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#148: Leadership Series | Sheryl Alonso on How to Become a Great Leader
And. As part of ivey's new masterclass series, Ivy members of Miami learned not only how to become great leaders, but offensive leaders hearing from the academic director of the leadership institute at the university of Miami business school. Cheryl Alonzo members were treated to an in-depth talk, the guided them on their path to professional development as authentic leaders not only built successful teams but make a difference when doing. So it's all part of this IT podcast enjoy. Okay, so I'll start off on top questions. So he tricked you a little bed because the first time he asked, he said, what trait is the biggest trait of a leader? And the second time he asked to, he said, what qualities of a good leader? So all of you came up with great qualities of a good leader, actual. Traipse are somewhat different than qualities, and they actually have done research. What trait is the number one trait associated with leadership? And the answer is extroversion, so, but if you're an introvert, don't worry. There are great leaders that are introverts, and there is even an excellent book called quiet. So if you find that you're the tendency to be quieter and more an introvert, I'd highly recommend reading net book the rest that have high extroversion, which many of you must that you come to social events like this. So you're probably already have the number one trait. But yes, all those qualities you describe do make good leaders. And interestingly, he led right into my lecture, which. Is on offense leadership. So I tied the get real follow finding the authentic leader within you. So when we talk about authenticity and lay up because the definition of art up until city is the act of being authentic. Well, that doesn't seem to tell us much using the same more. So if you look at the thin-and amounts of authenticity, you get the feel of what an authentic leader is. So some of the synonyms are being genuine, legitimate of bonafides, true, trustworthiness, reliability, and it seemed like several of the group's fit come up with some of these qualities. So those are some of the qualities of an authentic leader. So offense. Leadership really does have a lot of buzz in the media and people are really looking for attentive leaders. So the interest is really, really high, and they think one of the reasons for this is in recent times, we've had a few untrustworthy leaders. We've seen a lot of big epoch. Oh breaches in leadership these days. So people are really longing to have a trustworthy and authentic leaders. So this was this concept was identified earlier as part of transformational leadership, but it haven't been studied separately, but more recent times people really been trying to study out than. Leadership, and they continue to find more evidence based research on this. So if we look back through the past year or so, these are some of the top scandals and these are the people that are making us want more authentic leaders. So the first one I put was United Airlines, and I'm sure everyone remembers that incident where they actually dragged add believe he was a physician, dragged him banged his head on a one of the arms. He started bleeding his glasses, whereas skew and dragged him off the flight. So the leader of United did apologize but didn't really take that big of ownership for this incident. And then the next biggest scandal or most recent is the sexual. Harassment cases and the list goes on and on and on. I've listed of few and certainly it started this whole metoo movement. So people are really not too happy about our leaders that are engaging in that behavior. We've had a lot of scandals in Uber and every time you turned around there was another scandal with Uber. This led to really giving up a big portion of their business to live because of these scandals, they did get a new CEO and from what I read, it seems like they're bet on a better track. Others are equifax who supposed to protect our information. They had a big incident. We all know about Facebook scandals. That here they're selling our information to Russia. So certainly that's not a great thing. Samsung had bribery charges. Wells Fargo now they were actually making fake accounts that you had a Bank account with them, and they were opening fake accounts in your name and this was rampant throughout the organization. And what did the leaders say. We didn't. Wait at know about it was the lower level will first of all, do you think they knew about it. They were probably promoting this behavior and if they didn't know it shame on them because they're not a good leader if it could be so rampant and they don't know about it. So they really tried to reorganize, but only dug their woes deeper and started doing even worse things. So certainly not led by up ticker trustworthy leaders and then even apple, apple purposely slow down there. I phones because the batteries would last longer. So some of you might not have even known your bones were actually slowed down. So these kinds of incidents really have pushed companies and people to want up and take leaders. Okay. So looking at the definition, when you look through research, what is then take leader and its leadership that's based on your self confidence, self concept, and how that actually relates to your actions. It does rely on the life story of the leader, which will talk about that and there's three characteristics of up dented leaders. The first is genuine. They're genuine leadership. The second up Bentinck leaders lead from convictions. And Thirdly, your authentic leaders are originals and not copies. So it's hard to replicate a not. Then take leader when I teach leadership, I always say, authentic leaders. It's not once. Size fits all that leaders come in many sizes shapes. I've learned his early in my career. I actually, I started I career as a nurse and