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Welcome to Make Your Passion Pay, hosted by LuAnn Buechler, a seasoned leader with a master’s degree in Hospitality Administration and a recipient of the TLC Award for Leadership. This podcast is designed for business owners who have left toxic environments to create their own thriving workplaces but find themselves struggling with team building and mindset. Join LuAnn as she shares insights and strategies to help you cultivate joy and a positive mindset in your business and personal life. Drawing from her experience working with renowned leaders like Dr. Ivan Misner, LuAnn guides you in building a supportive community and mastering the art of people management. Each episode offers practical advice and inspiring stories to empower you to transform your work environment into one that reflects your values and passions. Tune in to discover how to lead with joy, foster meaningful connections, and truly make your passion pay.
Welcome to another episode of Make Your Passion Pay podcast, where we talk about the six Cs to make your passion pay and they are clarity, connection, community, collaboration, creativity and commitment. And my guest today is going to give us a few more of those words to talk about. LaQuincia is a colleague of mine. We share the same network. You've heard me talk about eWomenNetwork before and we just both came back from a fabulous annual conference there. So, welcome LaQuincia.
(00:04:11.722) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Thank you. LuAnn, I'm so excited to continue our early conversation but also just sort of share some of my background and my thoughts with the audience. Thank you so much for having me,
(00:04:21.422) LuAnn Buechler: You bet. So LaQuincia Nichols is a certified life coach with over 20 years of leadership and operational experience at global corporations. She has spent two decades in rooms where the stakes were high and the pressure was higher, and she watched brilliant women repeatedly shrink themselves to fit expectations that were never built for them. I know none of us have done
(00:04:47.422) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: that. Right. Brand new concept we're talking about here.
(00:04:51.422) LuAnn Buechler: LaQuincia noticed a recurring pattern: talented professionals who are uncertain about their career direction, unclear what success meant beyond a job title—ooh, talk about that—and quietly going through the motions instead of leading from the front. So she said to herself, I got to do something about that, and that's what we powerful women do. And now she works for solid women entrepreneurs, small business owners, coaches, and speakers to stop leaking money in the conversations they avoid so they can lead, charge, and live in alignment with their true value. Well, there you go. I'm always talking about knowing your values. Yes. Hold your personal values and those for your company. We commonly call core
(00:05:43.822) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: values. Absolutely, absolutely. And I think that's why I'm so excited for this conversation between us because there's so much symmetry, right? We may have a bit of a different approach and different niche focus, but there's so much alignment in regards to the impact that we want to have with the people in our atmosphere.
(00:06:00.922) LuAnn Buechler: Right? And what we know both of us is that those core values lead to creating culture in an organization.
(00:06:07.722) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Absolutely.
(00:06:08.822) LuAnn Buechler: And that's when I think that people start to feel uncomfortable. They don't always know why, but it usually is their values are out of alignment with where the company is operating. They may look on paper like they're in alignment, but the company is not operating that way. I just attended another conference called Culture Con.
(00:06:33.022) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Oh
(00:06:33.722) LuAnn Buechler: you'd love that
(00:06:35.722) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: one
(00:06:35.922) LuAnn Buechler: Where, um, the theme this year was all about business is a human business, and that we need to take care of our human beings.
(00:06:51.922) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: The
(00:06:52.322) LuAnn Buechler: people are your greatest asset is what I always say.
(00:06:56.022) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Absolutely.
(00:06:56.822) LuAnn Buechler: Yeah, agree with me.
(00:06:57.922) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: I agree completely with that, and it reminds me when I was working back for a major corporation, international corporation, on one thing that I would tell my team. Because what was unique with my experience, LuAnn, is yes, I ran this sort of subgroup within the organization's department, but I had leadership. So there were other leaders who reported to me, and I would always tell them, my job is to make sure I remove the obstacles out of your way, right? And so if I can keep you focused on the job that you want to do the way it should be done, and make sure that I connect you with the right people, then we can all get the work done. But I don't want little robots, you know what I mean? We have to be able to have critical thought, we need to be able to ask why, and that also not be seen as a point of opposition, right? And embraced more as curiosity.
