Micromanagement, Middle Management & the Messy Truth About Authentic Leadership

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We are live! Okay, with my guest, Jennifer Jensen.

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She has a funny, you have to share your story.

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We talked for like a minute or two before we

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met. I really, I don't have any practice of who

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Jen Jen is, Jennifer Jensen, what she does. I

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did copy and paste from her cool website, which

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I have to tell you, go to her website. And so

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you have the link in the chat, but Jennifer,

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it's great to have you. You are bold. You are

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absolutely beautiful. And you're brave. Who goes

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on a live without like really? No, you're going

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to be safe. I've had over 300 episodes aired

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and no issues. Well, let's yeah, we're not going

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to talk about that one. So Jennifer, where do

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you live? And tell us the day about your name

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because that story just is so lovely. So I live

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in Calgary, Alberta, Canada. And so when I was

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born, my parents didn't think about what Jennifer

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Jensen could be. broken down to. And so as they

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were leaving the hospital with me close to 50

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years ago, the nurse said, See you later, JJ.

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And so after that, I've been nicknamed JJ or

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Jen Jen, because Jennifer Jensen. I love it.

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So your parents what they were surprised like,

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Oh, we never thought of that. No, they met. They

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had never thought of that. And they were like,

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didn't even think about it. And they didn't expect

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people or myself to shorten my name to Jen. And

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so Jen Jensen, it just works as Jen Jen. That

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is so, yeah, I mean, they wouldn't have gone

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to ChatGBT and said, which I wonder if new parents

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are doing that, what's a good name? Oh, let's

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name the baby Storm. But that's so funny. Or

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maybe they didn't see it written down to really

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look at it. No. Well, and that was before internet,

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believe it or not. So you have an authentic name

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as an authentic leader. Yes, it is great. It's

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perfect name. It's like a stage name. It's you're

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like, I just love it. So tell us what you do

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because I have no idea authentic leader and I

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think it was the website is authentic leader

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.ca. So what does that mean? So I started my

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journey as an authentic leader in the corporate

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world. for close to 30 years now. And through

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my own experiences and interactions with different

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leaders, I developed a passion for helping individuals

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define their authentic selves and be that bridge

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that we're missing right now with knowing who

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we are as leaders and how to maintain who we

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are in leadership as well. And so I do a lot

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of individual one -on -one leadership advisory

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coaching services, as well as group advisory

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and leadership programs. So what would it be

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if you were not authentic and you were not like,

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what does that look like? Your team is not productive.

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It's not functioning. You're not collaborative

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and you are stressed to the limit and you don't

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even know who you are as an individual. Keep

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going. Is there more to that? So with authentic

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leader, you're going to become a lot more self

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-aware and help to collaborate with your team

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and be effective. And so to support that, I also

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wrote a book called Developing Authentic Leaders.

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Interesting. So it's kind of a buzzword, right?

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Authentic, you know, transparent, like those

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words. So can we dig a little deeper and going

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into like what, do you have any case stories

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about like what not authentic, unauthentic, is

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that a word? Yeah, we can use that. unauthentic

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leader. Like, I'm just curious, how can we match

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this up? So if you're listening right now, you're

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like, okay, it's one of those things, like a

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buzzword, I'm authentic leader. No, I'm actually

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someone else. I play someone else as a leader.

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Like, I don't really, I'm still not getting it.

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I get what the, when you get it in your head

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to be authentic, what that, all the benefits

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of that. But what does it look like? How would

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I know if I have an unauthentic leader? So you're

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going to have a toxic environment, toxic culture.

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You're going to have micromanagement because

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you need to be in control of everything. You

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don't trust your team. You're not effective.

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You've got high turnover. You are not really

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engaged and you have more of a authoritative

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dictator type leadership style instead of being

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able to adapt and grow with your team. Interesting.

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Okay. So then the next, okay. So, and you have

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a background in the corporate world. Yeah. So

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which I think is important because there's a

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lot of people you like saying, you know, I teach

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leadership or, but then I'm like, you're 22.

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Where is your experience? You can have the education,

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but where's the experience? So tell us about

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your experience. So I've had a lot of experience,

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like across many different companies. So even

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like universities, utility companies, the oil

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and gas sector, it's been a vast career, which

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has been fun. And at the same time, I've had

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to deal with a lot of struggles and scars. But

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I think those scars are what make me who I am

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today. And I've had to deal with micromanagement

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and the PTSD that you get from that. And now

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I can effectively support teens and I'm hearing

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more and more about micromanagement and the effect

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it has on individuals. So at least I've experienced

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it to understand what needs to happen and how

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to protect yourself. I can understand that. I

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remember the day that my client wrote to me and

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said, Adrienne, I love your writing. I was like,

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really? Are you sure my writing has been criticized?

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Of course it was a family member, authentic leader,

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but I don't even know. But you know, I get that

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PTSD because that was the first thing that happened

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to me. I'm like, no, you must have read something

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else because I have been told my whole entire

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life my writing is horrible. So it's things that

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are also either you're picking up or that's being

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told to you and it's hard to shake it off. Totally.

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And it's the imposter syndrome that you're fighting

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constantly. And it may appear like I may have

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everything together, but do I actually have it

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all together in my mind? No. And I feel like

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I'm fake and I'm presenting something, but yet

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I do have the expertise and knowledge to do it.

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Yeah, that's really I find that really interesting.

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You're so right. Now, when I was in Tucson, I

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had an inauthentic leader. I felt nice guy. But

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weird as nice to get, you came in late. I mean,

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came in early, but none of us saw when he was

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in early, and we're not there. So he wasn't helping

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us because he was never there. Then he would

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leave early. But in the end of the day, that

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was when most questions were occurring and things

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that you needed answers. But when the bigger

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people came in, it was a nonprofit, when his

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bosses came in, guess who was there early and

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staying late? That was so not authentic. Now

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that I think about it, it was like you're faking

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who you are and also like a fake, like, okay,

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everyone, I'm leaving. Do you need anything?

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But it's like, you're leaving. So nobody wants

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to stop you from leaving, especially when you

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say, I've been here since 6 a .m., I'm leaving

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now. So you're thinking like, well, that now

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is not a good time. And yeah, that really, as

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nice as he was, that really hurt. like to me

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something that was like that he wasn't he he

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was not being a good leader no he didn't have

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the integrity and he didn't have the skill set

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to understand what the team needed let's look

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at your website together I'm getting into this

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all of a sudden. I've never done this before,

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but I do like it. So if you're gonna be watching,

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you could watch this on YouTube. We'll have it

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up on YouTube or the live. I absolutely will

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show this. So I'm gonna share my screen and I've

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got the Authentic Leader. How long have you had

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this website, AuthenticLeader .ca? Oh, for a

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year and a half now. Nobody else had it? No.

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Wow. Wow, that's crazy. Let me go to your home.

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Okay, I love the, okay, so I'm assuming you have

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mountains where you live. Yes, because we're

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just an hour from Banff. I'm sure many have heard

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of that place. And so we have the Rocky Mountains

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as our backdrop. Beautiful. I think this is a

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really lovely photo. It looks authentic. I absolutely

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love the photo. Like, I love that. All right,

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right here on the homepage, I love that you have

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the contact information. That's awesome. That's

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a huge deal. A lot of people don't have that.

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And then you have your information here. I love

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it. Sorry, I'm really going through. I've got

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like a crazy one. And then I love this. Okay,

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so common sense approach. So what is it like

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to work with you? Oh, we like to have a lot of

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fun, but I also like to tell the truth and provide

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the truth that everyone is afraid to say and

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say it. I try and do it diplomatically, but sometimes

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you just have to come out and say it. You can't

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be a yes person. Isn't that sometimes a problem

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with inauthentic leaders is everyone is telling

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them, yes, yes, yes, yes, yes. And at the end,

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when they finally get the real review or losing

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clients, it's like, well, I was going to tell

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you that, but it's easier. No, no. How do you

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ask for feedback? And how do you let your team

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know that you're open to suggestions and how

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to improve your performance without feeling vulnerable?

