great, by making it 250 00:19:11.279 --> 00:19:15.839 something bigger or questioning like do I deserve this? Did I make the wrong 251 00:19:15.920 --> 00:19:21.000 career choice? You know, am I supposed to be here? And I 252 00:19:21.000 --> 00:19:23.160 get it. I mean I'm I've made big at you know, I'm mountain 253 00:19:23.200 --> 00:19:26.640 out of a mole hill before, but sometimes it's really just as simple as 254 00:19:26.680 --> 00:19:30.160 that, and it's a matter of okay, where's the gap and how do 255 00:19:30.200 --> 00:19:36.599 I close it? And Ask your employer for help with that or go get 256 00:19:36.599 --> 00:19:38.559 it on your own. I'm not saying you got to necessarily go back and 257 00:19:38.559 --> 00:19:44.079 get another four year degree, but there's just so many great resources out there 258 00:19:44.079 --> 00:19:47.519 to learn what you need. Okay, so that's that's that. An experience, 259 00:19:47.559 --> 00:19:51.160 of course, helps us with that too. I will also say that, 260 00:19:51.759 --> 00:19:55.119 you know, growth only comes from discomfort. So, you know, 261 00:19:55.160 --> 00:19:57.440 embracing that feeling of I've got a skills gap, because that means you're just 262 00:19:57.480 --> 00:20:02.079 about to grow, because when you close that gap you're going to be a 263 00:20:02.119 --> 00:20:04.720 better person on the other side and, of course, have more to offer. 264 00:20:04.920 --> 00:20:11.640 Okay. So if there's a motivations gap, if it's a passions gap, 265 00:20:11.799 --> 00:20:15.240 that's when, first off, it could be caused by two different things. 266 00:20:15.279 --> 00:20:21.400 One could be at work really asking yourself, do I believe in in 267 00:20:21.440 --> 00:20:25.720 the work that I'm doing? Do I see the impact of the work that 268 00:20:25.759 --> 00:20:29.119 I'm doing? And that's where we can talk about from the company perspective. 269 00:20:29.160 --> 00:20:33.279 They can do a lot to help people see that they matter, that they 270 00:20:33.319 --> 00:20:37.759 have importance, that every single person in the company is contributing to some kind 271 00:20:37.799 --> 00:20:44.279 of impact. But hopefully every person sees that their day in and day out 272 00:20:44.480 --> 00:20:48.480 is moving the needle somewhere. But you know, do you know the mission, 273 00:20:48.599 --> 00:20:52.039 vision and values of your organization? Do you agree with those things? 274 00:20:52.079 --> 00:20:56.960 If not, that's going to be pretty tough. Are you struggling with interpersonal 275 00:20:56.960 --> 00:21:00.559 conflict at work? To have a not conflict with your manager? No, 276 00:21:00.759 --> 00:21:04.880 those things have to be dealt with or they will constantly be impediments to our 277 00:21:04.920 --> 00:21:10.039 fulfillment. But we got to think outside of work too. Are you going 278 00:21:10.119 --> 00:21:15.119 through a divorce, a death in the family, a tough time, mental 279 00:21:15.119 --> 00:21:18.960 health struggles? Maybe even good things? Maybe you just had a baby, 280 00:21:18.119 --> 00:21:22.160 maybe you just had a promotion, you move cross country, but those things 281 00:21:22.200 --> 00:21:25.279 can be really disruptive and I think sometimes again, more than we give them 282 00:21:25.279 --> 00:21:32.319 credit for. And here's the thing about about passion that I think sometimes isn't 283 00:21:32.400 --> 00:21:36.839 isn't recognized. Is it APPS and flows? You know, we're not a 284 00:21:36.960 --> 00:21:42.119 hundred percent passionate all the time and what we are passionate about changes. So 285 00:21:42.200 --> 00:21:48.559 recognizing, you know what's exciting me right now, and is my job and 286 00:21:48.759 --> 00:21:52.079 career and life in alignment with those things that