17 Burst results for "L. D."

"l. d." Discussed on The HR L&D Podcas

The HR L&D Podcas

04:33 min | Last month

"l. d." Discussed on The HR L&D Podcas

"So parents or caretakers can work when it's effective and efficient for them rather than expecting them to have a child on their lap while they're trying to write a report, which is an effective for you. And so thinking about these things, again, that enable people. And when I talk about accessibility, I'm talking about enabling people. How can you allow people to do their best work, knowing that you and I work differently? How you work is not necessarily the best way that I work, but how can we create a workplace that enables us to do our best work? One of our advisers Jen swain is a COO at a nonprofit. And her organization is piloting a four day workweek. And what does it mean that before they work? Does it? And without cutting pay mind you? And so if you look up the rise when you look up Jen, and she has written a couple of articles about it. And it's really interesting because it's an experiment. You know, you're trying something new. It could fail miserably, it could be the best thing that your organization has ever done. But try something. Try doing 6 months of paid parental leave and see how your retaining parents try offering fertility benefits or egg freezing benefits and I'm actually going through the freezing process right now and my organization allows me $5000 of reimbursement on it. That's allowing me to go through that process. That's going to help retain women. Look at how many people use that and then how are they retained? What's their retention? Average. And so taking a look at these policies and directly with the impact is. And you're going to have to do that because it isn't going away. I think you made some excellent points. So the four day week was an interesting one, because this is quite a hot in the UK press at the minute. The BBC have just announced, I think literally today, some of the results from Icelandic study, which have been very, very positive about their certain companies going to four day week and they've seen some really, really positive results. And, you know, is there 9 to 5 30 in the UK, and Monday to Friday? Is it a bit old fashioned now is it time to wake up and try something new? And I think probably now is the time where we can start to experiment. Particularly post pandemic, the world of work has changed, the way that we connect has changed the way that we meet and socialize and go about doing our business has changed. So I think it's a good time to be embracing experiments, experiment or experimenting start so I'm going to get the word out. It's a good time. I just want to caveat that with the ability to be have a flexible schedule or work from home is a privilege. And a lot of people don't recognize that..

Jen swain Jen UK BBC
"l. d." Discussed on The HR L&D Podcas

The HR L&D Podcas

05:20 min | Last month

"l. d." Discussed on The HR L&D Podcas

"Financial situation, they all come together. And that's the flaw I see in a lot of other DEI consulting agencies is they're not bringing that piece in. And DI has to relate to this strategic plan. It has to be integrated into the strategic plan. So when we talk to companies, specifically about remote work and we've just proved to the pandemic that most jobs of a certain type can be done from home or remotely. You say, where are those gaps? Do you need people in office? What is the difference? What is the culture difference? And you think about flexible scheduling, you know, when you allow people to work from home or from anywhere, all of a sudden you've opened up your talent pool. And so you can be more diverse. And so all of these pieces connect together. And so it's really hard to say you're solving one problem. So when you solve ideally the authentic self problem, you have to integrate in diversity of the workforce. You have to integrate in flexible scheduling. You have to integrate in performance management, all of these other pieces. So everything is really tied together. So I think it's quite an exciting thing for HR leaders this right because I think now there's a real awareness globally that HR leaders and HR departments and energy departments are actually have a huge role to play as a little fundamental significant role to play in helping business to really unleash their employee potential. And I think we've seen that during a pandemic and how people have responded, the way that people have been able to be agile and really just adjust to the changes that have been fused upon them. And I guess they're probably never been worked harder either than they are right now with all the different things we're going on. The new walls of working the future of work and all that that goes with it. So what would you say are the kind of the fundamental foundations of nature leader needs to consider if there really want to start embedding a positive ED and I culture within a business?.

