Building Positive Team Culture: Insights and Actions for the New Year

Imagine a team where every member's voice not only matters but amplifies the group's harmony and success. That's the dream, right? Well, prepare to turn that dream into your reality as my colleagues Brian, Dr. Linda Schubering, and I reveal the secrets to cultivating a vibrant team culture. This episode uncovers strategies for each team member to foster an environment teeming with empathy, engagement, and emotional health. We dissect the nuances of maintaining positivity in the face of change and the power of a collective vision. Get ready to learn how to support one another's growth and create a workplace where everyone thrives.

Have you ever echoed back a colleague's idea to show understanding, or asked a question that sparked a deeper discussion? This episode is a treasure trove of such practical tactics that transform how we listen, interact, and respect the diverse perspectives within our teams. We explore the continuous process of nurturing a positive culture, debunking the myth that it relies on one-off trainings or hiring practices. Instead, we emphasize the magic of daily practices and active engagement. Join us as we share how these approaches can strengthen your team’s core, leading to a more empathetic and effective unit.

Now, let's talk about the seemingly elusive work-life balance. Or, should we say, work-life alignment? We break down why striving for balance might actually be missing the mark and how aligning our professional lives with personal values can lead to more fulfillment. Especially during seasons like the holidays, we discuss the necessity of finding harmony in the ebb and flow of work and family life. And don't worry, we provide real-life examples and actionable steps you can take to cultivate both a supportive team culture and personal alignment. So plug in, and let's embark on this journey to enrich your team's dynamic and your own life.

You are invited to join Leadership Vision Online, free to the next 150 members! This new community allows you to connect with like-valued individuals, network, and learn from others while elevating your leadership skills through exclusive resources, live events, Q&As, workshops, and member-led discussions.

Transcript

Speaker 1: 0:00

What do you wish for your team in the year ahead? When you think of the team that you lead or a team you're on, what comes to mind for 2024? Resolutions, goals, action, steps and intentions might surface. The more people we talk to, the more we are hearing about the longing for better quality teams and better team dynamics. We've heard stories of progress or wanting more progress. We've heard stories of how well teams are connecting and how others feel a sense of longing or even loneliness on teams. We've heard stories of gearing up for a year of more change and possibly more polarization.

Speaker 1: 0:34

Hello everyone, my name is Nathan Freeberg and you are listening to the Leadership Vision podcast, our show helping you build a positive team culture. Our consulting firm has been doing this for the past 25 years so that people are mentally engaged and emotionally healthy. Happy New Year, everyone, or just hello, depending on when you are listening to this. Today's podcast is going to be sharing some of the insights and wisdom that we have learned from our clients. After listening to these clients and partners over the last several months, we wanted to share with you, dear listener, a few strategies to encourage you to elevate your team culture in the next year. Brian and Dr Linda Schubering welcome to the podcast.

Speaker 2: 1:21

Happy New Year.

Speaker 1: 1:22

Happy New Year to you as well. We're actually recording this in the past, in 2023.

Speaker 3: 1:32

Is that how recordings work? They happen with the listener.

Speaker 1: 1:36

Technically that's right. Technically that is true.

Speaker 2: 1:39

Everything is the past and technically you can count down anything. So if we wanted to be 2024 in five, four, three, two, one.

Speaker 1: 1:52

Happy New Year. That's true, and depending on when our listeners are listening to this, it could be I mean, they could be have found this in some sort of like time capsule in the year 3028 or something, when we're living on other planets, but I think the point that we're trying to make here is that it is the start of something new.

Speaker 1: 2:15

So, whether you're listening to this in July or January 1st 2024, when it is released, it is the start of something new. Anything can be the start of something new, I guess is the point, and so what we want to do here, to focus on the intention, is to focus on the beginning of this year and not share an exhaustive lifts or give you the must do things with your team this year to create positive team culture, but rather to share, like, what are some of the things that we've been hearing and learning from the clients that we've been working with about, like what they're doing or what's been working really well for them. Linda, do you want to share? I don't know? A little bit more of an introduction than that before we jump in. I think we've got three main items here, but what would you add to my herky jerky introduction to match our video streaming at the moment?

Speaker 2: 3:04

The herky jerky meets the my pre-ramble.

Speaker 2: 3:09

As we've been listening to our clients over the last couple months, some of the things that we have learned is almost everything is new, every day is new, every opportunity is similar, but also very different.