excite me right now and, 287 00:21:52.119 --> 00:21:56.680 if not, start dealing with those things. And then, lastly, the 288 00:21:56.680 --> 00:22:02.559 talent piece or the freedom piece. That happens when we feel like we're force 289 00:22:02.599 --> 00:22:07.400 fitting our efforts at work. HMM, if you feel like you have to 290 00:22:07.400 --> 00:22:14.000 turn yourself off and go through some sort of motions, maybe by self expectations 291 00:22:14.160 --> 00:22:19.039 or outside expectations, to get your job done, that's unsustainable. Not only 292 00:22:19.119 --> 00:22:23.880 is it inefficient and you're going to be less productive for more effort, you 293 00:22:25.000 --> 00:22:32.119 will burn out because we're we're creating so much friction in our brains that are 294 00:22:32.240 --> 00:22:36.160 our brains will say hey, I'm not doing this anymore. And so if 295 00:22:36.240 --> 00:22:37.920 that's the case, if you feel like, man, I got into this 296 00:22:37.920 --> 00:22:42.920 work because I'm so passionate about the impact I'm making. I absolutely have the 297 00:22:42.960 --> 00:22:48.839 skills and confidence to do my job, but man, this role, this 298 00:22:48.000 --> 00:22:52.480 role just forces me to be somebody I'm not, that's when you can start 299 00:22:52.559 --> 00:22:57.319 to consider maybe there is a way to get more freedom. Can I get 300 00:22:57.359 --> 00:23:00.759 to the same results but do it a different way? You know, have 301 00:23:00.799 --> 00:23:06.039 a conversation with your manager. Am I expected to do this job this way 302 00:23:06.079 --> 00:23:10.279 because that's the way it's always been done, or am I allowed to get 303 00:23:10.319 --> 00:23:15.000 the same results but in my own way? Or consider task bartering. Now 304 00:23:15.000 --> 00:23:18.680 we're much more collaborative now than we've ever been in the workplace. Maybe there 305 00:23:18.680 --> 00:23:22.519 are other people who love doing what you hate to do and who hate doing 306 00:23:22.599 --> 00:23:26.799 what you love to do and are natural APP right. So reimagining how those 307 00:23:26.839 --> 00:23:32.319 tasks are alumate allocated amongst the team. HMM. And then I I don't 308 00:23:32.319 --> 00:23:36.880 want to say worst case, but you can also consider just an internal transfer. 309 00:23:36.960 --> 00:23:40.720 Now maybe you're on the right bus but you'll landed in the wrong seat, 310 00:23:40.759 --> 00:23:42.480 and that's when you can talk to your manager and employer about, Hey, 311 00:23:42.519 --> 00:23:47.400 I love it here, but I think I can be a better contributor 312 00:23:47.519 --> 00:23:51.519 somewhere else. How can we find a role that gives me more freedom to 313 00:23:51.559 --> 00:23:53.839 contribute in the way that comes as actually for me? So all these come 314 00:23:53.839 --> 00:23:57.880 back to great, open, respectful, trusting conversations. Of course you have 315 00:23:57.960 --> 00:24:02.559 to have that kind of culture, which is why companies coming to play with 316 00:24:02.599 --> 00:24:07.400 their part of things. But opening up those conversations but there are solutions. 317 00:24:07.440 --> 00:24:11.119 These are things that we can solve for. It's just a matter of again 318 00:24:11.160 --> 00:24:17.039 getting hyper specific about where those breakdowns are happening, having open conversations and finding 319 00:24:17.200 --> 00:24:21.759 mutually beneficial solutions. So much good there, and thank you for breaking that 320 00:24:21.799 --> 00:24:25.880 down for us. I want to switch us over now to the company side, 321 00:24:25.920 --> 00:24:30.319 because you mentioned a few things that the company can do sort of already 322 00:24:30.400 --> 00:24:34.359 baked in. Let's start with motivation, because that seems like the clear, 323 00:24:34.680 --> 00:24:37.519 clear cut one, at least in my mind. I know all three. 