DI
"l. d." Discussed on The HR L&D Podcas

The HR L&D Podcas

04:46 min | Last month

"l. d." Discussed on The HR L&D Podcas

"Now remember, if you love the show, please please please do review it, share it with all of your HR colleagues, all of your learning and development Friends shout about it on LinkedIn and hit that subscribe button so you never miss any future episode. Right, on to today's fantastic guest. I am going today by Jess Oswald. Now she's an all around HR go getter who possesses over ten years in HR, recruitment, D and I and L and D currently cofounder of the rise journey. She's also head of learning and organizational development at a mental health startup. Now, Jessie is joining me today. Talk about integrating positive equality, diversity and inclusion processes and policies into all aspects of a business. That's because she is extremely passionate and you're going to find that out during the course of this episode about creating transparency and fundamental change in people operations. Chess is a 100% focused on hands on engagement and real world experiences because folks, she has one fundamental goal. And that goal is to create fundamental change. It's something I can't wait to find out more about. Yes, welcome to the show. Hi, thanks for having me. My absolute pleasure. It's a subject that many, many HR leaders are talking about at the minute. So I want to get straight into the deep end. Because you are cofounders, as I mentioned in my intro of the rise journey. And that's the vice journey dot com for those interested, where you work to operationalize you looked at improving diversity, equity inclusion belonging and accessibility for businesses as part of a foundational and sustainable organizational culture. But I wondered if you would, if you could just tell some of our listeners, what's been the journey that you've been on, that's given you such such passions that fire for delivering these fundamental changes? Yeah, so I was very fortunate in privileged enough to come from a line of very strong women. My grandmother had a convertible in the 1940s. My mother got her doctorate while I was in school. So I had these incredible positive examples and women who fought for what they wanted. And so when I entered the workforce at 24 in New York, I very quickly hit a glass ceiling and fought against it. And ever since have transitioned into different HR rules, DEI rules, LMD rules. And because of my privilege because of how I grew up in my place, you know, I met a different level than other people..

Jess Oswald LinkedIn Jessie Chess New York
"l. d." Discussed on The HR L&D Podcas

The HR L&D Podcas

05:06 min | Last month

"l. d." Discussed on The HR L&D Podcas

"Back to the hr. The hot cost them joined by fascinating exciting and very entertaining guests. Brian silly now born is someone who has advised the white house and is the only hacker and speaker so successfully wiretap the united states service and the fbi beta that same year. My guess also dino be anonymous the highly valued mobile app secret which put him on the front page of what dot com. Cnn money seen at forbes and the washington post all on the same day. I mean seriously am so excited. Born is a world famous security. Keynote speaker ethical hacker author former us marine and. He's joining us today. To talk about the importance of cyber security now in the uk with eighty one percents of uk assamese conferring that suffered a beta reached soil attack with a considerable too inform but thirty seven percent missing suffered multiple breaches are compelled to contact one to invoice wanted. Stay show because i think payroll and hr particular our department stoller extremely vulnerable. And i want to find out exactly why and what we can do to protect ourselves. And they'll do better during the course of this episode now. Joining us from seattle. Welcome confronts the show how you feeling great. Thanks for having me and tastic well just to give. The missed is a bit of context into some against the detail of the of the questions. Watch you might just give him a little bit of background to your story beyond belief just mentioned. That's giving some science. You're i guess looks like today. I grew up in tokyo My parents worked over there. And i left high school. Two thousand joined the marine corps and have been it since about that time. Two thousand to two thousand four or five six from there and i got divorced and got clean and sober around twenty thirteen. Which is when. I started really focusing more efforts on work in career and just trying to find ambition to play more than video games figured out. I was kind of good at this in some aspects. Maybe not in the decision making process. 'cause i wouldn't recommend wiretapping any federal agencies. That thousand wasn't making open. Introduction listing of still about quiet about sinking. Yet you did. Why atop the secret service and the fbi right. Yeah that was a terrible idea. So it was a. It was a google maps or mapping engines these different companies that have Business listing so. It's like a yellow pages book white pages some sort of business directory. Now it's digital and there's a dynamic ranking system so everyone has a trying to make a play for the top rankings fox what you can manipulate those results. You can make all the money. In every category especially businesses that are customer service oriented traveled to you mobile locksmiths..

fbi uk the washington post white house Cnn Brian united states seattle marine corps tokyo google
"l. d." Discussed on The HR L&D Podcas

The HR L&D Podcas

05:29 min | 3 months ago

"l. d." Discussed on The HR L&D Podcas

"How about land high do that because ultimately if you've got thousands of employers capturing the voice might be very difficult so thinking okay well if you go. Thousands of different global economies. Or whatever it is you might have to do the legwork and then invite them into say these values but then allow them to create what that means for them within the regions and within they weren't teams etc but still making sure that they are still aligned. The center of what the true values are so. There's different ways to do that. And i think it all depends on where you are in your journey what the size of your company is And truly figuring figuring away. That is bespoke that works for you. It's better to include than to include and also the levels of inclusion has to be authentic so if it some time it's Starting point but also checking in various ways. It's really important that you understand how you you'll people like to be communicated and how they like to get involved because there's some employees that just want to come and do their work and don't really gamble everything else so it's not everybody that wants to be involved in but at least creating a space channel and opportunity to get your employees voices head when it matters most and not the right time you find you get a lot more engagement from staff that she just dictating to them more. What's been done in what should be done now. That makes sense. That makes sense the work that you do. We could talk for hours about so many hot topics for a learning and development directors natured veterans that listening to spoke us. But lots of finished with some of my research for the work that you're doing at the moment amherst talks about how you've been leading projects in relation to race that could see and you've been invasive justice project leaders. Well what kind of work has that been evolving. And even some of the projects findings outcomes look in art..