Speaker 2: 3:23

We find that the teams that we are working with they're always in some state of flux and they've never really they never really arrive at an ultimate state of. This is what positive team culture is, and then that's how they stay there, because usually after a big win or a culminating event, there's usually the next day that could bring a change of dynamics and one person may be being added to the team, and we have just heard teams bending and flexing in some new, different ways. And so, when we were talking to some of the leaders that we were interacting with in these last couple of months, we've told them we are seeking to help you create and build positive team culture. And so what are some of the components that you see really benefiting your positive team culture? And we weren't just asking for accolades to like, hey, you guys do great work, which is nice, but it's not just that.

Speaker 1: 4:24

Work with leadership vision is number one on the list.

Speaker 3: 4:26

So one of the things that became clear to us and was one of those clarity moments, nathan that it was clear right in front of our face. We didn't see it, because when clients meet us and they talk to us about how they want help or what they're looking for, they begin by explaining what's happening in that team dynamic, and that's not anything that's abnormal. But one of the things that we began doing about halfway through the year was we began to ask our clients well, what do you want this team to actually look like or feel like or sound like Like? Paint for us a picture of what you think this team would look like if they were all healthy and they were all engaged and they were like they were just performing or behaving or acting in alignment with what you're thinking.

Speaker 3: 5:15

And we just began hearing a theme, and that is the leaders wanted their teams to simply be more positive or be more productive. And so we began to put some of the pieces together that we were hearing and we thought they're actually asking for a positive team culture, cause what they're frustrated with, or what they don't know how to solve, is what's the current team culture. They want help taking that, recognizing it and then doing something positive with it. So we began to kind of coin this vocabulary of positive team culture as a way to encourage leaders and team members to begin to align themselves on a very simple vision for their team, and that is what does positivity on this team actually look like? What is it, thank you, feel like when we are making positive decisions? What does that look like when we're building healthy relationships on this team? What does that look like? And that's really the genesis for this conversation today.

Speaker 2: 6:15

And it's not always smiley and it's not always the confetti and it's not always the New Year's celebration. There were things that we were hearing from team members and that was the importance of a shared vision, the importance of having a direction, which was great, and I think that can provide a North Star and a guiding light. We know that teams need goals and they need better communication always, and also some kind of action. In fact, one of the women we talked to earlier in the month, she just said there's three things I care about on this team. I was like oh well, what are they? She said action, action, action. I think that's one thing.

Speaker 2: 6:57

Great, great. But to her when she would define what a positive team culture was, it was a culture of action, putting things, not just talking about them, but putting them into play or into being. And so the clarity was important, the communicating about how they were understanding the positive team culture. That was really important to us.

Speaker 3: 7:19

So when we say the word positive, we first go to a word that we've been using for decades that is generative. Like is the culture life-giving? Is the culture life-supporting? Another way to look at positive is are you investing in your people in a way that's actually for that person's development? That's byproduct of a positive culture. Are you listening to people? Are you accepting people and their perspectives? That's a positive maneuver and, like Linda hinted to, positivity also comes through any opportunity and some of those opportunities to build a positive team. Culture comes through when collaboration breaks down or when there is a strong miscommunication. Positivity could look like dealing with the conflict instead of like brushing it away. And when people go off into their splinter cells and do their own thing, positive culture actually addresses that in, invites people back in and asks them what is really the struggle here? So positivity is embedded in each opportunity, but it's also embracing the opportunity, whether that's negative, conflictual or just a struggle.

Speaker 2: 8:27

So we sifted through all of our data. We did a little bit of reflection, brian and I, on what we're hearing. We triangulated all that research and we started to realize that there are three things that teams wanted to either strategize about or take action or practice in this new season, new year, new quarter, whatever would be new. The first one has to do with fostering inclusive and diverse practices. The second has to do with investing in growth. And the third has to do with encouraging work-life alignment, that you are whole people. You are human doing the work.

Speaker 1: 9:06

What I like about these is that there's a lot, as we'll get to, there's a lot of room within each one of them to contextualize what they mean to the organization, and I also appreciate that you started with that idea of, like shared vision and good communication kind of sets the table to really put some of these things into practice. So the first one here, fostering inclusive and diverse practices that sounds like an entire department's job. Yeah, all by itself, is that where we're going with this one?