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I think you need to prepare yourself and just

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be okay with the feedback that you're gonna get.

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And you have to also look at who you're talking

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to and take it at face value in certain cases.

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Cause at one point I had a CIO that I was talking

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with and they wanted to renew my contract. And

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I said, I can't. And they're like, well, Jen,

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why can't you? And I'm like, because I can't

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work with someone. who constantly changes the

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foundation, who doesn't have vision or mission

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or values. And I can't work in that environment

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because I never know which way I'm going. Whoa.

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And then when they took that dagger out of their

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heart, what happened? Well, he went and talked

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to my boss at the time and said, well, Jen told

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me she can't work with me. And my boss looked

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at him and said, well, was she rude about it?

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And he's like, no. Was she unprofessional about

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it? No. And he's like, well, then what's the

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problem? I've never had anybody tell me that

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to my face. Do you think she'll come back? I

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love that. I love that because that's where they're

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willing to be coached. Yes, because I could see

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that is going to always be a problem for coaches

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is is having the answers and can help. And yet

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the person who's probably inauthentic is like,

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yeah, no, no. And I remember I was like that

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at one point in my life too, right? There's a

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certain, I don't mean to say like age group,

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but there's a certain time in your life, in your

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thirties, you're pretty much thinking you know

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it all. Almost like a teenager, you kind of revert

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back, like I know, I know, I know it all by time

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I'm 63 or 62, I don't know why I keep saying,

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I'm not 63 till another month, but I don't feel

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it. And my bangs obviously look so good that

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I don't look like that of a 25 -year -old, so

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I'm pretty happy with that. But at the end of

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the day, it takes a lot to be able to accept

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the feedback. It does. But if you can explain

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it, and I wasn't mean about it or rude, but I

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very much shared the areas that I couldn't work

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with and why I couldn't work with them. And I

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think if you can be honest and provide that,

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And sometimes that individual is not going to

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be open to it. But that's not yours to own. That's

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their response to own. I love that. So you're

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like, I thought I had you're sorry about that.

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I turned it to silent. OK, I thought. Oh, no,

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now that now that call that scam call just interrupted

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me. So one of the things though is when you are

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being authentic and so like you have one goal,

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right? Your goal is to make this person successful

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to become authentic leader. So it would make

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sense if they don't have that same goal to have

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the personal development. I mean, what are you

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gonna do? You can't waste your time. Your time

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is too precious. And sometimes then you have

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to fire the client because they have to be willing

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to make the changes. 25 years is good. That's

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great. Ageism is real, so sometimes when I'm

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working with someone that's like 35, 40 years

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in the industry, we'll do 35 plus. That includes

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me too. Also, my mom always taught me that what

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people say about other people is a reflection

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off themselves. Do you find that too? I know

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that happens a lot in personal lives. Do you

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find that in business? Yes, very much so. Oh,

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I'm so sorry. Hold on, hold on. husband. He is

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an inauthentic husband. He knows I'm doing this,

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but he's got a TBI. So we'll give him a break

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because he's definitely a traumatic brain injury,

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but geez. Okay. So let's, okay. So I love that

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because again, I'm very conscious lately of,

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of coaches. Alan, you got to stop it. Hold on.

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Let me just tell them. If you are listening to

00:14:16.559 --> 00:14:19.139
this podcast, just know it's real, it's raw,

00:14:19.620 --> 00:14:23.679
no prep needed. And I did try to tie up my husband

00:14:23.679 --> 00:14:26.759
and put a towel in his mouth. It didn't really

00:14:26.759 --> 00:14:29.259
work. If I put food in his mouth, that works

00:14:29.259 --> 00:14:33.279
a lot, but okay. So thank you for understanding.

00:14:33.519 --> 00:14:35.960
So I love this that you have the 35 years. We're

00:14:35.960 --> 00:14:39.200
going through this. Okay. And I love this too.

00:14:39.700 --> 00:14:41.960
This looks like your mission statement, but you're

00:14:41.960 --> 00:14:46.019
calling it our philosophy. This is nice. I provide

00:14:46.019 --> 00:14:48.059
practical advice and a toolkit that supports

00:14:48.059 --> 00:14:51.299
leadership development. Beautiful. Oh, these

00:14:51.299 --> 00:14:55.980
are your your certifications. How many hours

00:14:55.980 --> 00:15:01.720
is it for this qualification? It varies. I think

00:15:01.720 --> 00:15:05.100
the spark one is the longest one, if I remember

00:15:05.100 --> 00:15:08.899
correctly, and that's about two weeks or so,

00:15:08.919 --> 00:15:12.360
but it was very intensive. you had homework,

00:15:12.419 --> 00:15:17.080
you had to do, you're in class, but it's very

00:15:17.080 --> 00:15:19.279
helpful, especially if you want to become a lot

00:15:19.279 --> 00:15:22.419
more self -aware, because it takes your colors,

00:15:22.480 --> 00:15:25.059
much like disc, and your eight characteristics,

00:15:25.299 --> 00:15:28.159
and then it breaks that down into 24 qualities,

00:15:28.500 --> 00:15:31.559
and then it looks at all those qualities in what

00:15:31.559 --> 00:15:35.159
you're like at home, and when you're most comfortable,

00:15:35.159 --> 00:15:39.240
and what you're like at work, in your everyday,

00:15:39.399 --> 00:15:42.220
what you present. to the world and then what

00:15:42.220 --> 00:15:43.899
you're like when you're overstressed. And then

00:15:43.899 --> 00:15:46.539
we work through a whole process of how you do,

00:15:46.639 --> 00:15:50.259
you regain composure when you're stressed and

00:15:50.259 --> 00:15:53.720
understanding. Yes. So you're not, you didn't

00:15:53.720 --> 00:15:55.639
just watch a YouTube video and say, I could talk

00:15:55.639 --> 00:15:58.360
about leadership. No. And I'm not kidding around

00:15:58.360 --> 00:16:00.519
guys. That is, this is what's happening. You

00:16:00.519 --> 00:16:05.200
gotta, you have to learn if you want to have

00:16:05.200 --> 00:16:08.679
leadership training. you have to learn this if

00:16:08.679 --> 00:16:10.600
you're gonna read the news or whatever it may

00:16:10.600 --> 00:16:13.820
be, you have to vet, right? Vetting is more important

00:16:13.820 --> 00:16:16.419
now than I think it's ever been. Even though

00:16:16.419 --> 00:16:18.259
some people would say it was much harder years

00:16:18.259 --> 00:16:20.059
ago when you had to vet someone, you didn't have

00:16:20.059 --> 00:16:22.860
the information available, but I think it's harder

00:16:22.860 --> 00:16:25.399
now. So love that, love your vet. Okay, I wanna

00:16:25.399 --> 00:16:27.159
get to the juice and I see you have books, I

00:16:27.159 --> 00:16:31.820
can't wait. Okay, hold on, services. So in the

00:16:31.820 --> 00:16:34.039
process of updating this and breaking it out

00:16:34.039 --> 00:16:36.600
more, but it's... the one -on -one leadership,

00:16:38.379 --> 00:16:44.480
the group advisory services, and also the leadership

00:16:44.480 --> 00:16:49.820
programs for corporations. Oh, I love this. Look

00:16:49.820 --> 00:16:51.899
at you guys. Go under services so you can see

00:16:51.899 --> 00:16:53.980
all the services. All right, let's look at the

00:16:53.980 --> 00:16:56.100
books. Let's look at the books. Well, we only

00:16:56.100 --> 00:16:59.000
have one so far. That's OK. You're going to have

00:16:59.000 --> 00:17:01.899
more developing authentic leaders, a practical

00:17:01.899 --> 00:17:05.579
guide for all leaders. Love this. Identify your

00:17:05.579 --> 00:17:08.359
leadership style, offer concise. This is so needed.