324 00:24:37.559 --> 00:24:44.119 There's definitely aspects, but when a company is I mean there's a litany of 325 00:24:44.119 --> 00:24:45.799 reasons why you would want your employees to feel fulfilled. That works. We 326 00:24:45.799 --> 00:24:51.160 don't even need to break that down. But when they're thinking about these three, 327 00:24:51.160 --> 00:24:53.480 what can the company do to come alongside its workers and go, okay, 328 00:24:53.480 --> 00:24:59.359 we want you to have motivation, confidence, freedom, and let's start 329 00:24:59.440 --> 00:25:02.440 with motivation there, emily. Yeah, well, I like that you start 330 00:25:02.480 --> 00:25:04.319 there, because that's what's getting a lot of attention. I would say those 331 00:25:04.400 --> 00:25:11.759 cultural components one hundred percent right. The having a great motivating, inspiring, 332 00:25:11.799 --> 00:25:18.240 engaging culture and a great first step, which might sound obvious, but I 333 00:25:18.279 --> 00:25:23.400 would say a lot of people overlook or take for granted is do you really 334 00:25:23.559 --> 00:25:30.279 have a compelling mission vision and Value Statement? First, does it exists and 335 00:25:30.319 --> 00:25:33.039 secondly, is it just frames somewhere in the lobby? Yeah, how's IT 336 00:25:33.079 --> 00:25:37.480 IN FRONT OF PEOPLE? I think that's so key, right right, that 337 00:25:37.680 --> 00:25:41.599 it has to go beyond box checking. And nowadays nobody's even walking through the 338 00:25:41.640 --> 00:25:45.240 lobby because most of us are remote. So, you know, are you 339 00:25:45.319 --> 00:25:49.880 embracing it as a leadership? How are you living that out? How does 340 00:25:49.920 --> 00:25:56.119 it relate to what you're doing at every level in the company? So either 341 00:25:56.160 --> 00:26:03.200 making sure those exist or revisiting those and then talking about those, living them 342 00:26:03.200 --> 00:26:08.359 out, translating them down through the company, because that's one of the most 343 00:26:08.359 --> 00:26:15.359 significant things you can do from a motivation perspective, also from the impact side. 344 00:26:15.440 --> 00:26:21.759 Share success stories, have clients come and and give internal town halls and 345 00:26:21.960 --> 00:26:26.359 tell your employees hey, because of what you did in that cubicle or at 346 00:26:26.480 --> 00:26:30.880 your desk at home, you know, this has meaning, this has purpose, 347 00:26:32.000 --> 00:26:36.240 this changed my life, or this change just recognition programs. There's a 348 00:26:36.240 --> 00:26:40.240 lot of great technologies and software now that you can implement to make sure that 349 00:26:40.279 --> 00:26:45.759 we're acknowledging and recognizing people. I've had managers say and they're great people. 350 00:26:45.960 --> 00:26:51.519 So in no way is negatively motivated. But like hey, if I don't 351 00:26:51.559 --> 00:26:52.960 give them feedback, that means they're good, doing a good job. Right. 352 00:26:53.039 --> 00:26:56.440 I only need to give feedback if they're doing a bad job or we 353 00:26:56.480 --> 00:27:00.279 need to correct something. No, humans need to hear great job. That 354 00:27:00.359 --> 00:27:04.079 was amazing, that was awesome and here's why. Here's the impact it made. 355 00:27:04.119 --> 00:27:08.119 So making sure we're setting that mission, vision and values, that clear 356 00:27:08.160 --> 00:27:15.640 culture, making sure we're giving recognition, making clearly impact at all levels and 357 00:27:15.680 --> 00:27:23.599 then having a trusting, respectful culture. Psychological Safety, and there's a amazing 358 00:27:23.599 --> 00:27:27.920 book on this topic that called the fearless organization, and that is the playbook 359 00:27:29.000 --> 00:27:33.319 of how to create an organization with psychological safety. But those would be the 360 00:27:33.319 --> 00:27:37.599 three things. Go there first and and frankly, that's going to cover most 361 00:27:37.640 --> 00:27:42.039 of your bases and and get everybody engaged. But we know that. Actually 362 00:27:42.039 --> 00:27:47.359 I have a know of an organization right now that has really high engagement. 