(00:07:51.122) LuAnn Buechler: Right, so I, that word was getting to me. The word obstacle, because I think a lot of business owners that I work for look at their team as the obstacle. Like, they're not working hard enough, they're not trying. Why do they keep coming to me for decisions? Well, when that's happening to you, it's because you've created a culture where they're depending on you.
(00:08:19.222) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: And some managers love to create that type of culture because it helps to reinforce those tapes in their head that they're important, right? That business cannot operate without them. And my perspective is that it actually demonstrates low trust, right? That you have a—there's no
(00:09:11.744) LuAnn Buechler: Trust and buzzword at the culture conference as well,
(00:09:16.044) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: and psychological safety. Oh, that's it. That's something. I think that, you know, we don't value enough, especially when I think about the work that I do and working with leaders and entrepreneurs and how to navigate these challenging conversations. It requires trust, it requires psychological safety. And what happens sometimes is we have, I think, a bit of a leadership culture, right? When we think about it, of people who are performing what they have maybe seen what leadership may look like. But when you're really having to make those hard decisions, those tough calls to really move strategies for work, that's a different level of leadership, and that's where I like to reinforce leading from the front, right? Being able to help understand and execute against a strategy, and not just when the moments are good and it's easy and it's the raw moments, but also when it's really challenging, when it may be a directive that is just being pushed down and we have to move forward, right? But how do you bring the people along with you in that decision making and don't alienate them to just be, you know, the widget maker, the process do work, but help them understand how everything they do echo up.
(00:10:26.544) LuAnn Buechler: to the top line goals of the company, right? And they're the ones performing that which will get the productivity moving, make the sales to the client, and they're directly impacting the bottom line. And again, I'll call it ego for lack of a better word right now, right, in some
(00:10:48.944) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: leaders, right?
(00:10:50.044) LuAnn Buechler: is that I'm doing it, all right.
(00:11:24.109) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Your customer, they have to echo up the ladder, right? Because everyone's going to make it really pretty for you. You may get a beautiful deck or presentation about what the experience feels like, but when you're able to spend some time sitting or observing the people who are interacting with your client and understanding what they need, but also what they're overcoming, I think it helps to provide a little bit more humility to leaders. I always say your leader doesn't necessarily have to do your job better than you, but
(00:11:50.709) LuAnn Buechler: Your leadership have respect for the job that you do. Oh, that is excellent. We as leaders need to have full respect. Make things better for the team. They're better for the clients, they're
(00:12:49.514) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Better for the company and everyone wins. Absolutely, I 100% agree, and I think doing it in a way to, back to your point of, right, the psychological safety, being able to have different sort of funnel points of how do people get to provide feedback. Maybe it is, you know, an annual or semi-annual employee engagement survey, but maybe there is a little box that someone can drop an anonymous note because maybe they just have it. Again, if we're talking about a company or a leadership team that has low trust, how do I know the feedback that I'm giving that really could be to inspire the business to do better, to perform better, to think about how do we continue to make ourselves maybe more competitive, right, how do we sharpen ourselves around the curve? If colleagues are unsure of how to do that in a way that allows for them to still remain safe, that there won't be any retaliation, then they won't do it, right? So those things, I always say, talk about the implementation or the changes that you are able to implement from the employees. If you could, or if you could not, because if you can do it, that's wonderful. That's a win that you are hearing their feedback and making implementation, but even if you can't do it, sharing with them why, maybe in a newsletter or, you know, a memo saying, hey, we received whatever the feedback process is, we received this idea. Here's maybe what we tried before and why this didn't work or why we can't do it now, right? And maybe it's something we can put on the radar for a longer stretch, strategy goal.