00:17:08.720 --> 00:17:11.259
You know what? You know why I really believe

00:17:11.259 --> 00:17:15.359
in all of this, Jennifer, is that. We need this

00:17:15.359 --> 00:17:17.839
for our youth, right? Like they're coming out

00:17:17.839 --> 00:17:19.880
of school, they're going to college. They're

00:17:19.880 --> 00:17:21.880
not getting leadership. Maybe, maybe some are

00:17:21.880 --> 00:17:24.200
getting some leadership classes, but then they're

00:17:24.200 --> 00:17:26.259
going to work for someone and they should also

00:17:26.259 --> 00:17:30.039
be able to identify an authentic leader compared

00:17:30.039 --> 00:17:32.539
to someone that they may say to themselves, do

00:17:32.539 --> 00:17:34.799
I want to spend another 10 years with this leader

00:17:34.799 --> 00:17:38.440
who is not going to, that doesn't really care

00:17:38.440 --> 00:17:44.190
about my success. Do you, teach or talk about

00:17:44.190 --> 00:17:47.289
during the Authentic Leadership Program Servant

00:17:47.289 --> 00:17:50.369
Leadership? Oh, yeah, that's a huge part of it.

00:17:50.390 --> 00:17:53.369
And if you read my book, I did it in a very different

00:17:53.369 --> 00:17:55.490
format than any other leadership book out there.

00:17:55.849 --> 00:17:58.990
It's all in point form. And there's 52 topics

00:17:58.990 --> 00:18:02.789
so that you can do it one a week if you need

00:18:02.789 --> 00:18:05.529
to just to help you along. And each topic is

00:18:05.529 --> 00:18:09.049
two to three pages maximum. And you can do it

00:18:09.049 --> 00:18:11.769
as an individual. You can do it as an accountability

00:18:11.769 --> 00:18:14.109
partner. It's almost like a coach in a book.

00:18:14.809 --> 00:18:19.329
Oh, wait, your pages. So just FYI, the available

00:18:19.329 --> 00:18:22.769
now, these links are broken. OK. Thank you for

00:18:22.769 --> 00:18:25.170
letting me know. I'll get on top of it. This

00:18:25.170 --> 00:18:27.589
is good. Barnes and Noble. But it looks like

00:18:27.589 --> 00:18:31.369
the, I know, right? I catch everyone else's mistake.

00:18:31.430 --> 00:18:32.930
But if you could do the same for me, it would

00:18:32.930 --> 00:18:35.789
be amazing. Let's see, if I click Amazon US,

00:18:35.829 --> 00:18:38.289
so just a quick link, it may have changed. And

00:18:38.289 --> 00:18:41.170
then, oh, and then Jennifer Jensen writes, loving

00:18:41.170 --> 00:18:44.869
that. And then this, I love, love this. What

00:18:44.869 --> 00:18:48.230
did you call it regarding the point? It's all

00:18:48.230 --> 00:18:52.329
in point form. What does that mean? I didn't

00:18:52.329 --> 00:18:56.230
do like paragraphs. Like bullets? Yeah, it's

00:18:56.230 --> 00:18:59.029
all bullets. Oh my God, that is, oh, I want to

00:18:59.029 --> 00:19:03.450
see a sample. Oh, I love that. this is nice looking

00:19:03.450 --> 00:19:05.750
and so you have your website and you have this

00:19:05.750 --> 00:19:08.390
a nice this is nice this is yeah so it's all

00:19:08.390 --> 00:19:11.990
in point form here i love that and then i want

00:19:11.990 --> 00:19:15.970
to go back i want to look at and each um pages

00:19:15.970 --> 00:19:18.650
or each topic is set out the same way where it's

00:19:18.650 --> 00:19:22.190
key insights guidance and reflection and then

00:19:22.190 --> 00:19:25.910
upcoming podcasts i love this who's this why

00:19:25.910 --> 00:19:30.079
do you do that brilliant Brilliant, this is so

00:19:30.079 --> 00:19:33.839
brilliant. Do you have a, are you, do you have

00:19:33.839 --> 00:19:37.240
your own podcast or you're on your? Not yet,

00:19:37.599 --> 00:19:41.200
that's coming. Ooh, if you need help, let me

00:19:41.200 --> 00:19:44.599
know. And also I could give you some great tips.

00:19:45.039 --> 00:19:49.460
I have, I booked over a thousand. hosts on different

00:19:49.460 --> 00:19:53.299
shows and also have created and produced a podcast

00:19:53.299 --> 00:19:56.839
and still producing for Seth Green, Market Domination.

00:19:56.900 --> 00:19:59.900
Love it. I produced Rebecca Green, Winey Palooza,

00:20:00.019 --> 00:20:01.680
Grow Your Business and Grow Your Wealth with

00:20:01.680 --> 00:20:05.680
Gary Health. He's amazing. And so love, love,

00:20:05.680 --> 00:20:07.980
love podcasts and working on another one. So

00:20:07.980 --> 00:20:10.559
love it. Yes, you, you should. And then when

00:20:10.559 --> 00:20:13.420
you have your own podcast, you can actually put

00:20:13.420 --> 00:20:16.480
your RSS feed on your LinkedIn, which is amazing.

00:20:16.740 --> 00:20:20.380
Totally. second. I want to thank you for adding

00:20:20.380 --> 00:20:23.480
me to yours. That's brilliant. Brilliant. Thank

00:20:23.480 --> 00:20:25.619
you. I really, really appreciate that. I didn't

00:20:25.619 --> 00:20:27.539
think we would be doing. I normally don't do

00:20:27.539 --> 00:20:30.019
this, but I've been enjoying going through a

00:20:30.019 --> 00:20:33.460
blog. A blog is worth a million views. All right.

00:20:33.460 --> 00:20:35.980
So everyone, micromanagement, the culture killer.

00:20:36.119 --> 00:20:38.079
So we've got blogs here. Are you writing them

00:20:38.079 --> 00:20:42.420
all? Yes. This artwork is crazy good. Oh, look

00:20:42.420 --> 00:20:46.279
at Jen and you're keeping it up. Yep. It's once

00:20:46.279 --> 00:20:49.490
a month. comes out. Is this a wordpress site?

00:20:50.650 --> 00:20:54.490
Uh yes, I believe so. It looks really good. This

00:20:54.490 --> 00:20:57.390
is great. You guys, you have to definitely check

00:20:57.390 --> 00:21:00.109
out the blog. How many articles do you think

00:21:00.109 --> 00:21:04.930
you have? Oh probably about 20, 25 somewhere

00:21:04.930 --> 00:21:08.269
in there. There's quite a few. Good for you.

00:21:08.329 --> 00:21:11.269
That is, you know, you could take your blogs,

00:21:11.809 --> 00:21:15.170
they take this page, throw it into like an AI

00:21:15.170 --> 00:21:20.710
program and ask it to give you the number of

00:21:20.710 --> 00:21:24.869
words. Yes. Which is kind of cool to do. Keep

00:21:24.869 --> 00:21:26.930
writing. That's great. They look great. Everyone

00:21:26.930 --> 00:21:29.349
check that out. And then what is resources? I

00:21:29.349 --> 00:21:31.950
love that you're okay. Oh, you have a nice magnet

00:21:31.950 --> 00:21:34.769
piece to the leadership influence quiz. Yep.