363 00:27:47.400 --> 00:27:52.400 Their engagement survey scores look awesome, but yet they also have high turnover. 364 00:27:52.200 --> 00:27:59.599 So just having motivation, just having high engagement, just having belief, while 365 00:27:59.759 --> 00:28:03.640 so incredibly important, is not enough. We have to have the other two. 366 00:28:03.759 --> 00:28:06.839 So on that before we go to the other two, because definitely, 367 00:28:06.920 --> 00:28:10.359 just like personally, we need all three. Clearly, on the organization side 368 00:28:10.359 --> 00:28:12.000 we're going to need all three. But something was coming to my head on 369 00:28:12.039 --> 00:28:19.119 the motivation side specifically, which is that in our remote world now you can't 370 00:28:19.240 --> 00:28:25.440 rely on things being caught in the same way, meaning you hear all the 371 00:28:25.440 --> 00:28:29.880 time like it's got to be caught, not taught, and we relied on 372 00:28:30.160 --> 00:28:33.359 oh well, we're all around each other. So the culture of our organization 373 00:28:33.559 --> 00:28:37.599 is going to be it's going to be caught by people automatically, whereas now 374 00:28:37.640 --> 00:28:41.440 you might see your whole company in like one meeting a week where only a 375 00:28:41.440 --> 00:28:45.720 few people talk because it's on Zoom and there's not enough interaction. So you 376 00:28:45.759 --> 00:28:51.799 have to be hyper intentional about the ways that you're actually allowing people to know 377 00:28:52.200 --> 00:28:55.359 what is the culture of an organization, because I think a lot of people 378 00:28:55.480 --> 00:29:00.000 they're renegotiating what that even means. If we're all remote, working from different 379 00:29:00.039 --> 00:29:03.880 places, how are you going to have an organizational culture? And that's why 380 00:29:03.960 --> 00:29:07.240 this is such a hot button topic right now both at Fort Departments right like 381 00:29:07.319 --> 00:29:11.839 on this podcast we're talking to marketing teams, but then as organizations as well. 382 00:29:11.880 --> 00:29:18.640 So I love having to think about and renegotiate like how are we actually 383 00:29:18.720 --> 00:29:22.440 going to get our mission across in a fully remote environment? How are we 384 00:29:22.480 --> 00:29:29.039 going to actually allow people to catch and be taught right, both together and 385 00:29:27.880 --> 00:29:32.880 and allow those things? One thing I'll highlight from us at sweet fish. 386 00:29:32.920 --> 00:29:37.559 I think adding a winds channel to your slack super hyper practical, but it 387 00:29:37.599 --> 00:29:41.880 allows for new team members to see what matters to these people, like what 388 00:29:41.920 --> 00:29:45.880 are they celebrating consistently? Managers can go in there, but anybody can go 389 00:29:45.920 --> 00:29:49.720 in there and add something that was a win in their department, and seeing 390 00:29:49.720 --> 00:29:55.720 that type of stuff reinforces what matters to us right now in our all hands. 