"l. d." Discussed on The HR L&D Podcas

The HR L&D Podcas

05:37 min | 3 months ago

"l. d." Discussed on The HR L&D Podcas

"What leaders employees do to really help support employees if working from home and it's going to continue show so the fans ramping from him is again. You can't paint everyone with the same brush. Everyone's experiences different. Actually i think it's a bit over fifty fifty one of a better word. The some people working from home has been amazing at actually helped them take ownership of their mental health and wellbeing and be more productive of how they integrate. Wet live. sir. I was on another part for air. We were talking about life balance and for me. I think that time in itself is pressure when you try when you try and tell people to find balance actually kind of gives you a hidden subconscious pressure to rodney fine equally brim and we know in life. There's no such thing as equally berman itself. So i think for me dressing the times and again i think terminologies another conversation. But you know whether it's work-life balance like integration because when we look at what the pandemic has done it's it's made us work from heim and in a different way. It's not an option to one day a week. We've had to in our homes and integrate. I'll pants and allies with our clients and try and find that integration where there are boundaries. Put in place for that to happen. So you know. I think it might be an hindrance for some people because actually we also have to understand that Some of us have had the luxury and privilege to have space to whack him where others have had to share property had pets and lived back back home with their parents in some actually might be facing a lot of fear because they leave the house to escape from whatever they haven't to not want to deal with and i'm talking about domestic you know when you think about it from.

berman rodney heim
"l. d." Discussed on The HR L&D Podcas

The HR L&D Podcas

02:23 min | 3 months ago

"l. d." Discussed on The HR L&D Podcas

"You know and good leaders will feel that they have that responsibility not just with the business to survive but for the people to be well within that you know so over. Half of british people are experiencing high levels on anxiety. Nco's anita's on not exempt for that you know and i think it's really important similar as we would talk to talk about mental status and finding networks and support groups for employees to connect with the same thing. As you know the same advice me would give to.

"l. d." Discussed on The HR L&D Podcas

The HR L&D Podcas

03:17 min | 5 months ago

"l. d." Discussed on The HR L&D Podcas

"You say you will call up by coach you've got a number of qualifications i hadn't read out my way. I certainly could have done you very experienced. Give some some concepts and you've you've c. p. c. n. n. p. accreditations. You will say got the fiscal accreditation. Nba I mean it's probably more as well so you know very very experienced the coach. Hey with us on the hov which credentials. That's a backup ula. We've talked a lot about one to one feedback. Now i'm a reference this. I'm a huge fan of the office. Supposedly the uk and the us. I office with a smaller. Hr means they have learning about it means they have rows of seats speaker. Steve carell giving tool. And we get hecklers. You get people just wanna shoutout. Hr people are learning development managers and investors trying to manage a protocol change a an important announcement take the over recent recent times. How do we handle hecklers wide you hecklers heckle and we do the on improve that.

Steve one uk
"l. d." Discussed on The HR L&D Podcas

The HR L&D Podcas

01:31 min | 5 months ago

"l. d." Discussed on The HR L&D Podcas

"And by the way work is it's ninety. Five percent emotion. Five percent ration. Everyone always business business..

"l. d." Discussed on The HR L&D Podcas

The HR L&D Podcas

05:05 min | 7 months ago

"l. d." Discussed on The HR L&D Podcas

"Name and your job adverts and and integrating that and even before that it's about making sure that you're that you're using tools which make a game. Your joke adverts as attractive to everybody as possible and making sure that you're very clear on what your approach to dni is for everybody to see and making sure that then you'll panel wage is diverse as they can be I think everybody should should be able to achieve gender diversity on the recruitment panels from today. But trying to do kind of other elements is a little bit trickier just because of the makeup of work forces, but it is certainly something which you should be conscious of and Bee trying to kind of ask yourself difficult questions for now. This is really interesting insights that they were I think off the other my CV piece is an interesting one. I'm not quite sure where where I sit in terms of totally anonymizing series because I believe unconscious bias and kind of spice exist regardless, I think you can always look into a situation with you when if it's anonymized or not. You people may still try and read through it as as people do with whatever unconscious bias. They may have which they can't control but I'd be interested to know them. Your viewers based on the recent government announcement or they're looking to remove unconscious bias trainings certain for civil servants in England saying it doesn't work which I thought was really interesting. I think I couldn't really understand the logic in removing it and certainly can understand it from a a PR exercise. I think the government.