00:21:34.990 --> 00:21:37.660
Thank you. Do I, can I take it now or do I give

00:21:37.660 --> 00:21:40.059
up? You'll just have to enter your email, I believe,

00:21:40.220 --> 00:21:43.440
at some point. Oh, do you mind if I do it? No,

00:21:43.460 --> 00:21:47.859
go for it. Let's have a little fun. Okay, nice.

00:21:47.880 --> 00:21:50.859
Nice looking clean. Okay, when it comes to setting

00:21:50.859 --> 00:21:53.640
a direction for your team, I clearly share an

00:21:53.640 --> 00:21:55.079
expiring vision and make sure everyone knows

00:21:55.079 --> 00:21:57.559
they contribute to it. I occasionally talk, no,

00:21:58.019 --> 00:22:01.480
I'm actually number one. Now, I like, I think

00:22:01.480 --> 00:22:03.579
vision is, but some people don't like that, right?

00:22:03.880 --> 00:22:06.519
So what if you have someone that thinks that's

00:22:06.519 --> 00:22:08.980
a worst kind of leadership, you should let us

00:22:08.980 --> 00:22:11.880
give you the vision, right? Like it's so crazy.

00:22:12.440 --> 00:22:13.640
All right, let's see where I come up though.

00:22:13.819 --> 00:22:15.720
How often do you think beyond the day to day?

00:22:15.940 --> 00:22:21.140
I regularly carve out time. 100 % carving out

00:22:21.140 --> 00:22:24.019
time. If you don't do that, and sales too, if

00:22:24.019 --> 00:22:26.619
you need to sell yourself, right? I have a great

00:22:26.619 --> 00:22:29.359
time to sell myself by services. How often do

00:22:29.359 --> 00:22:35.240
you encourage fresh thinking? I love that. I

00:22:35.240 --> 00:22:38.180
definitely, this is something, okay, how would

00:22:38.180 --> 00:22:39.880
you describe the way you communicate with your

00:22:39.880 --> 00:22:44.799
team? I gotta say, I try to communicate well.

00:22:44.859 --> 00:22:47.019
I believe in clear communications, but I'm not

00:22:47.019 --> 00:22:50.220
sure. Sometimes things can get lost in translation.

00:22:51.319 --> 00:22:56.200
I love delegation. Actually, someone that I work

00:22:56.200 --> 00:22:58.180
with said, you know, is there a book out there

00:22:58.180 --> 00:23:01.000
on delegation? And I said, I thought to myself,

00:23:01.259 --> 00:23:03.039
and I'd love to hear your response, but I thought

00:23:03.039 --> 00:23:05.980
it's really, you could read how to delegate,

00:23:06.180 --> 00:23:08.420
but it has to come from the heart first, the

00:23:08.420 --> 00:23:12.099
reasons why. So I wrote an article on why delegating

00:23:12.099 --> 00:23:14.420
is good for yourself and the other person that

00:23:14.420 --> 00:23:17.799
you're lifting up. Totally. It's something you

00:23:17.799 --> 00:23:20.119
have to practice. You can't just expect it to

00:23:20.119 --> 00:23:24.400
happen. It's so true. So do you think you could

00:23:24.400 --> 00:23:26.400
read a book like how to delegate or is there

00:23:26.400 --> 00:23:28.900
books out there that say give one page at a time?

00:23:29.160 --> 00:23:33.079
Like, I don't know. I think delegating is trusting

00:23:33.079 --> 00:23:35.960
your team to do the job the way that they can

00:23:35.960 --> 00:23:37.880
do it and come up with the same outcome that

00:23:37.880 --> 00:23:41.019
you expected to come out. Or it can be a different

00:23:41.019 --> 00:23:43.440
outcome too, but allowing them to do it the way

00:23:43.440 --> 00:23:46.440
that they want to and trusting them to do it

00:23:46.440 --> 00:23:50.039
until they prove otherwise. Yeah. I think I'm

00:23:50.039 --> 00:23:52.180
just going to get an A plus on this. Thank you

00:23:52.180 --> 00:23:54.740
for sharing that, because I know a lot of people

00:23:54.740 --> 00:23:57.759
just have a hard time with that. How about growing

00:23:57.759 --> 00:24:00.740
your team skill? But once you realize that you're

00:24:00.740 --> 00:24:03.960
helping the other person, why would you not delegate?

00:24:04.599 --> 00:24:09.539
Exactly. It doesn't make sense. I was so growing

00:24:09.539 --> 00:24:12.039
up in a family business, my parents were like,

00:24:12.039 --> 00:24:14.160
what is wrong with you? Can you just sell? Don't

00:24:14.160 --> 00:24:17.279
worry about what Sally Sue is doing. Don't worry

00:24:17.279 --> 00:24:20.539
about if she has a title, national sales manager.

00:24:21.960 --> 00:24:24.440
It's okay to have the title and not have the

00:24:24.440 --> 00:24:26.960
learning and the education. I'm like, no, what

00:24:26.960 --> 00:24:28.779
if she leaves us? We want to make sure that she

00:24:28.779 --> 00:24:32.319
can continue in that national sales and not be

00:24:32.319 --> 00:24:35.630
like, well, I have the title, but not. And years

00:24:35.630 --> 00:24:37.690
ago, that's what a lot of people did in business,

00:24:37.809 --> 00:24:39.170
right? They would give you a title, but they

00:24:39.170 --> 00:24:41.009
weren't really teaching you because leadership

00:24:41.009 --> 00:24:43.450
is kind of a new way of thinking. Am I correct

00:24:43.450 --> 00:24:45.549
in that too? Yeah. And I think they're still

00:24:45.549 --> 00:24:48.390
not teaching. And that's where I want to step

00:24:48.390 --> 00:24:51.250
in and help middle management. Like there's a

00:24:51.250 --> 00:24:54.549
ton of executive coaches and that's great. Love

00:24:54.549 --> 00:24:57.329
it. I don't want to be totally in the executive

00:24:57.329 --> 00:24:59.269
coach. I want to help the middle management because

00:24:59.269 --> 00:25:01.190
they're the ones that are the next generation.

00:25:01.549 --> 00:25:04.769
of executives, so why can't we help them now

00:25:04.769 --> 00:25:08.549
to be phenomenal leaders? And in our careers,

00:25:08.869 --> 00:25:12.009
how many great leaders have you had in your career?

00:25:12.269 --> 00:25:18.509
For me, I've had two. Oh, what were they? One

00:25:18.509 --> 00:25:21.049
was a founder and owner of a consulting firm

00:25:21.049 --> 00:25:25.349
that I worked with. And the other was a director

00:25:25.349 --> 00:25:29.829
or a CIO, which is the chief information officer

00:25:29.829 --> 00:25:36.740
in Uh, cement company. I love it. I love it.

00:25:36.880 --> 00:25:39.660
And so you feel like, so, so maybe it's easier

00:25:39.660 --> 00:25:41.640
when you thank you. I took the test every once

00:25:41.640 --> 00:25:43.779
I was like enjoying that though. I'm sure I'm

00:25:43.779 --> 00:25:46.140
like an a minus, um, or I don't know how it was

00:25:46.140 --> 00:25:48.599
graded, but I will put that in the chat. You're

00:25:48.599 --> 00:25:50.720
probably an, you're fine. You're probably one

00:25:50.720 --> 00:25:53.720
of those great leaders. I'm just old enough to

00:25:53.720 --> 00:25:56.839
understand what I think. I mean, I grew for 35

00:25:56.839 --> 00:25:59.440
years. I only worked for my, my parents and muscular

00:25:59.440 --> 00:26:03.339
dystrophy association, MDA for over 12 years.