(00:14:19.814) LuAnn Buechler: Or something that we just can't do at the moment. So what I get with that conversation with business leaders is, well, they don't have to know everything.
(00:14:35.214) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Like,
(00:14:36.414) LuAnn Buechler: Do you expect me to be transparent with them? Like,
(00:14:39.814) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Yes, I do. Right. You know, even in the last two languages that we've gone through, even globally as a society. And while we are much more connected because of technology and social media, it's also allowed for us to impersonate closeness, right? Because I can easily turn off my comments. I can easily ghost someone. I can easily disconnect from the conversation without really ever having to bring that other person into it. So, what I started noticing in my leadership experience is, if I'm having a conversation with someone, maybe we don't agree, right? And there's that bit of conflict. Well, that doesn't mean that it's a personal attack. It's not about your character, but it's about the thing that we're trying to discuss. And is it going to be a value add for the business or not?
(00:16:28.812) LuAnn Buechler: Use to base and make on your, in your company, then any employee, any team member can come forward and say, I have an idea. This is why this will fulfill this core value or help us get stronger there. Now, no one is defensive. It's
(00:16:50.712) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Based in terms of personal values. Yeah, if you're working for a company that you're out of alignment with, right, then you're always going to feel a bit of that conflict. And there's always going to be that challenge because long-term, it doesn't line up. The way they may do business is not in alignment with how you would want to go about doing business, and that's where we sometimes have to make what I call grown.
(00:18:00.812) LuAnn Buechler: Just see that. And again, overnight sensation, it's usually I'm feeling uncomfortable for a long time.
(00:18:07.612) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: And then I go, oh, I get it. You know, it's just, you know, that quiet quitting, right, is what they call it. People just slowly start to fall back and they're not as engaged, right? They're not raising their hand for the additional opportunities. They're not speaking up in the meetings. You just start to observe their behavior and they're quietly quitting. They're getting just enough done to earn the
(00:18:29.712) LuAnn Buechler: Paycheck. Not nothing more. Nothing less. So that is a great trigger because I think that's more of an observable, what situation that a CEO or executive leaders might
(00:18:47.412) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: see.
(00:18:47.812) LuAnn Buechler: Why are we losing people? Right? And then I want you to consider, to my listeners, what is going on? Is it a lack of trust? Is it a lack of psychological safety? Is it our core values? Are we
(00:19:07.712) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Functioning in alignment with our core values, right? Oftentimes, it's that communication piece that you spoke about early, right? When you have, sometimes, you know, you have the CEO who has this sort of top line strategy, and then we all funnel down. But in that middle part, right? The middle, where it gets a bit messy sometimes, and you have the leaders who may not completely understand their role in the business, how their team adds value. Well, guess what? If they don't understand that and can't clearly communicate and articulate that to the team, then that team by design is going to be less productive. There is going to be more low trust because they may be hearing things over here, but they're not hearing them from their own leader, just so much. And distraction from actually
(00:19:51.012) LuAnn Buechler: working towards
(00:19:51.912) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: the goals of the company.
(00:19:53.812) LuAnn Buechler: Yeah. So, another sort of subtle happening and subconscious behavior.
(00:20:03.112) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: is
(00:20:04.112) LuAnn Buechler: People who avoid conflict. Yes, avoid difficult conversations. So what is that costing their business to be that
(00:20:14.012) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Person who avoids those situations know it. You know, it's costing them on so many levels. I would say, usually the top three are your time, your money, and your energy. And what I always like to just sort of level set is when I think about conflict avoidance, it's the habit, right? It's a behavior of dodging hard, honest conversations, either through silence, over-explaining, people-pleasing, or just flat out disappearing, like we were talking about earlier. And I think the first thing to go, oftentimes, is your self-respect. Because you know that you have something to say, that your voice wants to say something, that something inside you is saying, I want to speak up, but you're actively choosing not to. And it could be money related, right? We often see it when people start discounting their prices, they let clients go over scope, or they're taking on too much work just for the sake of getting along.
