EP45: Lead to Win: Own your Power to Lead w Impact, Empathy & Emotional Intelligence w Carla Harris

there are most people that would not have been able to achieve what you have achieved with what you had to do it with and you're not even thinking about that as something that should give you four go [Music] [Music] stars in a world that's rapidly changing leadership is not only about Authority but it's about imp empathy emotional intelligence and mastering the art of owning your power it's also about recognizing some of the untapped potential within mastering the art of guiding others and really understanding what it means to lead not only with your hand and your Insight but with your heart today we're diving deep into what leadership truly means in our evolving times with a figure who embodies all of these ideals and more on today's episode we are joined by noun Carla a Harris an influential voice celebrated author a Trailblazer in the corporate landscape with her new book lead to win Carla dives into this intricate journey of what it looks like of going from an individual contributor to becoming an emerging or executive level leader she draws from her wealth of over 35 years of experience within the financial services industry and she brings to light some of the pivotal elements of leadership today the significance of risk-taking crafting a Clear Vision the Priceless power of knowing the power that you have and really standing in that and also the power of relationship building and Partnerships in Lee to win Carla highlights some of the daily intentions that every leader must embody that's your authenticity trust building nurturing your team and becoming the leader that you desire to be these aren't just traits but they very pillars that create profitable businesses I cannot wait to into this conversation with you let's get it going Carla welcome to the show we're so honored to have you joining us today thank you for having me I'm happy to be here awesome let's dive into your new book we have your three books sitting here and of course your latest is lead to win and in the book you talk about this transforming journey of moving from an individual contributor to really owning your power to lead to win talk to us about what that looks like for those that are listening in that are kind of on the cusp of taking on their first people leader role tell you Brittney the reason why I wrote that chapter is that it's my philosophy that often women and people of color get their shot when things are chaotic and my evidence is you know think about when Ken chel took over American Express or when Ken Frasier took over MK or when uh you know Jenny redti even took over IBM or when Mary Bara took over GM so as I said women and people of color get their shot when things are chaotic so you have to be able to make that shift quickly from being an outstanding individual contributor to now being the one in charge you are it so how do you now think about your different constituents because when you are an individual contributor you know who the boss is and you know what you have to deliver and you know what success looks like but now all of a sudden you're the leader you not only have people who used to be your co-workers that are now people who are reporting up to you as a constituent you have the entire organization all those employees as constituents you have the shareholders if you are a CEO as constituents you have the board who are really your boss at the end of the day as constituents so how do you shift your thinking to now serve all of these different constituents who while they all have one common goal for the company or the organization to to do well they all have different agendas and they all have different goals outside of those common goals so I wanted to speak to that right away so when you get the tap on the shoulder you immediately think okay I have to shift My Lens I have to shift my thinking how do I think about success now how do I find out what success looks like for each of my constituents let me put a timeline together for doing that first before I start to execute now sometimes because it is happening in a crisis there is something to be done and you obviously have to deal with that but you can't ignore these other things that you're trying to do while you're solving the crisis or that you're quelling the storm if you will that's why I wrote to that because we don't often realize that we now get it and then it's like now what yeah and the most important thing that you can do is to shift your thinking before you do anything else talk to us about that mindset because one of the things that I remember from you pouring into me as a corporate leader when I was sitting in a space a marketing role at fiser at at their headquarters you came and did a talk about ensuring that as perhaps an individual contributor or or an emerging leader you don't shrink when the org is making shifts talk to us about the mindset that's required to show up in that moment oh absolutely and and here's the thing and thank you so much for that question you have to know that you know that you know that you have earn the right to be in that seat so often Britney I can't tell you how many times in the course of a week that I get the question about the impostor syndrome and every time I get it it's like because you know no nobody gives you a role because you are a woman nobody gives you a role because you are of color people only spend their currency to give you a role when they know and hardly believe that you can deliver and if you don't have that confidence in yourself at that point hold on to their confidence until yours catches up but you have to