00:26:03.619 --> 00:26:06.019
So that was, so I did get to see, oh my God,

00:26:06.299 --> 00:26:09.519
I remember MDA. There was a leader. I was actually

00:26:10.029 --> 00:26:14.049
I was pregnant and she had been pregnant and

00:26:14.049 --> 00:26:16.029
she would sit at her desk and she would make

00:26:16.029 --> 00:26:19.769
her secretary who was outside the office come

00:26:19.769 --> 00:26:24.599
into her office to pull a folder. Like it was

00:26:24.599 --> 00:26:28.140
weird this like way and actually weirdly enough.

00:26:28.140 --> 00:26:31.099
I actually had to go to the top because now I'm

00:26:31.099 --> 00:26:32.859
pregnant and she was pregnant and she went through

00:26:32.859 --> 00:26:35.119
the baby coming in late doing all this stuff.

00:26:35.119 --> 00:26:37.819
But for me and I was really working hard and

00:26:37.819 --> 00:26:41.759
I was doing a million in in nonprofit donations

00:26:41.759 --> 00:26:44.299
and raising funds and events and stuff like that.

00:26:44.319 --> 00:26:46.420
I mean I was working like it and finally I was

00:26:46.420 --> 00:26:48.640
like this is no way to treat someone and even

00:26:48.640 --> 00:26:50.500
then though in my early late like mid to late

00:26:50.500 --> 00:26:53.099
20s. I didn't understand there wasn't anything.

00:26:53.039 --> 00:26:55.039
out there that talked about coaching or leadership.

00:26:55.380 --> 00:26:59.240
I just knew that you should model the right behavior

00:26:59.240 --> 00:27:02.059
and she was modeling horrific behavior. People

00:27:02.059 --> 00:27:05.079
were leaving, it was hard to keep staff and finally

00:27:05.079 --> 00:27:08.019
when they, well actually I took over as district

00:27:08.019 --> 00:27:12.380
director. I think she was one above me. But once

00:27:12.380 --> 00:27:15.000
she left, it was like a godsend because she was

00:27:15.000 --> 00:27:17.000
really horrible. But that's the problem too,

00:27:17.519 --> 00:27:20.759
is how do you, okay, so you're in a line of business.

00:27:20.819 --> 00:27:23.700
You don't have a great leader at all. They're

00:27:23.700 --> 00:27:26.079
making it toxic. You want to lead, but you need

00:27:26.079 --> 00:27:27.839
the job. It's close to your home. You're already

00:27:27.839 --> 00:27:33.539
invested in the pension and everything else they

00:27:33.539 --> 00:27:36.559
have, but this leader is so awful. Who do you

00:27:36.559 --> 00:27:39.059
go to? Can you go above them? You know that you

00:27:39.059 --> 00:27:41.420
can't sit down and say, you know, Jennifer, you're

00:27:41.420 --> 00:27:43.940
not really helping me and blah, blah, blah. What

00:27:43.940 --> 00:27:47.539
advice do you have for the middle? It depends

00:27:47.539 --> 00:27:50.900
on the leader and how you approach it. But sometimes

00:27:50.900 --> 00:27:53.940
you can go around. I've had to go around when

00:27:53.940 --> 00:27:57.079
I had an individual that was making my life miserable.

00:27:57.700 --> 00:28:04.480
And I did creative things in getting things pushed

00:28:04.480 --> 00:28:06.799
along because they were a roadblock for a lot

00:28:06.799 --> 00:28:09.819
of projects I was working on and so I went and

00:28:09.819 --> 00:28:12.259
actually went to my project sponsors and said

00:28:12.259 --> 00:28:14.880
I need you to have a meeting and I need you to

00:28:14.880 --> 00:28:18.859
yell at us for being slow and they're like are

00:28:18.859 --> 00:28:21.299
you kidding me Jen and I'm like no I need you

00:28:21.299 --> 00:28:24.019
to do that because I can't get anything to move

00:28:24.019 --> 00:28:27.140
and so they're like but you're you're trying

00:28:27.140 --> 00:28:29.259
your best and I said I'm trying my best but I

00:28:29.259 --> 00:28:32.160
need you to yell at both of us so she doesn't

00:28:32.160 --> 00:28:36.839
know that She's actually like, it's combined.

00:28:37.400 --> 00:28:40.380
And so they're like, no problem. And they made

00:28:40.380 --> 00:28:43.660
it happen. And I even went to her boss and said,

00:28:43.700 --> 00:28:45.900
this is what I'm doing, but please don't share

00:28:45.900 --> 00:28:48.059
that because she will make my life miserable.

00:28:48.059 --> 00:28:50.039
And he's like, I'm sorry you have to do that,

00:28:50.039 --> 00:28:54.440
but I understand. Wow. Wow. And so the outcome?

00:28:55.299 --> 00:28:59.759
She eventually got let go because, but they did

00:28:59.759 --> 00:29:03.259
yell at us and it helped. kind of move her along

00:29:03.259 --> 00:29:07.119
so that we could get the project done for the

00:29:07.119 --> 00:29:08.759
team. And I said, because this project should

00:29:08.759 --> 00:29:11.160
only take three months to do, and it's taking

00:29:11.160 --> 00:29:16.079
us six. So let's make this happen. You know,

00:29:16.400 --> 00:29:19.960
I remember years ago, my girlfriend was working

00:29:19.960 --> 00:29:23.819
for a family business and one of the girls that

00:29:23.819 --> 00:29:27.240
was working with her, that was above her, very

00:29:27.240 --> 00:29:30.700
pretty, absolutely beautiful, could flirt like

00:29:30.700 --> 00:29:33.480
nobody could flirt. Her work was so bad, but

00:29:33.480 --> 00:29:35.519
nobody could say anything because they were so

00:29:35.519 --> 00:29:39.480
infatuated with her. That was a problem. That

00:29:39.480 --> 00:29:44.740
happens regularly. It does. Yes. It's horrendous.