England today
"l. d." Discussed on The HR L&D Podcast

The HR L&D Podcast

02:27 min | 11 months ago

"l. d." Discussed on The HR L&D Podcast

"From my perspective. From what. I have seen i would warn all employers and hr professionals that when we get back to the new normal. There's not going to be anything normal about that and that is because everybody has been home and had this opportunity to reevaluate what is important in their life and overwhelmingly. I'm hearing people value more the things that they've been overlooking in pursuit of career success family and those relationships within their life some of their hobbies and passions and so hr and leadership are gonna have to step it up because they're going to have to offer meaning and purpose more than ever at.

"l. d." Discussed on The HR L&D Podcast

The HR L&D Podcast

03:20 min | 1 year ago

"l. d." Discussed on The HR L&D Podcast

"They're afraid because what if somebody says something negative and i encourage that saved Everybody has a point of view. The whole point platform should be to express what you think. And what you feel and not everybody's going to agree with you. That's okay but let's the dog of somebody disagrees with the then tried learned from that point of view. And that's how we evolved. Human beings is is there's always two sides for the story. You might not agree with it but try and understand. Try and take time to emotionally into some where that coming from and why they've been motivated to save that and you'll always have trolls social media From you have an will say to people if somebody is really getting our hands and politely go into the team say actually you know you're actually getting offensive. Now please stop or you just block them. Say don't don't have any drama. Dauntlessly sleepover it. And i got a couple of posts where somebody has been so violent that i'm not just removed them forbid to hold post because it's A few other people on it and that's not waste design state control of that is my post and i can control how far it goes on if i think is into the The line of acceptable of where it's not properly offending an upsetting people. Let go because the controversial stuff and the difference of opinion and people get animated emotional. That's already good learning but what it starts to go on. That line is okay takeoff. And i've done that with a couple of things for that very reason but i can control and so it's helpful and it's like any social media so i have a voice i i will challenge what we've always done because we've always done that way you know in my mind. Why situation okay so Give another example where we talk to my introduced and we said well. I think the interview should be done in a board all grey or face where people feel uncomfortable and stressful enough for you to regards level. There's a lot of prep involve you mind's racing you when you get when you're good points over an all of those things so you know you. Your emotions heightened so then to go into runway feel uncomfortable. It's not your best. You're not gonna give you best than how can it get the best for me so i tell you about well. Let's stop come for woke at one because obviously it was just post kobe dan. Everybody needed to cow because climbed the walls about point to again. That's just that's just rewrite it. We were in a position now with a time that we've got downtime. His up we have had the time to rewrite most things. If we choose to again it comes back to choice of mindset. If you think something's not right or could needs to be different than stand up and have a voice be courageous and say let's to differently because you can try if it doesn't work new okay. It didn't at least two gave ago. Don't sit there and do what he did ten years ago. I think it's relevant now because it isn't generations of people have changed business expectations. People's expectations lies. Have all involved. So why would you then go into something. That singer to steal balked draw they got. This is what we've always done. Don't do anymore and so i. That post ended up with two and a half million views because people agreed with it so much. I can't and whilst i had probably a dozen people say well you know what about the able people who conquered for walkers absolutely. I'm not saying that it is just for the able bodied. Got no anybody who is physically able to go out for walk. Then let's find out..

two sides ten years ago two and a half million views a dozen people of posts two
"l. d." Discussed on The HR L&D Podcast