then work my way up got an MBA and ended up in at condemn it. But early in my career when I was a director, I had maybe eight direct reports with about twenty units under them. And one of my direct reports would go up to the doctors and slept on the back and say, how the using the f. word are you doing? And I was like, totally appalled. Like, how could you know how could she be 'having like that. So I'm trying to counsel her and threw her performance appraisal. Try to get that behavior different. And then I realized she's doing a great job even though. She spoke to the doctor's in this method they respected her and she was able to influence others even with a way that was totally not my style. So I learned that lesson that all leaders aren't alike. And through leadership, you do have to be an original and we'll talk a little more about that in the breakout sessions. Okay. So are up upenn tick leadership. The definition includes two parts are interpersonal and some of the groups in the initial opening tact about that. You needed to have good working relations with others, and that's your interpersonal, how well do you work with others? So that's one component. And the second component is our developmental are developmental starts where we're born. So where are some of the places our audience? Where were you born? I was born in Chicago. Anyone from Chicago? No. Where were you born? Dominican Republic. Washington, Seattle have a few from Miami. Italy. Okay. So that started your pay out of who you are, where you're born? I'm actually listening. I listen to books on tape on listening to Leonardo Davinci what a great book. And he was born in Florence and certainly that had influence who he became. So we start with our birth, our life as we're growing up. Where did you go to school? What experiences did you have it happen in your life and on through our careers. Now, what school did you the you certainly has had an impact on my life. So all the canes racer. So we have a few, so welcome. So certainly that influence my life. I've went for an MBA at UM. I was a hospital vice president when I stepped down from my job as hospital buys president UM invited me to teach. I never in a million years thought this girl that was born in Melrose park, Illinois would be a college professor. That was never in what I thought my life story would be. So certainly our school shapes us what jobs we have. Many of you are young professionals in a job. You may be going back to school. You may lead a growth that you'll change jobs, but all of those things add to our story and what happens to us in our personal life. I have a student who is a maze. Zing student and her story defines her. So she had childhood cancer and. It was misdiagnosed for over a year. So they think she was gonna make it miraculously. She did do well and Hundai asked her to be a spokesperson because they support causes for childhood cancer. So she traveled for an entire year when she was only twelve years old raising money for per child hood cancer with hun died. And then she actually helped push forth legislature for childhood cancer drugs. So that is certainly shaved her. So anything in your life that really has made an impact is what made you. You makes you on a dentist leader and makes you that original. So we will talk about that more. Okay. So there's four components of antique leadership. The first is self awareness, so you really up to know about yourself. How can you be others if you don't know about you? So any opportunities you can to learn more about yourself? There is a million assessments you can take. I talked about the extroversion, introversion factor, which is part of the Meyer Briggs framework. So how many have taken your Myers Briggs, temperament, sewer, so about half. So you know some about your own. Those are traits, some of the traits that you might have. Certainly, there's other traits like the ones you don't want Machiavelli. And so there is some traits that aren't good, some traits that are good, but certainly learning more. About yourself makes you a better leader. So any opportunity you can to improve yourself some company, it's very popular to provide executive coaching. If your company provides that by all means, take advantage of it, it's extremely expensive. It's a big time commitment on the person doing the coaching and the one being coached. But anytime you can find more about yourself, it'll make you a better leader. So the next part of authentic leadership is an internalized moral compass and many of the groups at the beginning when you were looking and talking with those sitting around, you looked at, you need to be trustworthy to be a leader. They say that people are guy. Guided by a moral compass. So if you have this nagging feeling, that doesn't sound quite right. Your moral compass is probably telling you the right thing to do. Of course, a lot of factors go into being at the coal and trustworthy, and certainly sometimes we're faced with dilemmas that are ethical and both ways aren't quite right, but you may have to face a choice of which direction you'll go and neither seem one hundred percent. Right? But certainly try to use your moral compass then next is balanced processing and how many came straight from work today. Three quarters of us and how many I know we have several that are going to school and working. How many, those several of those, how many families. Most of us have families, maybe they're not here, but all those things are vying for our tension and we wanna give one hundred percent to everything, but it's nearly impossible with the busy lives we lead and we're always busier and busier and busier. Did we have anyone from Mexico. Okay. So do you know that people in Mexico work more hours per year that. Any other country in the world. You're the first time I saw that I was shocked. What about the others? Would you expected it to be Mexico. I thought, oh, you know, I would have guessed China