Speaker 2: 9:37

It is a department's job and it's also everybody's job. And the perspectives and practice of fostering inclusive and diverse practices isn't just about DEI-B the belonging or adding the justice, dei-j. We really believe in diversity and equity inclusion movements and you do need an office sometimes to drive, to remind the whole organization that this is important, that the organization values an investment in this way but in some ways being a part of a positive team culture, everyone contributes. This is not just something farmed out to someone else.

Speaker 3: 10:24

We believe that one of the most important fundamental elements in building a positive team culture is in respecting and understanding each person's unique perspective, and that is primarily what we mean by fostering an inclusive and diverse practice, or inclusive and diverse team, is that we begin by realizing that each person comes to the team with a vast history of lived experiences, meaningful relationships, wisdom that they bring that comes from their unique culture, their places of origin, their family system, and there really isn't anything that we can do on a team to change that. But what we can do is we can respect their opinions and their backgrounds and their perspective. We can ask more questions about that and we believe that when we begin to fully embrace each person's unique perspective, then we begin to practice what inclusivity and diversity actually means.

Speaker 1: 11:22

So I think we hear a lot about this sort of thing appreciating backgrounds and where people come from and all this stuff but what strategies could you share that could maybe make it very practical? And again, this isn't necessarily earth-shattering brand new stuff, but sometimes we just need to be reminded more often than taught, I think. So talk a little bit about strategies for accomplishing this more inclusive and diverse workplace.

Speaker 3: 11:47

Well, the first thing that I wanna say is appreciating is just the first step.

Speaker 3: 11:53

It's truly integrating a person's perspective into the decision-making or into the conflict managing. That's what I'm asking people to do is to not just appreciate, like in a very collegial kind of way, but professionally being curious as to what this person's perspective or how this person's perspective might shape how we're approaching a challenge. And the first thing I wanna say is ask and listen, Like actually ask a person what are you thinking, what are you seeing, what are we missing? And then listen to what they're saying. A lot of people or a lot of teams that we work with, they ask questions without listening to what the person's actually saying, and so we're saying let's do a little bit of both. So sometimes the listening part is comes in you asking for something else to be explained and then echoing back what you think you're hearing or what you think the person's is meaning, and then they can add some more to that and that just deepens the question. But to ask questions and listen to the different perspectives of each individual, that's on the team.

Speaker 2: 13:03

Because sometimes, when we are working with teams and we hear different people share different parts of their life, people are saying, oh so you are on the stellar team and someone might offer the reframe. Yes, but we were the bad news bears. We didn't have the top of the line equipment, we didn't have anything working For us, we were just a bunch of ragtag people put together and asked to do something.

Speaker 3: 13:31

And so understanding where people grew up, where they came from, what county is really important to them, why the city that they grew up in is significant, or the city that they live in now, or the zip code it is, it is all fodder to understand People's perspective and how their context has really shaped who they are, how they show up, how they ask questions, how they listen and maybe how they'll be a teammate and this may not happen easily, because A key to creating this kind of dynamic, this kind of conversation, comes through the creation of a team culture that's actually safe, where a person feels that they can actually express themselves and not be criticized, not be framed in by someone's Assumptive bias or anything critical like that, because we're asking people to share what their past and that past may be great and it may be something that's vulnerable to them. So to create a place or a team environment where there's safety, there's respect, there's relational protection happening there. That's the type of environment where people can actually feel free to express when they came from and what were those relationships that shaped the way they're thinking today. So it's not just asking and listening, it's creating the place, creating that emotional feel on the team where people know that, no matter what I say, I'm going to be accepted and I'm going to be valued for my unique perspectives.

Speaker 3: 15:06

We take turns, sometimes One opinion will be dominant, sometimes another opinion Will we, you know, put to the side for the moment. But by having this kind of dialogue, we're familiarizing ourselves with each person's voice, each person's background, their unique perspective and ultimately, we're deepening our relationship with our team members so that these kinds of questions and answers and listening can be easier down the road, but it takes some practice, like everything else that happens. Creating positive team culture With this idea of inclusivity and diversity that takes practice.

Speaker 2: 15:40

Now, sometimes there are checkbox items, or they start to feel like checkbox items, like bias training or, you know, making sure that you have diverse hiring practices, or, oh, have we done this online training to be aware of this or that that's. Those are all important things, but what we find is there are people that that just want to be known and not not known like. Your family knows you, but they know where you come from, your teammates know what's expected. Um, they, they can push you to say you know, weren't you in this place and didn't you learn something from there? And can you bring that to the table? Can you bring that to this solution? We find that it isn't just a one session event where we're all of a sudden you're like and now I'm enlightened, and now we all know. Uh, and now we, you know, we cried a little bit and we understand each other and we can Experience one another with a little more softness. What we're inviting people to is the unfolding of diverse perspectives so that, in a more inclusive Culture, can be cultivated.