The HR L&D Podcast

04:08 min | 1 year ago

"l. d." Discussed on The HR L&D Podcast

"Among among the standing with most of the time people don't recognize what's going on most of the time you've actually reacted shouted out responded to sent by email in frustrations who are response. That you feel has been overly could toll or aggressive. I'm not sure responding to that that message eight mile but actually what we need to do. Very quickly is stat by get a bit of objectivity. Get dot thinking like Coal technological paul. On the go so we can look at donald from a distance and go. Actually there's nothing in that. There is nothing in that was no emotive content in there that i need to think about all or engage with actually that just asking for this information. But he saw him. Let's reacting to. Oh they think. I'm not very good at this all. That remained the pressure. Because i need so we stop creating this sort of internal dialogue so emotion lately emotions great. Yes i'm feeling great. And it's known to help dissipate not emotional response. But i think we can go a bit bigger than an actually recognize. There is the the brain is there to protect the first instance. But is it protecting the right reasons. The right things absolutely love that. I think i can certainly think of a few examples whereby chimp in this context is jumped in particular with emails. Because we can't be tone in an email it in we can interpret thome brain will will create with drain certainly will create response to come able. I will ask the tone to the words that i'm reading and often the turnpike give to those words will be the And this unusually. This happens when i think it's negative if someone's challenging i think is unfair. Suddenly i've added a voice to that message over to me. And i've created this this thing in my head that probably was set in complete innocence spill. I read it differently. I've interpreted differently and that you know it's funny how you spray channel so many different emotions in you when you read something often incorrectly..

eight mile first instance donald
"l. d." Discussed on The HR L&D Podcast

The HR L&D Podcast

06:00 min | 1 year ago

"l. d." Discussed on The HR L&D Podcast

"But i think if we can get into the bones of each of all team members really understand empathize but understand what what drives my My colleague subordinate the cassini. Montaigne all is it is it. Do they need freedom. Do they need control to the needs to be able to make their own choices do they do. They miss the team. Scenario that he missed the belonging of the group but togetherness the connections that are made when we all face to face and also when when when we're not face to face actually some people feel belonging in this virtual space that we're in this sort of expanded space where we are but a lot of people are missing that connection that belonging not feel of connectivity on also next thing do i have the skills do i feel that i have the skills to be able to deliver what i am asked to deliver on a day today basis on a my competent enough am i am am i on. That's not just about skills Whilst my journey in terms of learning in general what am i where my out because we know the in terms of looking generation. There aren't enough positions. We count we feel viewing your progression of an organizational ladder just by promotions. Then you're going to be disappointed because there aren't enough physicians to attach to allow people to jump up a layer but what we are looking at now. Symbol millennial. Jim why i think. He's about collecting skills collecting capability collecting a experiences to be able to then help those tackle our career longer term and then the other big thing that we missed purpose. Meaning why am i. Why do occur to this role. Why don't you come to the organization. Why don't you come to this this job. What drives me so if lead can get into that those those key areas i understand. What makes this person tick. What makes his person move and and move towards rather moving away things really case starting point but a lot of individuals are worried about..

Jim today each Montaigne team
"l. d." Discussed on The HR L&D Podcast

The HR L&D Podcast

03:50 min | 1 year ago

"l. d." Discussed on The HR L&D Podcast

"We have an ap programs employee assistance program where employees can get assistance with regards to you know if they have anxiety and fear depression so any mental health kinds of issues or health issues If they have any financial worries relationship issues or even co workers shoes so they can contact their ea p. program and they can actually provide those kinds of services so i don't know if that's also what you have there in england but this is something that we have here in the us i'm also as hr service provider. We can provide You know meditation. Exercise nutrition talks on healthy body and healthy eating. We can also provide you know having experts. Come into sessions. Because i've done that as well actually gone into different companies and organizations and actually have provided that so a lot of lunch and learns and you can do that again through zoom and just do a lot with regards to doing movement for example where we do an exercise type class or meditation type session and then also schedule in a morning hype exercise so again get employees moving their bodies because a lot of times. The tendency is as you had mentioned earlier is to stay. You know in their chair sitting and they could be hours on end at their laptops staring at the screen and so you want to break that up and have the move around. I'm get them active. So i think that's really important another thing that you can do as well as do creative challenges. I'm everyone loves a challenge. So you can set up a five or seven or ten day challenge. It could be a fitness fun challenge or get healthy challenge and then you get your employees engaged again. In the organization. You provide prizes or incentives. So that they're really excited about being in the organization and again you can do like an eat healthy a five day challenge of fruit and veggie challenge An exercise challenge. So this is these are some ways that you can Help your employees to stay healthy and keep a balance in terms of their in terms of their life. What do you think now going. Forward would be the perfect equilibrium then because it used used to a study in the uk most businesses have gone from being one hundred percent office space and a lot more than some of the different. Let's say we went from one hundred office based to one hundred percent work from home. Do you think there is a natural equilibrium. Some in the middle of what businesses should be offering or. Do you think we're going to see a return back to full based off this working there are few it's predict the future and alongside predicting it recommend what the ideal office work environment would be. How would you describe that. Yeah i think the work from home is is here to stay I think i really do. I think because of the lot of the companies again. It's really technology. That's where it's at and it's it's constantly changing constantly moving and and as we can see we don't need to be in the same place at the same time i mean you're here in the uk. I'm here in california. I mean people are from all.