00:29:45.519 --> 00:29:49.259
And it's awful to see. Yes. Unbuttoning of the

00:29:49.259 --> 00:29:53.059
shirt a bit. Well. I don't have to worry about

00:29:53.059 --> 00:29:55.259
that. But no, but seriously, that is that that

00:29:55.259 --> 00:29:58.660
is and you're really stuck. That is so unfair

00:29:58.660 --> 00:30:01.980
because if you want to. Yeah, I mean, there's

00:30:01.980 --> 00:30:04.720
so many good employees out there. Talk to us

00:30:04.720 --> 00:30:07.259
about like, I get the I don't like to use the

00:30:07.259 --> 00:30:09.880
word, but it is kind of or it was the cancer

00:30:09.880 --> 00:30:13.240
in the company. Oh, Shelly. Yeah, she's like

00:30:13.240 --> 00:30:15.599
a cancer. She makes everyone miserable. Those

00:30:15.599 --> 00:30:19.220
kind of things. How do you handle that? That

00:30:19.220 --> 00:30:22.279
one is a tough one. because of the fact it depends

00:30:22.279 --> 00:30:25.160
on how ingrained they are in the company because

00:30:25.160 --> 00:30:27.940
I've witnessed this and I'm witnessing it right

00:30:27.940 --> 00:30:30.900
now with one client where they had they went

00:30:30.900 --> 00:30:34.160
and hired the cancer and he's really good at

00:30:34.160 --> 00:30:38.559
managing up but not managing down and he tries

00:30:38.559 --> 00:30:41.799
to blame everything on everybody else and not

00:30:41.799 --> 00:30:44.160
take responsibility for it and unfortunately

00:30:44.160 --> 00:30:48.180
the company went and didn't even ask about his

00:30:48.180 --> 00:30:51.019
reputation to people that have worked under him

00:30:51.019 --> 00:30:55.240
to understand truly what he was like. And so

00:30:55.240 --> 00:30:59.319
that is a huge problem for organizations if you're

00:30:59.319 --> 00:31:01.579
just looking at them and it's because of who

00:31:01.579 --> 00:31:07.960
he knew in the VPs. And so that cancer is so

00:31:07.960 --> 00:31:10.640
hard to get rid of unless you are very aware

00:31:10.640 --> 00:31:14.900
of what's going on and you as an individual,

00:31:14.920 --> 00:31:19.200
if you're not in the VP level and can't stop

00:31:19.200 --> 00:31:23.160
that or let that individual go, then you have

00:31:23.160 --> 00:31:26.400
to decide how you're going to survive that and

00:31:26.400 --> 00:31:29.259
if you're going to survive that. Is that the

00:31:29.259 --> 00:31:31.440
environment that you want to work under or would

00:31:31.440 --> 00:31:35.440
you rather go, okay, this isn't worth it. I'm

00:31:35.440 --> 00:31:39.960
going to lose everything. My integrity, who I

00:31:39.960 --> 00:31:43.220
am as an individual, And even for myself, with

00:31:43.220 --> 00:31:45.720
that one individual who was micromanaging me

00:31:45.720 --> 00:31:51.480
and creating psychological unsafety for me, I

00:31:51.480 --> 00:31:55.619
had to decide, and I stuck it out for two years

00:31:55.619 --> 00:32:00.059
before she was finally let go. But at that, and

00:32:00.059 --> 00:32:02.440
the after effects, sometimes it's not worth it

00:32:02.440 --> 00:32:05.180
to stay. And people were convincing me to stay,

00:32:05.400 --> 00:32:06.980
oh Jen, this will be good, this will be good.

00:32:07.339 --> 00:32:13.039
But is it worth my mental health? and the PTSD

00:32:13.039 --> 00:32:17.839
that comes from that and having to work on going

00:32:17.839 --> 00:32:21.359
back into the conference room and not shrinking

00:32:21.359 --> 00:32:24.140
every time a leader came into the room in fear

00:32:24.140 --> 00:32:30.019
of being tortured or tormented. You know what's

00:32:30.019 --> 00:32:33.200
sad about that, Jennifer Jensen, is that you

00:32:33.200 --> 00:32:35.059
don't have anyone to speak to about it. Like

00:32:35.059 --> 00:32:36.759
you talk to your friends, but at one point they're

00:32:36.759 --> 00:32:39.180
like, damn, don't go out with Adrienne. All she

00:32:39.180 --> 00:32:41.599
does is talk about her work and how unhappy she

00:32:41.599 --> 00:32:44.000
is, right? And people only see. So like you're

00:32:44.000 --> 00:32:46.539
almost like stuck. That's why it's amazing to

00:32:46.539 --> 00:32:49.140
have a coach. So to me it's really worth it.

00:32:49.339 --> 00:32:52.599
to find a good coach that can help you. Talking

00:32:52.599 --> 00:32:55.180
to your friends, it's just not the answer for

00:32:55.180 --> 00:32:57.140
you and you're just, you know, and most people

00:32:57.140 --> 00:32:59.779
nowadays are like, you know, misery loves company

00:32:59.779 --> 00:33:02.019
and I'm not going to be your company. I want

00:33:02.019 --> 00:33:04.740
to stay with, you know, I'm positive and I don't

00:33:04.740 --> 00:33:07.299
want to hear it. Tell me once, don't repeat it.

00:33:07.680 --> 00:33:11.019
So I may be wrong on that, but I think sometimes

00:33:11.019 --> 00:33:14.039
that like a coach becomes almost like a therapist

00:33:14.039 --> 00:33:16.279
because you're listening and helping them and

00:33:16.279 --> 00:33:19.579
finding the ways. Yeah. And you want somebody

00:33:19.579 --> 00:33:23.079
who's gonna give you practical advice and not

00:33:23.079 --> 00:33:26.400
give you the whole dream world of what potentially

00:33:26.400 --> 00:33:29.269
could happen. Instead, you want reality. Yeah,

00:33:29.269 --> 00:33:31.349
or what they've gone through and how horrible

00:33:31.349 --> 00:33:34.210
that is. I totally agree with you. I love that.

00:33:34.750 --> 00:33:37.650
So I love so Jennifer, how are you keeping like,

00:33:37.809 --> 00:33:39.710
how you know, like, so because I know in every

00:33:39.710 --> 00:33:42.730
business, even mine, I have to I've always which

00:33:42.730 --> 00:33:44.529
is I answer the question, I'm always thinking

00:33:44.529 --> 00:33:46.890
of the future, which by the way, LinkedIn offers

00:33:46.890 --> 00:33:49.509
a lot of that future, you know, however you use

00:33:49.509 --> 00:33:53.250
it, but I'm always sending out emails to let

00:33:53.250 --> 00:33:55.369
them know I'm interested in speaking at the event,

00:33:55.730 --> 00:33:58.029
I'm making sure that I'm available to do LinkedIn

00:33:58.029 --> 00:33:59.799
work. because that's kind of my jam and some

00:33:59.799 --> 00:34:01.960
of the things. And just like each of the areas

00:34:01.960 --> 00:34:04.819
of my expertise, I don't spend a day without

00:34:04.819 --> 00:34:07.119
doing something that would grow my business,

00:34:07.819 --> 00:34:10.380
which to me is important. So what do you do to

00:34:10.380 --> 00:34:13.920
grow your business? So I'm doing a lot of these

00:34:13.920 --> 00:34:16.639
guest appearances on podcasts to help out and

00:34:16.639 --> 00:34:19.599
to grow globally because the Canadian economy

00:34:19.599 --> 00:34:22.239
isn't that great. So I want to go global. I'm

00:34:22.239 --> 00:34:25.940
working with a podcast agency to help with that.

00:34:26.239 --> 00:34:28.739
I've got a marketing company that I've started

00:34:28.739 --> 00:34:31.039
working with to help grow the business as well.

00:34:31.239 --> 00:34:34.300
And they're pushing me on my LinkedIn. And I

00:34:34.300 --> 00:34:39.610
am on at least three days a week. have some posting

00:34:39.610 --> 00:34:42.369
on LinkedIn, trying to increase that as well.

00:34:43.329 --> 00:34:46.489
And just being present and I'm doing a lot of

00:34:46.489 --> 00:34:49.750
coffee meetings or virtual meetings, just getting

00:34:49.750 --> 00:34:53.130
out into the community as well. Yeah, you really

00:34:53.130 --> 00:34:56.489
have to. It's good. That's good. It always makes

00:34:56.489 --> 00:34:58.730
me giggle when someone says, I got so much business.

00:34:58.809 --> 00:35:01.130
I don't need business. I have business till 2030.

00:35:01.289 --> 00:35:03.809
And I'm like, okay, why are you even telling

00:35:03.809 --> 00:35:06.289
me this? Because I was going to give you a client.

00:35:06.730 --> 00:35:08.909
Some people don't really understand. I always

00:35:08.909 --> 00:35:11.269
tell people don't say you're busy because it's

00:35:11.269 --> 00:35:13.090
like the worst thing you could do for your business.

00:35:13.409 --> 00:35:15.150
But I love that you look like you have everything

00:35:15.150 --> 00:35:19.070
together. So you are really Like, it looks like

00:35:19.070 --> 00:35:21.489
you're sophisticated, you've got your websites,

00:35:21.769 --> 00:35:24.150
you've got your speaker sheets. I love that you're

00:35:24.150 --> 00:35:26.969
doing podcasts and I'm so glad that you came

00:35:26.969 --> 00:35:28.809
on and were brave enough to say, you know what,

00:35:28.829 --> 00:35:32.110
this is interesting and no prep. And what made

00:35:32.110 --> 00:35:35.170
you pick me? What made you pick the Adrian Barker

00:35:35.170 --> 00:35:38.019
Speaks No Prep Needed? I love that it was no

00:35:38.019 --> 00:35:40.579
prep. And I thought, I'm gonna connect with this

00:35:40.579 --> 00:35:42.400
lady after listening to some of your podcasts

00:35:42.400 --> 00:35:45.159
as well. Cause I was like, this is gonna be a

00:35:45.159 --> 00:35:49.340
fun podcast and going live. Hey, it's just like

00:35:49.340 --> 00:35:52.400
talking to anybody else on the street. And I'm

00:35:52.400 --> 00:35:54.559
constantly talking to everybody and selling.