Speaker 1: 16:57

I want to move us along here, but I feel like this topic alone this first point here could be.

Speaker 1: 17:03

I mean, this is several other podcast episodes but what's what strikes me is just the idea that in order to create a positive team culture when people feel known and valued and it's generative, it starts with just Understanding and knowing these people like that you're working with on a daily basis and and developing some level of appreciation for their backgrounds. And you know, I think a lot of times when you talk about diverse practices, people automatically think of these vast cultural differences and we have a A great episode coming out about that later this month or the next couple months. But also it's just understanding, like different work ethics and just People. Everyone's so different and I think that's where the language of strengths can really help. So just kind of starting from that place, super important. But I want to move us on to these next two. So much could be more could be said about that.

Speaker 1: 17:56

The second one is investing In growth, and one, one thing that I wanted to mention here that we you touched on a bit at the beginning, but just to re-emphasize, is that creating a positive team culture I think starts with a team leader, I think it starts with the individuals, I think it starts with the organization. My point is, everybody is involved in this. So when you hear about. When you hear us talking about these things like investing in growth, it's not just, you know, if you're a team member with, maybe out without traditional leadership quote unquote power or role, you still have a role to play in this. So talk about investing in growth talking. Talk about what this means. There's several bullet points here. I'm going to let you take it away, though.

Speaker 2: 18:43

All people are contributors to positive team culture. So when we are talking about these three things that we've learned, the practices or strategies, it isn't just yet pointing the fingers like, well, I wish my boss would do this. This is starting with us. What can we do? What can I do to be a better team member? What can I do to be a better family member, a better contributor to my you know volunteer group or whatever it is? So when, when, Nathan, when you say investing in growth I think this is our challenge Make this year the year that you ask for help.

Speaker 2: 19:21

How can you be a better team member and what is it that you need? And sometimes you may have something that you need that's very specific, and so maybe you were already, you know, making this year that you're asking for help and growing. But how do you do more of that? How do you grow in a skill? How do you? Maybe this is the year that you're going to get therapy. This is the year that you're going to get professional coaching. This is the year where you're not just going to find a mentor, but you're going to mentor somewhere, someone else. We find that that's where growth really happens, when you're being mentored and mentoring someone else. Maybe this is the year where you find the right training and workshop, and you find a variety of workshops and one of them just clicks for you. But sometimes the act, the act of signing up, is the act of asking for help.

Speaker 3: 20:13

And the reason why we think this is so important that in this being that individuals learn to ask for help, because we know that positive team culture, like Linda said, is comprised of all the individual members of the team contributing to the health of the culture, and so healthy people create healthy cultures, and I think each person maybe has an invitation to ask for help for themselves so that they can show up in a healthier way to their team.

Speaker 3: 20:46

So there's that first part of the investment. The second part of the investment is maybe asking for help on how you can be a better team member, and who better to ask that question of than your team members? Because we read one time that a stranger is often the best mirror for who you are in this universe, and I think that sometimes the people that are near to us in our teams are perhaps the best reflection we have of how we are a team member the generative side, the vulnerable side, the things we have to offer and the things that we don't. So investing in growth. Ask some of your trusted team members how can I be a better team member this year? What are some of the assets that I bring to our team that without me it wouldn't be the same and also ask what are some things I could improve on, like, what are the areas of change that I can lean into so that I can be a more conscientious, positive contributor to our team culture?

Speaker 2: 21:48

Someone that that environment of growth is cultivated. Obviously, that leads to higher engagement and better retention rates, but it's also answering the question that some of our our clients are saying, and that is where are the next leaders? Like, you got to build them. Where are the next leaders we got? We got seats to fill. How do we do succession planning? How do we do all these different things? Those people that that intend to grow this year, maybe build capacity in a skill or, you know, invest in in their heart in a different way, or their soul or their mind, they're the ones that are going to be ahead and ready for the new roles and the kinds of leaders that we will need in the future.