california england five uk seven one hundred percent five day ten day one hundred office
"l. d." Discussed on The HR L&D Podcast

The HR L&D Podcast

04:09 min | 1 year ago

"l. d." Discussed on The HR L&D Podcast

"Human beings just hit to help us do what we need to do to save the world kind of thing and it was just so human the way she did it and i just love that about her. She's just so human and when she talks about becoming. It's about you know it's not about what you need to do in the world. It's about who you need to become to do the things that you want to the wild great less a my wife's been to watch as well so maybe we'll bring that forward a little bit on that face the so many things as melissa down to watch but make sure a bring it forward and how about tony or the stuff that you know. I remember to in when i was in my low low place You know i could meaty feel my mindset. Spiraling down was neither. There was a point in two thousand sixteen. When those things happen to me that my life was spiraling downward than i just kept becoming negative about where i was. I felt really worthless. I felt like nobody loved me or kid about me. Got nothing you know. I read out low. I'm wanting to give up on everything and not take responsibility. And not just not wanting to be ronald just tired of the hard snuggle life and i could be realized that it was my mindset. That was spiraling down. And just i don't know adults you know. Maybe it was my faith in god who whatever that was that. Something's said to me. I need to watch some tony. Robbins videos not remembered watching will listen some of his cds like years ago when i was in the world of passing development when i was trying to be a manager and i started watching a lot. His videos like breakfast. That launch did not one was eighteen and i started to feed my mind with good old. You know he'd be saying things that you know. If you're not happy about way life is because you are the standards that you created for yourself safe you want banded make choices you know and started to look around at the on. My god created this in my life you know. And that's when. I started to really take responsibility or mainali. You know in as an employee organization. I used to always wait for my manage. Tell me what. I needed to learn what is needed to do. But actually i decided to take my development in my own. I win an attended courses. Got the help and the coaches and the mental. I needed to get me to where. I am today where i am. Because of the amazing people that is surrounded by latin myself around and tiny beans was a a real fundamental in my life. At a time we've all the stuff that kind of i sped inner. They say that if if you don't tend to your mind acrobat like a garden. We'd start growing so you stop. Nineteen the good things in that. We started doing by explaining to tiny ball. Bobbins fused tony robbins fans. And i think if is as you say nobody people that will be on that spinal defeating struggling with mental health and struggling with confidence typically with the pandemic. Maybe you know his job. Uncertainty and risks financial security of these things. Tony weapons is someone who i would. Death recommend people listen to you if you need. That.

Robbins Nineteen today eighteen two thousand sixteen ronald Tony weapons melissa tony things years latin one Bobbins
"l. d." Discussed on The HR L&D Podcast

The HR L&D Podcast

04:35 min | 1 year ago

"l. d." Discussed on The HR L&D Podcast

"Hey charles waiting to be towed. So rainy high truckin dot creating that people plan looks like when they go back into their business you know. What is it gonna be like for the people for the manages. What do managers need developing on. What do they need training on. What do they need support with it. Also for themselves like what did they need coming out this. They literally just gonna go back into business as usual without taking some time out themselves around their own mental health. I did a seminar a few weeks back. It was next seven hour A zoom seminar around living it fully everyday for hr and the people attended a whole day seven and it just goes to show. How much obese is needed. Light trump professionals out. There you know we talked about mindset. We talked about goal setting and vision. Return to by owning your resilience. So it's so needed. That big nilly everyone attended said was so good at turning on the people have to take care of themselves. They meant to help. But we're not good at doing it for ourselves. Chai reading in that they start taking care of themselves and they do stop putting themselves first and even during this pandemic. I've not seen a lot of that happening. That's gonna result a burn out physically. Something will realize as well as it's going to link to your book little you've over before the pandemic of course but we will come to. Many people have come to realize the importance of human interaction. We've had to as you say get to grips with the new world of giving with zoom. Did he mess teams and while other technologies that come with it. But i think a lot of people have realized that being isolated and the unable to have that human interaction has been very very difficult and be able to manage employee. Relations issues in particular has been very challenging. When you're working out basis so let let's. Let's pivot back to the book that you did right. Which is putting the human back into. Hr success snake charmer festival begins with you..

charles seven hour first snake charmer festival a few weeks back day seven