391 00:29:55.880 --> 00:30:02.319 Having a time where we go over our vision every week is another reinforcer 392 00:30:02.359 --> 00:30:03.720 of what Emily's talking about here. So I just want to make some like 393 00:30:03.799 --> 00:30:08.720 hyper practical things for us as takeaways before we go into these other two. 394 00:30:08.839 --> 00:30:14.759 Emily, sorry to jump in there for a minute. Those are excellent examples 395 00:30:14.759 --> 00:30:18.440 and I actually have one more to tack on. Something that my husband does 396 00:30:18.680 --> 00:30:23.359 with his division of the organization is he takes a value percorder and he encourages 397 00:30:23.640 --> 00:30:27.039 he so he's a manager of managers, but he encourages his managers and their 398 00:30:27.079 --> 00:30:30.839 direct reports to talk about okay, how, over this quarter, are we 399 00:30:30.880 --> 00:30:36.599 going to embody this value as a team it, because sometimes it feels very 400 00:30:36.680 --> 00:30:40.640 disconnected, right, it feels like something that the way higher ups decided and 401 00:30:40.680 --> 00:30:47.559 it's decreed down. But we want to encourage everyone in the organization to first 402 00:30:47.680 --> 00:30:52.519 know what they are and, secondly, really internalize them for themselves and define 403 00:30:52.599 --> 00:30:57.480 what it means for them and to decide how that translates into their role, 404 00:30:57.680 --> 00:31:02.640 into their team and and those are great ways to do that. But you 405 00:31:02.680 --> 00:31:04.640 can't you can't just, you know, frame it on the wall and say, 406 00:31:04.720 --> 00:31:08.839 okay, we're good to go and move on. Okay, so let's 407 00:31:08.839 --> 00:31:12.880 start around this conversation out. Let's hit on confidence and freedom real quick, 408 00:31:12.920 --> 00:31:18.640 if you would perfect. Okay. So, yeah, we want confident employees, 409 00:31:18.799 --> 00:31:22.799 right, that sounds pretty obvious. But not to keep throwing out covid. 410 00:31:22.839 --> 00:31:25.960 I know we're kind of tired of all talking about Covid, but covid 411 00:31:26.160 --> 00:31:30.000 changed a lot, obviously, but for a lot of people. They might 412 00:31:30.039 --> 00:31:36.519 have the same job title as they did pre covid but they might need totally 413 00:31:36.519 --> 00:31:41.519 different skills and capabilities to get their job done these days, and we as 414 00:31:41.559 --> 00:31:48.279 employers need to recognize that it's part of our responsibility to make sure that they 415 00:31:48.319 --> 00:31:52.359 have those training resources, that we are helping them and developing their skills. 416 00:31:52.400 --> 00:31:57.000 And also, people are demanding growth in their roles right not just to meet 417 00:31:57.079 --> 00:32:00.839 the job that they're in. People want to grow their skills they can be 418 00:32:00.839 --> 00:32:05.759 in the next job. So what does this look like? Well, any 419 00:32:05.799 --> 00:32:10.119 company can established for no cost of mentorship program connect them up with somebody in 420 00:32:10.160 --> 00:32:15.119 your organization that can do knowledge sharing but also, you know, shepherd them 421 00:32:15.119 --> 00:32:20.839 in their career trajectory. Also, as I mentioned earlier in the conversation, 422 00:32:21.279 --> 00:32:23.440 you to me has a you to me for business option. I mean all 423 00:32:23.519 --> 00:32:30.880 these resources. You can buy licenses for your employees to use up, you 424 00:32:30.920 --> 00:32:36.119 could do reimbursement for tuition or for you know, have a training budget are 425 00:32:36.400 --> 00:32:40.839 it doesn't have to be massive, but just allocating a little bit of money 426 00:32:40.960 --> 00:32:45.799 towards this and even giving your your team members freedom to decide how they want 427 00:32:45.839 --> 00:32:51.960 to spend it would be huge in helping them to feel more fulfilled. But 428 00:32:52.000 --> 00:32:55.920 it's a win win, because now your employees are coming back with more confidence 