show up knowing that you have everything that you need in order to do the job otherwise that opportunity that moment would not have been delivered to you the the universe would not have delivered this set of circumstances if you weren't already ready so even if you're not feeling ready now you need to tell yourself well I have the intellect somehow you know either I was taught this in my undergraduate or my graduate training or I was taught this in some other kind of training program or I had the experiences that led to the lessons that will now enable me to prosecute that or I know somebody that might even know somebody that will be able to give me the things that I need in order to at least approach this if not solve the problem each of us have at least three things in our tool chest your intellect your which is your academic background your experience and your relationships your networks those are three powerful things for me I have a fourth thing and it's a spiritual word for most most of us we have at least the three things that are in our tool check test and you must leverage all of those if you're going to be successful so if you have chosen and remember Britney it's a choice yeah somebody's going to come to you and say we'd like to choose you now as CEO will you accept that will be the conversation and if you say yes then you are now accepting everything that goes with that so there's no need to stand back and now question whether or not you could do it right if you've said yes you've accepted it so now you prosecute you don't second guess your own decision and you don't say to yourself well I can't say no who would say no to the CEO's role well if you're not ready then you have to be authentic and be honest with yourself and say I'm not ready but before you would do that you should talk to a few people because you may be discounting yourself and thinking that you're not ready when other people can give you the ready the readily available evidence that you are yeah we and we see that so often particularly in the gender Equity space when you think about organizations that are committed to seeing more women in leadership roles sometimes it's us as women that are second guessing talk to us about some of the challenges that you're seeing as you are out working with organizations speaking with organizations seeing more women in leadership roles yeah I have to tell you that the reason why I brought up this point about the impostor syndrome is that I can't believe Britney that 36 years after graduating from Harvard Business School when the impostor Cent was just coming on the scene and it was a Hot Topic I cannot believe that that is a topic of conversation today and that that is a thing that is holding many women back and there are lots of women who think they have to have everything if there are 10 criteria for doing a job they think they have to have all 10 and there are lots and lots of studies and articles that have been written that say that men will go for it when they have six and women think that they have to have all 10 and what I see most often is that people discount the experiences that they have had you know they don't think that they are important they don't think that they are relevant but every single experience that you have is relevant and it is important so even today even if women who are getting into leadership positions there is this tension with respect to owning their power and owning who they are they are and trying to also remain humble and frankly you know the two are not opposed you can absolutely be humble but you can absolutely own everything that you have done and say to yourself yeah I am pretty smart yep I am a good Problem Solver yep I can create something out of nothing because let's face it most women in their roles as they're building their career and most people of color don't get the resources that they need in order to do the job and they either don't get the Technical Resources the financial resources or the people resources yet they produce above and beyond so if you're not giving yourself credit for that when you know you've had those kinds of situations then you know what are you doing there are most people that would not have been able to achieve what you have achieved with what you had to do it with and you're not even thinking about that as something that should give you four go Stars absolutely and and you sharing that reminds me of the power of emotional intelligence and the role that it plays and truly owning that power and leading to win what can women do that are listening to be better about self and social awareness to really own that emotional intelligence yes one of the things that that I tell people to do Brit here's an exercise write about your strength and your weaknesses as if it weren't you so now Carla Harris is going to analyze Britney Cole is what you should say to yourself so if I was analyzing Britney Cole what would I say about her uh what are her strengths hm what are her weaknesses H what are her major accomplishments start writing them down I mean have three blank sheets of paper strength weakness accomplish weaknesses accomplishments and you will be surprised how you start adding another sheet of paper when you get to those accomplishments because then you start saying I've done that I've done that I've done that and even though that may sound simple and for some people they may even sound silly but when you it will remind you of all the things that you've already done and so in those moments when you're second guessing yourself go back and look at your data it is your data and we tend to Discount that but when you look at your data there's no doubt