00:35:55.460 --> 00:35:57.579
Yesterday I was at the post office and I was

00:35:57.579 --> 00:36:00.739
selling to the gentleman there. That's a great

00:36:00.739 --> 00:36:03.929
idea though, right? Yes. Every company, you're

00:36:03.929 --> 00:36:06.150
right. You're right. That could kill a business

00:36:06.150 --> 00:36:08.829
too. Like the first, like if you walk into a

00:36:08.829 --> 00:36:10.730
post office, I hear there's not, you know, that

00:36:10.730 --> 00:36:12.530
person is miserable. I heard that this morning,

00:36:12.769 --> 00:36:15.730
how you greet, how you teach, you know, leaders

00:36:15.730 --> 00:36:19.900
that... I guess it would be an interesting book

00:36:19.900 --> 00:36:23.460
on all the leaders, like what leadership, like

00:36:23.460 --> 00:36:25.039
when I think of leaders, first of all, I do think

00:36:25.039 --> 00:36:27.719
of a really nice smile. I don't know why, but

00:36:27.719 --> 00:36:29.820
you have a beautiful smile. Smile makes a difference

00:36:29.820 --> 00:36:33.559
to me. But those that one day every week would

00:36:33.559 --> 00:36:37.599
be out front greeting people. The one that shows

00:36:37.599 --> 00:36:40.559
up and helps other people and is willing to do

00:36:40.559 --> 00:36:42.480
the work when they're not there, but even when

00:36:42.480 --> 00:36:45.539
they're there to stand next to them and be there.

00:36:46.619 --> 00:36:49.300
love that. What kind of leader is that? What

00:36:49.300 --> 00:36:52.980
is that called? I think that's a leader who's

00:36:52.980 --> 00:36:56.500
very engaged and empathetic to everyone around

00:36:56.500 --> 00:36:58.960
them and realizing that you know what you get

00:36:58.960 --> 00:37:01.239
more with honey than you do with vinegar because

00:37:01.239 --> 00:37:04.599
even I have different golf courses I golf at

00:37:04.599 --> 00:37:06.860
and one of them is actually looking at hiring

00:37:06.860 --> 00:37:09.340
me because they're like this would be great Jen

00:37:09.340 --> 00:37:13.980
if you did this for us. Hire Jennifer Jensen,

00:37:14.079 --> 00:37:16.840
Mr. Golf Course or Mrs. Golf Course. It's important.

00:37:19.260 --> 00:37:21.619
You have a nice way about you. You're so pretty

00:37:21.619 --> 00:37:24.739
in your face. I just love it. I can handle eight,

00:37:24.739 --> 00:37:27.380
10, 12 hours of you teaching me, because I think

00:37:27.380 --> 00:37:30.059
that you're spirited. You're kind of just like

00:37:30.059 --> 00:37:34.199
that perfect leadership coach, which I absolutely

00:37:34.199 --> 00:37:37.880
love. Yeah, so the smile, it would make me sign

00:37:37.880 --> 00:37:41.240
up. But yeah, so when you think about it, So

00:37:41.240 --> 00:37:44.039
have you ever thought of going into the school

00:37:44.039 --> 00:37:46.559
systems? I don't know what Canada's like to maybe

00:37:46.559 --> 00:37:50.159
teach some leadership programs. Yes, I'm looking

00:37:50.159 --> 00:37:53.019
at some universities as well to see what they

00:37:53.019 --> 00:37:56.099
have and working with them and even mentoring

00:37:56.099 --> 00:37:59.599
the young leaders that are coming out of university

00:37:59.599 --> 00:38:02.920
to support them as well. I love that. Imagine

00:38:02.920 --> 00:38:05.860
a world with really amazing leaders that also

00:38:05.860 --> 00:38:09.179
care about their community. So they take in corporate

00:38:09.179 --> 00:38:12.639
social responsibility, too, and making sure that

00:38:12.639 --> 00:38:14.619
they are giving forward as a leader. I think

00:38:14.619 --> 00:38:18.099
that's important. Well, also, if you have leader

00:38:18.099 --> 00:38:21.619
like great leaders, your profitability goes significantly

00:38:21.619 --> 00:38:24.139
up. Like, why wouldn't you want to invest in

00:38:24.139 --> 00:38:26.800
your leaders? Middle management to executive

00:38:26.800 --> 00:38:30.510
like invest. Very true. I also noticed some leaders

00:38:30.510 --> 00:38:33.530
that will not actually do the work so they when

00:38:33.530 --> 00:38:36.510
they trying to show what that work is that needs

00:38:36.510 --> 00:38:38.489
to be done if they haven't done it themselves.

00:38:38.650 --> 00:38:41.110
It's very noticeable. Can you just share before

00:38:41.110 --> 00:38:44.989
we end this podcast is why it's important to

00:38:44.989 --> 00:38:48.750
understand the roles of those that you're leading

00:38:48.750 --> 00:38:52.480
and you know, so what that looks like. I think

00:38:52.480 --> 00:38:55.579
a big thing is understanding those roles is because

00:38:55.579 --> 00:38:58.900
it humbles you and it helps you to show humility

00:38:58.900 --> 00:39:02.539
in your human side and that you're at least trying

00:39:02.539 --> 00:39:05.900
to be interested and invested in what each individual

00:39:05.900 --> 00:39:09.019
has to offer. And then you might actually find

00:39:09.019 --> 00:39:11.400
out that these individuals might not be in the

00:39:11.400 --> 00:39:14.219
right role, but they would be perfect in these

00:39:14.219 --> 00:39:17.400
other roles that would help and grow them. So

00:39:17.400 --> 00:39:20.480
if you're getting to understand, then you are

00:39:20.480 --> 00:39:23.960
more informed and you can support them even at

00:39:23.960 --> 00:39:29.989
higher levels. Get. the book, you guys, Jennifer,

00:39:29.989 --> 00:39:32.929
that was a great, that was an amazing answer.

00:39:33.010 --> 00:39:35.150
Like I all for like, I'm also like, I'm putting

00:39:35.150 --> 00:39:36.789
you on the spot, but then I'm like, no, Jennifer,

00:39:36.949 --> 00:39:40.469
no, that was, that's such great advice. You are

00:39:40.469 --> 00:39:43.550
really, really good. I can't wait to, so this

00:39:43.550 --> 00:39:45.409
is live and then I'll turn it into a podcast

00:39:45.409 --> 00:39:47.050
and I'll make the show notes, but you dropped

00:39:47.050 --> 00:39:50.329
some really great quotes and really great information.

00:39:50.590 --> 00:39:53.789
Do you work with clients out of the USA? Yes.

00:39:54.730 --> 00:39:57.469
Work with Jennifer. I love the accent. You get

00:39:57.469 --> 00:39:59.469
a little bit of that fun accent, which is really

00:39:59.469 --> 00:40:03.869
cool. And maybe you get invited up to the area

00:40:03.869 --> 00:40:06.909
where Jennifer is. Totally. And I bring treats.