Speaker 1: 23:13

This might sound obvious to our listeners, because I have this the sense that if you're listening to a podcast about leadership, you're probably already investing in growth Like you're not. We're a little bit preaching to the choir here, but it's surprising to me how many leaders that I know even friends and relatives and just just people in my circle they it's not that they don't believe in this, but they perhaps don't feel like, oh, I don't need therapy, I don't need a coach, I don't need this, that I don't have time to. You know, read a book that's somehow connected to my area of expertise or my industry or whatever. But it is remarkable how much can happen when you do invest in this, even as simple as, like, I'm going to read a book that's relevant to you know what I'm doing, or listen to a podcast, or you know what I'm doing, some things that are basically free. And so my challenge, my encouragement, just kind of re-edering what the two of you have said but not only invest in your own growth, but how do you help your teammates to do that, To say like, hey, team, I found this really interesting book. What if we read it together? Or here's a really interesting podcast by leadership, fishing and salting. Maybe we should listen to it together or whatever it is.

Speaker 1: 24:24

I think when a leader, like a leader of the group, says we're all doing this, it's one thing. When a member of the team says I'm finding value in this, maybe others can share in it, Then there's a more collective investment, I think, in growing and changing and even setting new habits. So I'm excited not in this podcast, but I'm excited to talk with the two of you more about how we're gonna be doing this as a team later. And the third one here. I'm also excited to talk to you about work-life alignment. Why not work-life balance? What's the specificity there in the word alignment, in that balance?

Speaker 2: 25:02

Because is there really ever balance?

Speaker 1: 25:04

No.

Speaker 2: 25:05

I mean ask any parent of young children around the holidays. There's just never quite balance that looks 50-50. But I think there are times when our work and our life are aligned, aligned to our values, aligned to our goals, that it's okay if it's 80-20. It's okay if it's 60-40. That, that is, it's not just work-to-50 and life is 50.

Speaker 1: 25:38

Sometimes it's better, there's season to what we have to invest in. Right, you have to work. I think we always think of children this often, but it's like, okay, I'm gonna work really hard now so that I can be present and home later, and that's just kind of ebbs and flows. But, brian, you were about to say something before I cut you off.

Speaker 3: 25:59

The word balance is an often overused word that people can easily go after for its negative connotations, like I'm out of balance. Balance can be used as a word to indicate one area of measurement that points to are you aligned in the right direction? I was talking to my doctor this morning and he was talking about the insignificance of weight and people who are on the scale every single day, and so our conversation was about how weighing yourself is a measure. It's one measure, but it doesn't really give us a whole picture of are you living in alignment towards your health goals? Are you moving? Are you eating nutritious meals? Are you having healthy snacks, like things like that, and so one of the points we just made was it's important to have measures, as long as they're congruent with other measures, that help you understand that we're living in alignment, and alignment, I believe, is another way of inviting people into greater mindful awareness of really what's going on in their life, because they aren't just looking at one thing Am I balanced? Because when you have a work life alignment mentality and you're more mindfully aware, then I believe you're more open to the one or two things you can change that are incremental, that could be steady over time, then making some drastic change, because you're saying I'm out of bounds. I have to get in balance, because I believe that being the whole person that you are is part of the growth, like we talked about earlier. It's part of you being a better member of society, which we also talked about earlier.

Speaker 3: 27:40

We were meeting with an executive the other day and let's just say she's really successful.

Speaker 3: 27:46

You wouldn't think that she struggles with alignment and we were having this coffee with her and talking about her company and all these great things.

Speaker 3: 27:55

And then she said I just don't practice mindful awareness that much, like I really could use some more time to meditate. And it just took it by surprise. You're just like admitting to us this one area of your life where I really need to invest more time, because in the midst of all the success, you just assume that things were all aligned. But my point is she just took the opportunity to name one thing without any shame or any like oh, what was me? It was just like oh, I see I've had an invitation here, a reminder that I could improve in this one area, and I believe it's that type of invitation we're asking people to consider is when we encourage work-life alignment when we're actually making suggestions, those people that we're working with, we're just asking people to increase a level of participation in one or two areas of your life that can further contribute to your overall health, because, remember, the scale is just one measure of someone who's on a nutritional journey.