about it it's going to make you feel more empowered you're going to feel inspired and you're going to have an extra measure of confidence that you can deal with this too because look at all the other things that you've done yeah that's that that record and sometimes I think we think of it as like you know having that email folder or that that brag book whatever it might look like but that data becom so powerful with decisionmaking I think it also helps to highlight some of the gaps you talk about gaps in your book when it comes to gaps in leadership that impede your Effectiveness share some of those with us yes every leader has gaps every leader has gaps and especially when you find yourself in that leadership role you know take some time very early on in that seat and say what are my gaps if I really going to be honest with myself and again I don't mean over penalizing yourself mean being hard on yourself or or beating yourself up I mean saying objectively what would I say are my gaps think about your last three or four evaluations they might have identified some gaps then and go back and think about those things and some of the gaps that I talk about are you know failure to leverage people when I see leaders many leaders whether it's in politics Corporate America philanthropic America one of the common gaps that I see among leaders is fail to leverage their people and people of color and women in particular are grossly underleveraged in most organizations right and many of them leave because they're not being properly leveraged they're being asked to give 60 or 75% of what they could really give nobody's even thinking about the other 40 50 70% that they could potentially offer the organization so after not feeling fully leveraged and utilized they leave the organization so that's a big leadership Gap the other leadership Gap is failure to remove people fast enough and that was one of mine Britney's Britney I will tell you that um you know I recognized this as I was I had I had a situation where I should have removed a leader from from a role and especially if you like the person or you've bet on that person and then you start seeing behavior that was you know not what you would have expected you start making excuses in your own mind well maybe they need a coach or maybe they're going through an emotional time or maybe there's a health issue or blah blah blah because you just can't believe it at this point so instead of removing that person you start investing even more you double down you triple down you quadruple down and I happen to be doing a fireside chat with Ursa Burns for our senior Multicultural leaders conference and I was telling her that I had identified that as one of my guests and she said I had the same issue and she said but I'll tell you what helped me I had another senior leader say to me when you fail to remove a bad leader you hold the rest of the organization hostage and when she said that Britney was like it was a k and pepper moment for me and I also had to peel the onion and ask myself why I said wow Carla you're so decisive on everything else you quick to make a decision you're comfortable and confident even with incomplete information why are you so so slow on this front and I realized it was cultural why growing up black in the South especially in the you know 70s 80s people would always say especially family members you only have one shot the world's not fair you can't make the same mistakes and the number of mistakes that everybody else make you won't have that shot you got one shot and I realize that if you hear that over and over it definitely does impact your risk appetite because let's face it if you only think you have one shot you're going to be very careful with that one shot and I also thought to myself especially as I was younger that's not fair everybody makes a mistake when I get into a position of power I'm not going to do that I'm going to give people some room well the problem was you keep giving them more and more and more room so once I identified that as a gap I move quickly and I'm always on guard now if I give somebody a second chance I'm on guard to ask myself are you doing it are you doing it and I i' make sure that I don't do that again yeah it's it's reminding me of advice that I've gotten in in this space of Entrepreneurship and building a business of you know hiring slow and firing fast but you're right you do have that and I believe we even give language to it like you know I want to be empathetic and I want to be understanding and I want to give this person Grace in space and then another 90 days goes by and the performance is the same or it dips and as the leader you're like I should have made the decision that I know I should have made in Q2 now it's Q4 so yeah that's great but you know how you get around that and and I talk about this in the book part of your job as a leader is to be very definitive around what success looks like and when you are definitive around what success looks like now that gives you the latitude when the person is not delivering that now you can go to them and you can say you know listen Danielle I told you that success look like a b c d and e and you've given me a and b how can I help you what else do you need in order to give me CD and E are do you need resources should we redefine the timeline what am I missing because I need you to give me a b c d and e in order for you to be successful if I don't get that then I can only assume that either you don't want to deliver that or you can't deliver that or there's someplace else that where you can be in your best and highest use and it's not on my team either way my job is to help you get