or maybe Japan and those are high on the list. The US. I mean, I work gazillion hours, don't you? So I thought the US would be way up there. No, we're maybe in the top third towards the top quarter. So we do work hard in the US but Mexico. So you're working so hard that you really don't have time for some of those other things. So you want to as an then take leader have balanced processing, and then the last is your relational transparency and how many of you working companies that say they're transparent. Okay. Now keep your hand up how many actually are transparent. So few, I think you m tries but with fifteen thousand employees in could take a y for that information to trickle down, but certainly in your own relations as the leader, you want to try to be transparent. You wanna be open and honest and transparency is one of the top factors in trust, and certainly you wanna trust your leaders. How many have had leaders said you didn't trust. So those that did it rage your hands. You're very fortunate. Out of every ten leaders, how many do they say are good leaders out of ten. Several saying to something one, it's it's three that might not be great. But can you imagine out of every ten bosses you have seven are going to be bad. For the undergrads. I actually call one of my lectures, psycho leaders from hell. Because certainly we've all had to deal with one of those. So hopefully there is none in this room. Okay. So I'm certainly with that. Take leadership were at the crossroads of integrity, respect ethics, and honesty. And this chart goes through the four components. We just discussed and then gives a better definition. So your self awareness is the degree that you're aware of your strengths and limitations and not only being aware of yourself, but how do you impact others? And certainly, this includes your communication skills, your emotional intelligence really important, and you'll have some leaders that can't read others. So they're doing something and can't read that the others are. Aren't too happy. So that's the first component. The second is transparency, which do you really reinforce this level of openness amongst your followers? The third is your moral compass and you set set high standards. Are you a good role model and then the balanced processing not only with your own time, but with your people? How do you balance working with them? Do you in by discourse? Do tell them, I want your ideas, do you listen? So listening, a good component of that. So these are the form of components that make you an authentic leader. So Bill, George actually is. Really, he's recognized as pushing attentive leadership forward and getting it more recognized. So he wrote a book on on than tick leadership. So he's considered kind of, it's not really the father of authentic leadership really felt to know a lot about them tick leadership. So he said the characteristics understand their purpose as a leader have strong values themselves really built strong trusting relations with their followers, their disciplines, they exercise self-discipline, and they act from the heart. So this is. Really started with Bill George, and this was in a book, but it looks at what the authentic leader has herpes values, relationships, south discipline, and heart, and how you can exercise or show them is I your purpose and showing passion, how many field passionate about your job. Wow, isn't this wonderful? Almost everyone raises their hand, and I always tell people we are in our workspace more than any aspect of our life. We like to think we're at home and family. However, that part of our life is really fragmented doing a lot of things cleaning cooking shopping, still saying your friend, seeing the family. So in your life, your work is your number one aspect billing your time. So you better love what you do and be passionate about it. And if you feel you don't have that passion, maybe you should find a different job that you wanna have something you're passionate about. So are you passionate about your job? Great. What do you do. Which cruise line. Oh. What is worth nothing pretty pictures or spacing is vision dreams. I love maybe and then imprisoning. The company. Sure. Yes, and I'm glad to use the word dreams. We say my life is better than my dreams. So that's a good space to be in. So some show your passion, our values, how you act and be h-have our relationship, connectedness to others. Never more important netted is in today's world, self-discipline be consistent and compassion to lead from the heart by showing compassion to others. Okay. So a little more about our life events. So we talked about our life events that shape us and help shape the authentic leaders we become. So the life of vents could be positive or negative. I just taught. Managing through people, horse who one of my students is here who is a member of IB for two years. She tells me it's a great organization. And when you talk about leaders, so for their final project, final exam, they had to write about a leader. And interestingly, some, some of those leaders, they such hardships and overcame such obstacles or several of them were terrible students. And yet they became a leader that was so admirable that someone wanted to write about them and learn more about them. So it's not just the good things that shape us are. Bad experiences can shape us to several of the leaders actually had been fired. One was Ana, wind tore and. She had been fired early in her career, and she says, every everyone should be fired once because it helps shape you. I think you'll be okay if you didn't get fired, so don't try for it. I wouldn't recommend trying now, but so just these good and bad things shape us, and many of these vents are a catalyst for change. So that's good. And then we attached insights to these of vents that build us. And when you tell your stories, it actually can build your character and make you a stronger leader. So that's one of the things we're