00:40:07.070 --> 00:40:10.329
I always bring treats with me. It's not a meeting

00:40:10.329 --> 00:40:12.750
unless there's candy or chocolate. Exactly. And

00:40:12.750 --> 00:40:14.929
I try and do different things so people are always

00:40:14.929 --> 00:40:18.079
on their toes. to see. I love that. Jennifer,

00:40:18.099 --> 00:40:21.420
I really, really enjoyed meeting you. Like I,

00:40:21.480 --> 00:40:23.300
I'm not just saying that I really enjoyed meeting

00:40:23.300 --> 00:40:26.900
you. There's something that is so lovely about

00:40:26.900 --> 00:40:29.940
you that I definitely, definitely will be shining

00:40:29.940 --> 00:40:32.659
a big light on you. I just, I really appreciate

00:40:32.659 --> 00:40:36.320
it. Oh, it'd be fun to get you in. Um, so I,

00:40:36.440 --> 00:40:39.679
what time is it where you are? It's just about

00:40:39.679 --> 00:40:44.940
it's 22 11. Okay. So you are tour. Are you above?

00:40:45.260 --> 00:40:48.139
I know the stupid question. Montana. Are you

00:40:48.139 --> 00:40:51.340
about Montana? Yeah. Okay. Yeah, you have a little

00:40:51.340 --> 00:40:54.599
bit of like almost like what I call like a Fargo.

00:40:55.780 --> 00:40:58.699
Fargo. What is Fargo? I may be getting it wrong,

00:40:58.719 --> 00:41:01.000
but just maybe a little bit of the Montana accent

00:41:01.000 --> 00:41:04.380
that Midwest accent, I guess. Probably. Yeah,

00:41:04.380 --> 00:41:08.760
I really like it. Breakfast with Champions is

00:41:08.760 --> 00:41:10.960
on a Clubhouse app. I don't know if you've ever

00:41:10.960 --> 00:41:13.329
heard of Clubhouse. No. Oh, it's really cool.

00:41:13.369 --> 00:41:16.710
And I'm on ChatterSocial too. It is a visual

00:41:16.710 --> 00:41:19.050
audio app, so it's where you have real conversations

00:41:19.050 --> 00:41:22.130
with real people. ChatterSocial, you actually

00:41:22.130 --> 00:41:24.530
can see the people. So kind of similar to this,

00:41:24.650 --> 00:41:27.690
but people are on a stage on your phone or on

00:41:27.690 --> 00:41:29.909
your iPad, and then they could speak, so you

00:41:29.909 --> 00:41:33.250
could run a room, monetize it, all of that. But

00:41:33.250 --> 00:41:36.010
I am such a fan, but you would be a great...

00:41:36.010 --> 00:41:39.630
And breakfast with champions is every morning.

00:41:39.829 --> 00:41:43.309
It starts at 5 a .m. Eastern Standard Time and

00:41:43.309 --> 00:41:46.349
lasts till about 9, 930. But it's a great room

00:41:46.349 --> 00:41:49.230
for you to go in and introduce yourself and share

00:41:49.230 --> 00:41:52.269
what you do. And again, it is a global room,

00:41:52.309 --> 00:41:55.309
but there are amazing people on both apps that

00:41:55.309 --> 00:41:58.130
are incredible. Like we're talking very high

00:41:58.130 --> 00:42:00.630
level professionals that are always interested

00:42:00.630 --> 00:42:03.809
in leadership and learning. And so they find

00:42:03.809 --> 00:42:05.909
this is a great way instead of just posting something,

00:42:06.050 --> 00:42:08.070
it goes out there. You're literally having real

00:42:08.070 --> 00:42:11.510
conversations. Oh, I love that. Yeah. And I do

00:42:11.510 --> 00:42:14.329
the true crimes Tuesdays and Thursdays. We're

00:42:14.329 --> 00:42:16.670
doing Jeffrey Epstein tonight. So I host it with

00:42:16.670 --> 00:42:19.110
Joseph, who's got one of the nicest voices I've

00:42:19.110 --> 00:42:21.889
ever heard. He's just so smooth. And I get to

00:42:21.889 --> 00:42:24.730
do this like there's a debate. The news with

00:42:24.730 --> 00:42:27.389
Jonathan being is so much fun because it's political

00:42:27.389 --> 00:42:29.469
and we have a lot of people from Canada that

00:42:29.469 --> 00:42:32.090
come in. I don't talk. I don't speak. I only

00:42:32.090 --> 00:42:35.130
deliver the like a little fun news news clip

00:42:35.130 --> 00:42:37.800
about two to three minutes every night. But it

00:42:37.800 --> 00:42:40.579
is really fun if you like debates and listening

00:42:40.579 --> 00:42:42.719
to people, learning both sides. Really, really

00:42:42.719 --> 00:42:44.599
interesting. So let me know if you're interested.

00:42:44.880 --> 00:42:46.519
I'll send you links. Oh, totally. Please do.

00:42:46.860 --> 00:42:49.219
All right, I will. And thank you. Thank you.

00:42:49.679 --> 00:42:51.619
So I look forward to talking to you again. Was

00:42:51.619 --> 00:42:53.480
there anything that I didn't ask you that you

00:42:53.480 --> 00:42:56.429
would like to share? No, thank you so much for

00:42:56.429 --> 00:42:59.050
having me on your podcast. It was an honor and

00:42:59.050 --> 00:43:01.590
a privilege. Oh, are you kidding? No, it's my

00:43:01.590 --> 00:43:04.550
honor and privilege. Can we get your Amazon link

00:43:04.550 --> 00:43:06.570
up? But I will find it anyways. When I go to

00:43:06.570 --> 00:43:08.869
pot, this will have your correct one in there.

00:43:09.010 --> 00:43:11.929
And and I love that. How was your experience

00:43:11.929 --> 00:43:15.250
writing the book? It was very therapeutic because

00:43:15.250 --> 00:43:17.849
I was dealing with a traumatic situation at the

00:43:17.849 --> 00:43:21.210
same time. So this was my outlet. So it was fantastic.

00:43:22.949 --> 00:43:25.909
It's the editing. That was the hardest part.

00:43:26.949 --> 00:43:29.449
I can imagine, especially with bullets. I think

00:43:29.449 --> 00:43:32.090
that would just cause like making sure that they're

00:43:32.090 --> 00:43:34.650
all lined up correctly. Yeah. And your thought

00:43:34.650 --> 00:43:37.769
process. Oh, I don't know if I could do that.

00:43:37.769 --> 00:43:41.670
That is interesting. Yeah. I met I had a man

00:43:41.670 --> 00:43:44.010
earlier this week or where are we? Today's Tuesday

00:43:44.010 --> 00:43:47.610
yesterday. And he is an expert coach on focus.

00:43:47.960 --> 00:43:51.480
I thought that was really cool. So see, one day

00:43:51.480 --> 00:43:53.440
I have to put all the guests together in a room

00:43:53.440 --> 00:43:55.039
so everyone can meet each other, because everyone

00:43:55.039 --> 00:43:57.619
is just top tier. All right. So thank you so

00:43:57.619 --> 00:44:02.380
much. Smart that you're on matchmaker .fm2, because

00:44:02.380 --> 00:44:04.699
I'm pretty sure we met that way. That's a great

00:44:04.699 --> 00:44:07.539
program, right? Oh, that's probably through my

00:44:07.539 --> 00:44:10.079
podcast agency. Yeah, they did a nice job. They

00:44:10.079 --> 00:44:13.699
put you in the hotel. Good job. And have a great

00:44:13.699 --> 00:44:16.400
rest of the day. Thank you so much. You too.

00:44:16.539 --> 00:44:18.340
Thank you. I'll connect with you on LinkedIn

00:44:18.340 --> 00:44:22.019
too. I'm going to end the stream. And thank you.

00:44:22.159 --> 00:44:22.860
That was amazing.