there if it's not here so let's go back see what you can do you got everything you need I'll expect to see it and if I don't then we'll just have that conversation no shame in that game now when you have to have that conversation with Danielle and you say I Got A and B again all right let's talk about where you'd like to go because it's not here we talked about that we know that so how can I help you get wherever that is because it's not here that is a Carla Pearl right there if I ever heard one and it's so timely thank you for sharing that hey thri I'm excited for you to get your hands on your copy of the blueprint to more visibility and influence this is a powerful free resource that's designed to catapult your influence and amplify your impact in your business or company now this isn't just another online guide this is your strategic companion that's going to walk you through the world of personal branding and authentic leadership inside you'll unlock essential strategies that are going to help you do a few things one sharpen your self-awareness and own your unique story navigate the complexities of workplace Dynamics with more confidence elevate your presence in any room and ensure that you are not only seen but also heard and valued why wait for opportunities when you can create ha them with this blueprint you'll learn how to cultivate a personal brand that commands respect and opens the door for New Opportunities and the best part you'll start seeing the world differently not just as a place where you fit in but one where you stand out you'll transform your self-doubt into more self assurance and turn your aspirations into tangible achievements so join me in our community of thrivers who are making their Mark don't let this moment pass you by head on over to Let's thriv together.com to download your free copy of the blueprint to more visibility and influence today start your journey and let's Thrive together I'm curious about your perspective when it comes to organizational leaders who sometimes find themselves looking at you know their succession plans needing to feel the role of a leader and you fill it with the top performer but perhaps that top performer hasn't been given the skills to lead people what would you say to executive level leaders about the power of investing in leadership development oh no it's huge it is huge and it's funny you should bring that up Britney because it's my perspective as I've spent a lot of time with a lot of different companies that many companies are not investing at the highest level around leadership development that they're still um in the mode that was very common in the 90s and the early 2000s to reward producers right and when you reward a producer because they are the biggest producer and you put them in a role of management and authority and Leadership without any training um now you're getting to a position where you're about to hold the rest of those people that are working with those folks hostage and you're putting them in a position where they're not going to be able to do their best work and you therefore are compromising the organization's overall productivity and there are a few companies that I have come across that invest heavily in leadership development even before their people get into that seat and I'm a big big fan of that um and that those are companies where you start to see some some consistent performance across decades and years because they keep putting good people in those spots and they're also willing to move people um pretty aggressively and the way I think about it is if you are a CEO you should be thinking how can I make my people as ambidextrious as possible where I can take Britney from that Division and I can put Britney in this division especially if the key success factors are even close because I realize she has ability to learn that business quickly but she knows how to go in there and apply and adapt um and that should be the Holy Grail now you are going to have situations where some people are just good at that one discreet thing sure and it is their best and highest use for them to stay in that one and discreet thing but it's your job as a leader to be able to identify that as well yeah absolutely and when we think about that happening and that career advancement that's taking place you know the viral Ted Talk comes to my mind of what I believe is one of the the best examples and pictures of what it means to have a sponsor to have that person inside of the organization that's helping you navigate those those Waters and make those moves inside of your company for those that might be listening that are like sponsor tell me more how do you define a sponsor yes and as you know I talk about that in my first book uh expect to win that is chapter five where I delineate the difference between an advisor and a mentor and a sponsor and Again Britney the reason I wred about that is because popular business press likes to say you need a mentor but they never really Define the difference between the mentor and the sponsor nor do they delineate the relative value the mentor is anybody that you can tell The Good the Bad and the Ugly to and they have to know who you are and you must trust them because it is their job to give you tailored advice that you can successfully execute again if I know danela and I know Britney and they both want to become Executive Vice Presidents and I'm a good Mentor I give them two different strategies because they are two different women and my job is to give them that tailored advice that they can successfully execute the sponsor on the other hand is the person that is carrying your paper into the room what room that room