429 00:32:55.920 --> 00:33:00.599 and capabilities to do their job well and hopefully prepare for the next job. 430 00:33:00.680 --> 00:33:05.960 For for marketing leaders listening to this and for marketing departments. Let's just this. 431 00:33:06.279 --> 00:33:07.519 This is why I want to have emily on, because a lot of 432 00:33:07.559 --> 00:33:13.759 what we're talking about is tactical and it's it's what happened on your last campaign 433 00:33:13.839 --> 00:33:16.000 whatever. We need to zoom out every once in a while and and think 434 00:33:16.039 --> 00:33:20.440 about fulfillment. So, emily, thank you for challenging us to think about 435 00:33:20.440 --> 00:33:24.000 it, both personally and and as organizations, because now we're right here in 436 00:33:24.039 --> 00:33:29.960 the center, right where we've hit that fulfillment space. Any sort of final 437 00:33:30.079 --> 00:33:34.160 challenge to our audience, maybe speaking to both individuals and businesses when it comes 438 00:33:34.240 --> 00:33:37.359 to what fulfillment is at work and how we should maybe move forward from this 439 00:33:37.400 --> 00:33:40.480 episode? Well, I want to make sure we capture that freedom piece. 440 00:33:40.759 --> 00:33:44.720 Yeah, right, the talent piece, and that's the part that's almost always 441 00:33:44.720 --> 00:33:46.880 overlooked. I mean, if we think about our hiring process, we hire 442 00:33:46.920 --> 00:33:50.279 them for skills. We look at their resume and say, okay, Yep, 443 00:33:50.319 --> 00:33:52.920 they have the experience, background, training degrees to do the job here. 444 00:33:52.960 --> 00:33:55.519 But we all know the smartest person is not always the most successful. 445 00:33:57.079 --> 00:34:00.119 Not sure. Yeah, field, we get to know them in the interview 446 00:34:00.119 --> 00:34:04.279 process. Oh, I like this person, I resonate with them, they 447 00:34:04.400 --> 00:34:06.960 drive with our culture. I think they'd fit in here. They share our 448 00:34:06.960 --> 00:34:09.920 mission, vision and values. Okay, let's hire them. Wait a minute, 449 00:34:12.119 --> 00:34:15.039 do not pass go yet, because we have to think about that third 450 00:34:15.119 --> 00:34:20.400 piece. Are we putting people in roles that give them freedom to get to 451 00:34:20.480 --> 00:34:24.280 results in their own way? And I actually work with companies to use assessments 452 00:34:24.320 --> 00:34:28.519 where we don't have to guess on what that is. We can actually scientifically 453 00:34:28.559 --> 00:34:34.199 coordinate that that matchup and make sure that we are reliably putting people into the 454 00:34:34.280 --> 00:34:38.119 right roles. But for those team members that you've already hired or, if 455 00:34:38.199 --> 00:34:42.559 you know, for leaders of teams, one of the easiest ways to give 456 00:34:42.599 --> 00:34:50.920 people freedom is to paint success and back up, get really, really clear 457 00:34:50.960 --> 00:34:58.519 on the result, be a results focused manager and then back off. You 458 00:34:58.519 --> 00:35:01.440 know, we don't have to dictate how each and every team member gets to 459 00:35:01.480 --> 00:35:07.519 that result and in fact it's not even helpful for everybody to get there the 460 00:35:07.559 --> 00:35:12.280 same way and that that Harkens back to the educational system, where there's one 461 00:35:12.400 --> 00:35:15.519 right way and as a result, eighty percent of kids feel stress a little 462 00:35:15.599 --> 00:35:20.119 or a lot every day in school, because human beings aren't created like that. 463 00:35:20.400 --> 00:35:22.960 So we have to be careful that we're aware of our own biases as 464 00:35:23.000 --> 00:35:27.840 managers to do it our way right. This has been successful for me, 465 00:35:27.880 --> 00:35:30.079 so you should do it that way. To keep that in check. Reflect 466 00:35:30.159 --> 00:35:35.360 on that. We need to allow for operational diversity, a lot of different 467 00:35:35.360 --> 00:35:38.960 people having freedom to get at that result in different ways, but just being 468 00:35:39.079 --> 00:35:47.039 so clear on the result and success allows for that freedom naturally to follow through. 