going to do it minute. When we break out and all these experiences that stimulate our personal growth and build, say, always, say, builds character. Okay. So now just gonna talk briefly about the research because I'm sure you don't wanna hear about research. You wanna know how this applies. So there's some division amongst the researchers, which I'll talk about momentarily. But first I'll talk about some of the strengths of this model. So first of all, as I said, society wants authentic leaders because of all these leaders were seeing. So this helps spoke Bill are made for that. It does provide guidelines for people that want to become better leaders. So it's good for that. It does have this moral dimension and there's a couple other leadership theories that do that to mention. And this one I highlighted because. It's very important. Unlike many of the theories, you could actually learn this theory so anyone can become a more off than leader. And there are tools that are well established that actually measure your then take leaders leadership. However, on the flip side, there's some criticism of this theory. Still one of the big criticisms from researchers is that there's not enough research on it yet. So there are more research studies coming along also on the moral dimension is unclear, and this is one of the interesting factors I believe. And when I studied this, I believe you need that strong moral character. Other researchers believe what it means is that you say what you think whether you're moral or not, that you like call his fate as fade. So I believe you do need that moral character as well. But that's one of the debates of monks. The people that the researchers debating. And one thing that hasn't been researched enough, if you if you have a leader, they're really rates high as then to leader, does this actually give your company better performance and how would you rape performance in companies. Dollars. Certainly one. Morale or job satisfaction. Turnover retention. So if you measure is your company run by then leader or have more leaders in your company. Can you see results? You'll a better company and the research in that is still developing. So they're not sure of that connection. And I told you already does up then tick need to have this moral component. So in applying this of people do have the capacity to become up Bentinck leaders. Your HR department may be able to actually foster authentic leadership by having lectures similar to this, have them do deliberate practice of being leaders and mostly leaders are trying to do the right thing you. I don't know any leader who says on trying to run this company into the ground or on trying to make my followers unhappier dissatisfied. So mostly leaders are trying to do the right thing. And then lastly, were shaped by these critical events. Okay. So we're going to look at ways that you can help shape yourselves as Bendik leaders. So how can you develop this? So all of you just. Evaluated some of your critical light events. You may wanna shake that out a little more fully after the session and look, hey, what else really shaped me and made me who I am. The next thing I say is mimic others or don't, and the way I put it this way is we learn from batting samples as much as we learn from good examples. So when you have those good examples and find someone while my bosses doing this, it's so great mimic those behaviors adopt those at some of your own behaviors. Then when you have those other bosses, remember we said there's about seven to every ten you'll that are doing things and you're thinking in your mind. I can't believe they're doing this and. Of course, don't mimic those. You'll shape your own behaviors in ways that I would never do that. I'm leading others. So use those examples is well. Next, remember demonstrate your own self discipline being up, then tick being that moral compass being that good role model for others next discover and build on your strengths. And this is an interesting concept, and I'm sure all of, you know those watt analysis and you're supposed to analyze the company looking at the strengths, weaknesses, opportunities, and threats. But have you ever thought about you waiting your own swot analysis? And often we look at our strengths and our weaknesses. And will try to improve our weaknesses. And they say, often, our weaknesses is going to be a weakness if it's not holding you back just nor your weakness and build on your strain. So try to take analysis of yourself, look at your strengths, look at your weaknesses, if the weaknesses, so horrible that you're not gonna get ahead, you're not gonna be satisfied in your work? Yes, then work on it, but concentrate more on your strains because your strength are what really people are looking at and what make you better leader. So look at your strength. Certainly you could look at offer -tunities and threats that might be in the way of getting you a head or threats that are really limiting your leadership. Okay. So other things you can do, build those relations and this organization, the IB is a good way for you to build relations. I'm sure you do networking while you're. Okay. On that working while you're here, you build relationships and work never has spend more important. So build those relationships on next, have courage in your leadership, and it's easy to be smooth. Try not to rumble betters, but it's the courageous leaders who really stand out. So in your courage, take some risks that sometimes taking risks can help you in your leadership next practice. What I call neutral, honesty. And this is with your followers that you're trying to develop and leaders say you should spend about forty percent of your time, developing others, mentoring, different factors of development. But what I mean by. Neutral honesty is tell someone when they're doing something that's wrong. And certainly you could put in a way to build them and it helps them improve, but