Speaker 2: 28:55

And sometimes it's hard to name or it's hard to count for. So, just as positive, team culture can feel like a vibe either have it or you don't. You can tell when you have a lot of it or a little of it. Similar to work-life alignment, we're learning a lot from Generation Z. I happen to believe deeply in this generation that will lead us in the future and maybe is already leading us now. I am meeting a lot of members of Generation Z who are making decisions toward a work-life alignment the things that they enjoy, working to have the money to do the things, or saying no to certain things Like, yep, I don't need that and I don't need this, but I need community, I need an artistic outlet, and vibe is in. That is so important. Obviously, you wanna make a living, but to remember, when you have work-life alignment it is kind of like a vibe. Is a vibe good, is it bad? Same thing. How do you bring, then, that sense of alignment to the team cultures that you are part of?

Speaker 1: 30:05

Yeah, and if I could just add to that, I think, one thing that you know, encouraging work-life alignment we talked about goals and all kinds of stuff. I think it's really helpful to think small. That's something I got from James Clear, who is the author of Atomic Habits. Sometimes when if we realize our life is out of alignment, we try to drastically yank it 180 degrees in the other direction and then you know maybe that's not sustainable and so we fail and go right back to ground zero. But when you try to just kind of think small, make little adjustments, it's probably gonna take longer than you think it is. But I think the point that we're driving at here is like to do something like move the needle one degree towards something that more aligns with your values, towards something that's more in alignment with, maybe, who you want to be. Brian and Linda, do you have any final thoughts or ways to kind of tie a nice little New Year's bow around these three points here?

Speaker 3: 31:05

Well, I'm sure that there are listeners out there who just found themselves kind of caught up in this idea of what would a positive team culture look like on my team. So I kind of want to give it just some suggestions. No-transcript DIY. You know, like, how do you do this on your own? You know you don't need to call us or, like you know, seek out a consultant or something or some coach Like what can you do?

Speaker 3: 31:26

Because if your team isn't quite functioning the way that you want it to, maybe one easy way is to just look around and find a team that you think is working well and ask them like, what are you doing?

Speaker 3: 31:42

And we had a great lesson of this this year, where we are working with a team and they were asking for help, but it seemed like their team was doing really, really well and we simply asked this like leadership cluster of this team what you were doing, and they gave like very quick, readily available answers to how they made small adjustments to just increase the capacity.

Speaker 3: 32:04

So my point is look around at teams that you think are getting it right and just ask what are you doing? What adjustments have you made, what seems to be going well and what are you still struggling with? Because you'll find that other people who are close to you, especially in the same organization, may have some really quick tips or insights that you may be just overlooking. That could really help Because, remember, your team culture is a subset of the larger organizational culture and if you see some other team in your organization that's getting it right, ask them what they're doing, because they're working within the same ecosystem, the same environment that you are, and they may have the best help for you and they're right near you. So ask for help, listen and ask some follow up questions.

Speaker 2: 32:51

And, nathan, I love what you said about the small incremental growth because you know, picking something small in each one of these categories of how am I going to be more curious so that I can accept and integrate diverse and be more inclusive in my perspective or approach. What small way can I experience growth in this week, in this month, in this year, and what ways can I come back into alignment or stay in alignment? And that's a challenge for us too. So I am looking forward to our team conversation.

Speaker 1: 33:31

And it'll be another soul bearing conversation here pretty soon. But, Brian Linda, thank you so much. I appreciate the. I mean, even though we sort of worked on the outline together, it's still given me a bunch of things to think about as we are frantically trying to wrap up 2023 before the holidays here, and then I felt like we're going to get launched out of a cannon into 2024 with just everything that's on the plate.

Speaker 1: 33:58

So, thank you, thank you and thank you, listeners, for listening to the Leadership Vision podcast. We have a bunch of resources on our website. If you go to leadershipvisionconsultingcom and just click on the resources tab, you'll see things there. We have a blog with a ton of articles. We have some curriculum. If you want to do some stuff with your team, we've got an online community. We've got several courses, of course, this podcast and some other training opportunities. If you want help with anything related to what you heard on this podcast with getting your team into alignment, working on culture, building individual strengths and helping with leadership identity please reach out to us. You can send us an email at connect at leadershipvisionconsultingcom. We would love to be part of your team's journey here in this new year and, of course, you can subscribe to our podcast wherever you get your podcast, or sign up for our free email newsletter where we send out weekly and monthly updates on all things leadership to help you and your team just really thrive. So thank you for listening again. I'm Nathan Friedberg. I'm.

Speaker 3: 35:07

Linda Schubring and I'm Brian Schubring.

Speaker 1: 35:09

And on behalf of our entire team, thanks for listening.