469 00:35:47.360 --> 00:35:51.679 Hmm, I love that. Well, we've hit on a lot here. 470 00:35:51.679 --> 00:35:54.159 Skills, passions, talents. Another way to think about it confidence, 471 00:35:54.239 --> 00:36:00.320 motivation, freedom for individuals. Harketing back to the very beginning of this conversation, 472 00:36:00.400 --> 00:36:04.679 right, we're going to take agency, which most of us are doing 473 00:36:04.679 --> 00:36:07.679 for our career, for our fulfillment in work. We have personal agency, 474 00:36:07.760 --> 00:36:10.679 so we own that side. Then, obviously, as leaders we want to 475 00:36:10.719 --> 00:36:14.960 create the best environment for people to thrive, for them to be fulfilled. 476 00:36:15.000 --> 00:36:20.079 It has business implications that in massive benefits and so we're thinking that way. 477 00:36:20.119 --> 00:36:23.000 To leaving this episode, emily, it's been fantastic to get to chat with 478 00:36:23.039 --> 00:36:25.599 you here. People are going to want to stay connected to you in the 479 00:36:25.599 --> 00:36:29.679 work you're doing. So how can people do that? Awesome. So if 480 00:36:29.719 --> 00:36:34.280 you're that high achieving professional who wants more fulfillment and your career in life, 481 00:36:34.320 --> 00:36:37.119 definitely connect with me on Linkedin, and also you can visit my website, 482 00:36:37.159 --> 00:36:42.400 emily meliascom. Would love to continue the conversation with you there. I have 483 00:36:42.440 --> 00:36:45.320 a free training on the fulfillment formula. So if you want a rehash of 484 00:36:45.360 --> 00:36:49.519 this, go ahead check it out there. And then, if you're that 485 00:36:49.719 --> 00:36:53.239 business leader who is committed to creating a fulfilling workplace, not just because it's 486 00:36:53.239 --> 00:36:57.320 the right thing to do but it's good for business, check US out at 487 00:36:57.400 --> 00:37:01.679 launch consulting DOT ioh and I hope to see you there. Thank you so 488 00:37:01.840 --> 00:37:06.880 much for for being on be tob growth today, emily. It was a 489 00:37:06.880 --> 00:37:09.880 blast. Thanks so much. I love talking about fulfillment and here's to everyone's 490 00:37:09.880 --> 00:37:15.400 fulfillment of those listening yeah, absolutely so. We're always having conversations like this 491 00:37:15.480 --> 00:37:19.960 here on B tob growth, insightful ones. Things that are hopefully going to 492 00:37:20.000 --> 00:37:22.360 help you feel your growth and your innovation. If you've yet to subscribe to 493 00:37:22.400 --> 00:37:25.639 the podcast, you can do that right now. Wherever you're listening to this, 494 00:37:25.679 --> 00:37:30.679 you can connect with me on Linkedin as well. We're always talk about 495 00:37:30.679 --> 00:37:35.199 marketing business life over there and would love to hear from you. Keep doing 496 00:37:35.239 --> 00:37:50.639 work that matters. Will be back real soon with another episode. We're always 497 00:37:50.679 --> 00:37:53.719 excited to have conversations with leaders on the front lines of marketing. If there's 498 00:37:53.719 --> 00:37:58.440 a marketing director or a chief marketing officer that you think we need to have 499 00:37:58.519 --> 00:38:01.800 on the show, reach out email me, ben dot block at Sweet Fish 500 00:38:01.840 --> 00:38:05.599 Mediacom. I look forward to hearing from you.