don't let him slide under the rug. So many of leaders are guilty of they know their someone's doing something wrong, but they don't tell them or stout screaming at them for doing something wrong. So neutral honesty is calling a status fake saying this behavior of Beck's others in this way. I can't tell you how many performance appraisals when I was in the hospital BP you had to be a five. We end this Aliker scale, and you judge the individuals on this scale and to be a five. Meant in a vice president approval. Everyone seemed to be fives like, is there any differentiation amongst her staff? But people are prayed to say, when someone's doing something wrong or Mike said the opposite some managers or leaders to start screaming at their employees. Another thing is think about who is paying your paycheck. So your first loyalty should be to them, and in so many companies, there's so many bags, so much backstabbing and talking bad about your leader. So you're contributing to the problem if you do that. So try to consider where your loyalty is and should be to your company whose pay your paycheck. If they're so mad at top at the top that you want to bad mouth them, maybe you're not in the right place. So remember that, where is your loyalty a lie, and if they're paying your paycheck, your loyalty should be to the company. Next embrace south compassion were often very hard on our salves and think of the bad things about ourself. But you have. To be nice to yourself before you could be nice to others. So everybody give yourselves a little Pat on the bath and think of something great you did today or this week. And then lastly, leave from the heart and be compassionate towards others. Think of their personal lives. We have so many things going on in our lives that are acting us that think of others put yourself in their shoes. Now this can backfire because every once in a while, you're so nice and compassionate that one person starts walking all over you. So beware be aware of that, and you might need the long long rump short grope theory, but try to lead when compassion thing, what others are going through and help that leadership. Guy, Jim, your heart. Okay. So some practice pointers find and practice healthy work, life balance. This is one of my weaknesses and fortunately I did change careers, so early in my teaching career, so I could be home with my children when they were small. And I was just so fortunate that this wonderful job fell in my lap. So the first many years I was teaching, I would go into the university, teach my class, go home, do my planning in grading of home and was able to be there for my family. So now that my children are Rome. Now I've gotten into the really bad. We're like, balanced bow, and I'll show you some charts about were balance in a minute. But you're, I always tell leaders to do this and in a university, it's a little challenging as it really is a hospital. There runs twenty four, seven. How many work in a job that you worked twenty four, seven or your organization does. So there are few, so that makes it even more challenging. Most people were more Monday through Friday type jobs, so it should be a little easier and the university to teach these great MBA and master's science and leadership programs. We actually have classes. I start one October fifteen six thirty to ten thirty pm. Who wants to take classes then who wants to teach then no, but I also have classes on Saturdays and Sundays and the final exam was Friday night. I'm like, are you kidding me? Friday night? I sure whip them into shaven, bait them seat through that two hours and the other class was there till eleven pm. So Lor knows she was in that class, but they follow knives -struction. So smoothly that we had forty speeches in two hours. So while they had a have their talks down. So I'll show you a chart about work life balance in a minute. Another thing that you could do and I challenge all of you to do this this week. Thank each person on your team for contributing to high performance. So thank your teammates. It doesn't have to be your followers. It could be your boss. It could be your coworkers, thank people what an easy thing. And then I always say this never under estimate the power of a personal note, and it's something so easy and simple, and it goes such a long way for people respecting you and feeling good about you, and it could just pay jotted down on a little note card or it could be more formal, like a typed out, you know, letter. If they really done something that type it out and say, we're putting this in your file and what happens to them file. No one ever looks at it, but they still feel so good. It's in my file. That right, personal notes, apparently, George Bush Bush senior would do that right, personal notes and the people that work for the for him just took such pride in getting one of those nose. So it's a really little thing that you can do that really goes a long way in making your teammates or followers really respect you and trust to and feel good about you. So hopefully you'll get a personal note how many have gotten a personal note in the last year. Oh, good. Awesome. Can I say yours? This is my daughter came to support me and she runs her own business, jeez, on publisher. The company is now up franchise, but she wasn't a branch is e when she started and the owner of the company tell them. So. We're from country. So. My job selling you are you're one of the and he will. I'm tree on the field report that the owner of the company franchise rate of personal mental. So every hiring you get. Oh. Easy, but it makes. So I hope that you'll pass that on and write some nice personal notes this week and keep that in mind as you move on in your career. And I just reminded myself to write my assistant one. Okay. So ask yourself, what am I done today to demonstrate the values said I hold close, so you could keep this. Ask yourself that every sewn often ask yourself, what have I