where all of the important decisions about your career will be made that room where your compensation is decided that room where your promotions are decided that room where new assignments are given out that room where you are not present somebody has to carry your paper into the room and spend their valuable political and Social Capital on you to make sure you get the great promotion you get the outstanding bonus you get that next great career defining opportunity that is the person that you call the sponsor and that was a big aha as I talk about in the Ted talk you know back then everybody was a mentor Mentor Mentor but that very first evaluative cycle when we were all in that room and somebody said oh John Smith the kids are Superstar he walks on water and somebody said Patty Smith you know safe Pair of Hands somebody said you know Jimmy Smith oh the kid's a disaster he's a disaster right and people were recording it and putting somebody in the top bucket the middle bucket and the lower bucket and that's when I was clutching my Pearl saying who's going to speak for me all of a sudden I realized it was nowhere near as objective of a process as I thought it was M absolutely and in the gender Equity space that is the biggest differentiator with why we don't see as many women in leadership roles they aren't being sponsored what are some best practices that you've seen from an organizational perspective on really taking this idea of sponsorship seriously and maybe even formalizing it through programming yes and that's a very good point I have to tell you Brandon that's what I've seen a number of organizations do is actually formalize the process of sponsorship because they realize that it doesn't happen as organically as you would like it to happen over time and as I like to say Nirvana is when somebody takes you under their wing and say Britney I'm going make it happen for you here but if you don't have those kinds of interactions with people that make it a natural thing then you have to facilitate some other way for that sponsorship to happen and you know another senior woman at another organization said to me and she put it so well she said proximity breeds familiarity right and the more interactions that you have with somebody the more familiar you become and the easier it is for you to think about spending their currency spending your currency on their behalf but if you don't know the person you're not apt to do that so one of the things that I say in my talks all the time is that it's important that you build these relationships because if you don't while your performance gets your name on a short list that's discussed behind closed doors when your name is called in that room if nobody else in that room can speak on your behalf they go to the next name on the list yeah and it has nothing to do with your ability to do the job but everything to do with whether or not somebody will say oh yeah yeah yeah Daniela absolutely oh Jamie yeah I know him he'll walk through walls he'll take the team these are all qualitative comments which are a function of the relationships that you have with people there are no numbers she's a nine he's a 10 oh no no no it's just the comments like I just made yeah and they make all the difference in that room all the difference we know that business is changing I feel like every second in in some Industries talk to us about how you are owning your leadership and evolving your leadership as the business changes absolutely and you know Co was the biggest example that we can point to in recent history that uh has actually EX accelerated the need for a change in leadership style people like me Boomers and older xers we grew up in a leadership context of the MyWay or the highway type context you know the joke your bus says jump your answer is high high but now we're in a situation where Millennials and zers are the dominant population in the workforce so you say JUMP they're going to say why right so you're in a context now where employees professionals are now questioning leadership and management they're not executing because somebody gives them a directive why should I do this why do we need to have it at this point how is it going to fit in with everything else what's the big picture that we're really trying to accomplish do I really need to do these extra 15 iterations If all we're trying to do is X Y and Z right we're in a different context so it demands if you are choosing to sit in a leadership seat that you think about it and you lead differently we're also in an environment where professionals highly value collaboration people want their voices to be heard and Co in particular accelerated that because two shifts happened because of covid the amplification of voice and choice and also the change in the employer employee contract the amplification of voice and choice there's not one employer out there that wasn't scrambling to figure out how to engage with their people when we weren't in the same place they knew that they were vulnerable to the best Talent walking out the door because there wasn't the distraction of walking in the building so everybody wanted to figure out a way to engage everybody wanted to be able to speak to their employee constituent employees at the same time we're looking at what was going on in the world and was asking questions when are we going to have to go back what do we know about when a vaccine is going to actually happen you know who's been vulnerable or who's no longer here in our organization how are we responsing responding to you know the social unrest and the back of racial inequities that are happening in my community on my street what do you have to say about that so now all of a sudden employees were demanding to hear the voices of their employers powerful shift you know and this idea of authenticity and empathy was really pronounced because I had a lot of talks with people in the sea Suite in those early days of Co and I heard fear on the other side of the conversation and I realized why if you are a boomer or an older exer and you were building your career in the late 80s and early 90s there was a prescription for how you got to the top yeah and if you followed the prescription you got to the top but now and you never ever had to show your authentic self you just followed the prescription but now we're in a moment where in a situation like this your employees are looking right at you right and I don't know about you Britney but I see people differently on the zoom than I do in their office absolutely I have no distractions in your office I can see how big the office is I can see the awards that you won your assistant might have come in and offered me a cup of coffee I got all these distractions when I'm sitting on the top floor talking to the leader I have no distractions when I'm looking right at you in the screen and so it required a different level of authenticity and empathy and many leaders weren't equipped to be able to do that but that's what's required now if you're going to sit that seat absolutely I'm curious about your thoughts I one additional thing that I've noticed is that there there's some stats that we don't often talk about together but I think play a role so if you look in the entrepreneurial space women are driving new business ownership by Leaps and Bounds specifically black women for the last seven years leading demographic starting new businesses on the opposite end of the spectrum we see at career thrivers often times when corporations dig into their retention data the demographic that is leading turn over are black professionals specifically black women could the two be related is the question on the table so I'm curious about your perspective of leaders being more open to women men having other aspirations that are more entrepreneurial yeah I do think that organizations going to be are going to be a lot more flexible around that because you know most of the organizations that I spend time with all encouraging people to bring their authentic selves into the environment and that's going to mean that they're going to have to you know be flexible and tolerate if people have other aspirations and what I say to people who have other aspirations is you just have to be clear about your decision at the outset around the priorities and if your corporate you know your your corporate opportunity is going to be the main priority then you know that you're going to have to make some compromises around the other thing and I'll give you a personal example I've always loved to sing and you know I knew that at some point I was going to sing in some kind of professional or semi-professional environment but I also knew that Morgan Stanley was my top number one priority that was my career that's where I wanted to Excel and in Investment Banking again I came from the mentality of starting this business in the late 8s the answer is jump you know the question is Jump how high is my answer right and I also always knew that the clients had priorities so what did that mean for Carla the singer that meant Carla the singer could not make the decision to be a touring professional because I can't be in Kansas City doing a major concert when I'm supposed to be pricing a transaction not going to happen and you can't be in a position as a singer to tell somebody I can't show up for that concert if you've made the commitment so that meant that if I wanted to sing I had to think about singing in a different level I had to think about you know singing and uh in local in a local choir or in in my church or to do concerts or performances that were local or in the Tri State area and that was a decision I was willing to make because it still filled me as a singer still allowed me to do what I wanted to do but it didn't allow me to be you know an a grade touring professional lack of Beyonce or re the Frank or somebody like that so I say to people if you have things that you really care about there's always a way to do them but you got to think about how you do them in the context of the priority absolutely what would you say to our women listening which is our primary audience here in the room and and watching this on our our various platforms who are very determined to lead to win determined to advance within their organizations but they're also very uh wealth focused so they're shifting their mindset around their financial Independence and being more secure in their own personal wealth management what would you say to those women to ensure that they're working but also that they have a wealth mindset that ensures that they leave a legacy I would say you right away make sure that you get help from a professional with respect to planning out your um your wealth strategies or your wealth aspirations because here's the deal Brittney we're all so busy and if you are aspiring to move up in your organization you aspiring to make more money you're going to be focused on executing on that and it's going to be really easy to be distracted around managing your wealth and there's lots of products there's lots of strategies there's lots of things that you can do that unless you have you know good time management on your away from work time you're not going to make the time to teach yourself those things so as soon as possible start building your network of financial professionals that could