done to improve my than take leadership. You might want to share some of this with your teammates and have them to reflect on it as well. And remember with leadership, that practice does make perfect and you can get better at it. So do practice some of these tips. So I wanted to show you and that work life balance that this is the average American for people that are employed. So it's the US in ages twenty five fifty four with children. So these are the averages about eight point, six hours a day working. How many like me were way more than that. We're not good role models. Sleep, seven point six hours on dreaming right. Caring for others. One point, two, leisure and sports. Two point, six. I don't get two point six day their household activities. Never time for that. I don't think I said one hour day, though, eating and drinking one point. One hour boy were eating fast. How many our eating at your desk often. That role models. Okay. So for our cultural values, think of your own cultural values with in your organization. It could be within your country and consider your own cultural values and those at your workplace are those of lined or not. And I'm happy to say you win has very strong cultural values, and I do feel that my cultural values are online with their. Couple words of caution with then ticks leadership being true to yourself. And with that caution is which south we have many different hats. We have many different selves. And which ones are you being true to? So for instance, if you have small children, are you being a work holiday and being true to your work south and not your homes, your maybe mother father, south? So think of your different selves and Witcher being true to. Also, sometimes you lose credibility. If you maintain such strict coherence between white you feel and what you do and say, so take that as a caution and making values states choices. When you move into bigger and bigger roles, our values are shaped by past experiences. For instance, you might have really tight control over the budget details and back might not be giving others the empowerment to grow for instance. So be careful with those three things. This is my very favorite authentic leader Leonard abbess. He was the past chairman of the board of trustees at university of Miami. So I like him for that too. But that's not why I really like him. He sold his thing in two thousand nine. He gave sixty million dollars of his own money to the employs that were president poise and the employee's that worked there before, like in had retired and only him and one other person knew about this and decided who got what money based on how long you were there and the value he thought that you gave to be building his beg-. This is it's quote, I never once thought that this, that this success was. You know about me, he remains the chairman and CEO after he sold the Bank, he said he knows what success is about. It's about four hundred, wonderful, decent people. When I sold the thing, I didn't want the money. So I gave sixty million of into my employee's and I feel really good about it. And he wasn't bided to the White House for recognition after that, very to deed. Quickly. Certainly, Martin Luther King is thought of by everyone as a not then take leader. This is someone I wouldn't count as very authentic Mark Fields. He was the president of Ford Motor from two thousand five to two thousand fifteen certainly had to eliminate jobs because they were going through the automobile industry was going through very rough times was about one fifth of the workforce. They had a close fourteen plants, but while doing this, he stressed the sense of urgency by saying, change or die what he called the initiative. And he also for the people that were left wanted to eliminate or cut back on their health benefits all while giving himself a two point, three million dollar bonus. And he. Lived here in Delray Beach was flying back and forth on a personal jet. Big has all the workers were in Detroit, so I wouldn't consider that to then tick. Now, interestingly, many considers deed jobs of fen tick. I don't because of many of these, like he worked early on the editorial and he didn't really know how to program this game. He was making them and Atari gave them a very tight deadline. So Steve Wozniak was the one who really got this done yet and Atari game and on huge bonus. And he never told a Wozniak about the bonus and kept it all for himself. Other people that anxiously helped him start the company when the company went public, he didn't. Give them a dime. And Bill list goes on and on. He changed the world. So how can you not respect him as the leader? But he's an enigma to me about his leadership. And also he had some very strange behaviors. Like if you're feeling stressed, he would walk around barefoot and he would so kiss speech in the toilet bowl and then come and put his speed on your desk and try to pick up your pen and paper with those same beach. It's in the movie. It's a real little bit of glide over it, but it is in the moving. I think everyone ten agree that Oprah is authentic. She's really warm and caring to all her stay up, shows empathy. So what do you think? Do you. Have to be at the coal to be authentic. Do you think this model should gain popularity and his style you'd like to embrace. That's our show for this week. Thanks again for tuning into the Ivy podcast. By the social university, we are the grad school for life, and our mission is to spark world changing collaborations. By introducing you to the most inspiring people, ideas and experiences in the world. Check us out at IB dot com for life, changing advice and gatherings, and the foremost thought leaders shaping our world today for more information about the Ivy community and to find out about events happening near you, visit Ivy dot com and Email us via a membership at Ivy dot com. Dream big and stay inspired.
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