help you in the early days okay you're not making a lot of money maybe you don't have enough money to have a financial advisor but that doesn't mean you can't talk to one that doesn't mean you can't say to them you know so talk to me about what kind of clients you take on talk to me me about what's the minimum amount of money that they need to have in order for you to manage that talk to me about when somebody's just getting started what do you kind of tell them in terms of thinking about equity and debt you know what resources might I read I'm not ready for you yet but what might you tell me I need to do in order to get ready you can still have some of those conversations early on and here's the other thing we need to share information with each other Britney because some of us get exposed to the kinds of benefits and opportunities and financial products that our companies offer and some of us don't even realize what's being offered to us and the amount of money that we're leaving on the table you know one of the stories that I tell because I have no shame about this because I didn't know is when I first started working in ' 87 I didn't really understand what a 401k was and back then companies were matching the money so whatever you put a away they would match it up to10 % translation free money free money so but because I didn't come from money and because my goal was to try to see my bank account grow I was very skeptical about any money coming out of my check even though it was still my money because it wasn't in the bank I wasn't looking at it grow I wasn't seeing that balance grow it didn't have the same value to me and make a long story short I was sort of putting the minimum amount in that space I happen to be talking to a girlfriend who started the same time on the street working for a leading Investment Bank she happened to be a Trader but she knew more about this than I did she was putting the max in one day we're playing cards and she says how much money you have in your in your 401k and I think she was trying to figure out how I had allocated it right to see whether or not my allocations were the same make a long story short when I told her she was like what how's that possible I have and the number she mentioned was 4X the number I had and we started at the same time and she said well how much money are you putting in and I told her like 2% and she was like and I quote fool you are leaving free money on the table they are matching it up to this but here's a deal and the reason I tell this story Britney is that I didn't know and how was I supposed to know there was nobody in my family that was talking about 401 case there was nobody that was allocating that way yes I had gone to Harvard undergrad and Harvard Business School but none of that was in any of my classes how was I supposed to know and I say that because now I tell that story to everybody because and I to especially young professionals how much you allocating do you know what they match and every young parent that I meet I'm like you got a 529 plan when are you going to do it are you thinking about it right because again if you don't know how you're supposed to know and you waste valuable years where you could be building your wealth right simply because of lack of education so my macro message is get the education either by reading things on your own or talking to your girlfriends talking to your colleagues talking to financial advisors and professionals that can help you yeah that that is powerful and so timely because at career thrivers we want you to thrive in your career but we're also working on a new vertical to help our professionals become income thrivers so that you really are getting those questions answered and being more exposed to those types of insights so final question for me Carla before we open it up to the room what does thriving mean to you oh thriving means to me being happy and and fulfilling your definition of success in all the verticals of your life uh person spiritually first for me you know feeling like you have a connection you know I I talked to God several times a day I pray several times a day um but feeling like you're lined up for me spiritually is one feeling like you're lined up personally you know in your personal relationship with your partner in your personal relationship with your your your family your kids and if your parents are still alive with your parents and certainly with your friends you know having somebody that circle of people that you can depend on and that you know have your back and that you're there to have their back and also thriving means whatever my goal or aspiration is professionally that I am fulfilling that or that every day I'm getting a little bit closer closer to it that's what thriving looks like and in the professional piece obviously is the wealth piece underneath that absolutely well I want to say on behalf of all of our thrivers thank you for being on the show and thank you for your leadership yeah it's been my honor my pleasure thank you hey he creative is a company that stands at the intersection of imagination and reality here in Nashville Tennessee they specialize in transforming events into memorable experiences as partners for Brands and advocates for small businesses at career thrivers we've been a proud client of HEI creative as they Foster self-reflection promote growth and create moments that are beautiful and inspiring experience the magic of hehe creative today by visiting hey creative.com [Music]

Channel: Brittany N. Cole

Views: 1,281

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Id: 1kTfiXe3C_U

Length: 40min 21sec (2421 seconds)

Published: Tue Dec 26 2023