(00:21:51.241) LuAnn Buechler: Areas
(00:21:51.741) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: that you didn't mention us, you intern over. Yes. Oh, absolutely. And that avoidance. I want to be clear about this because I'm seeing it happen in one of my clients, right? When you as the executive leader avoid taking corrective action and having a difficult conversation with one of the team members,
(00:21:53.541) LuAnn Buechler: intern over. Yes. Oh, absolutely. And that avoidance. I want to be clear about this because I'm seeing it happen in one of my clients, right? When you as the executive leader, avoid taking corrective action, and having a difficult conversation with one of the team
(00:22:12.141) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: members,
(00:22:12.741) LuAnn Buechler: now,
(00:22:13.541) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: I don't
(00:22:13.741) LuAnn Buechler: Feel safe anymore, right? Right. There goes. That's like a logical safety out of the world. You're not helping me to feel strong in this position.
(00:22:24.541) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: When you let someone else get away with it, right? You're
(00:22:28.541) LuAnn Buechler: Not demonstrating
(00:22:29.441) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: leadership.
(00:22:29.841) LuAnn Buechler: Consistently
(00:22:31.841) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: True. That's just right, right? It's becoming situational on the people who you may feel as though maybe you have different relationships with all of the people on your team. So there may be some people that you can have a behavior-changing quick conversation with, but there may be others where it requires a different style of leadership. And I think, as lead production, you see the decline and doing what is that like Glassdoor and those places where they start providing not-so-great reviews on what is the working experience like there now. And I think that's one thing that companies need to be very much aware of: as much as there is a forum for them in terms of finding talent, there's also a forum for the talent to say, you know what, yeah, they sold me on a lot of bells and whistles and it sounded great in the interview and maybe even on the onboarding. But after I was there for a year, the culture internally, the way I was treated, was a lot different and it's very, it's a challenge for a sort of whether it's an hourly or an entry-level employee to raise their hand and say, hey, I don't like the treatment, so they move into that quiet quitting, right, and then they just go somewhere else and then you find that turnover. What I always recommend for businesses is if you start seeing that turnover, especially if it's happening on a particular team, you might want to look at that leader, right? And if you can look at that leader and see what is the treatment, how are these people feeling? Because oftentimes
(00:24:55.225) LuAnn Buechler: I have to be the title. Around culture and core values. Everybody
(00:25:02.825) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: gets to
(00:25:03.525) LuAnn Buechler: hold each other accountable, right? And so you lead from whatever level by setting the example, using the language of your
(00:25:43.208) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Way is true. So if we're always values our culture, right, then that allows for us all to sort of start from the same position and then move forward. If we can't get agreement there, then we have another problem. That's where I have to step back and say, okay, maybe you're not the right person for this particular role, right? Or maybe you're not the right fit, and although the resume on paper may look really good and you could do the job, if you're going to be unhappy, I have to also consider that in
(00:26:14.508) LuAnn Buechler: terms of how, what is that going to do to the rest of the organization? Absolutely, absolutely. So you
(00:26:20.008) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: mentioned
(00:26:20.408) LuAnn Buechler: the spark framework that you use
(00:26:23.008) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: and of course my nickname is the Little
(00:26:25.308) LuAnn Buechler: Spark, which is why I was like, oh, I got to know her. I was like, oh, I love
(00:26:31.108) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: that.
(00:26:31.508) LuAnn Buechler: I should have had it first. But tell my listeners. Now if they're anything like me.
(00:26:39.508) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Once I hear it's an acronym, I gotta know the whole thing. Absolutely. Yes. Love that. So it was born out of the idea that I wanted to spark conversations again. I wanted people to get deeper and build a closer connection. So, really quickly, the S is sharing the facts, right? So just understanding what is true. If a tape recorder was recording you, right, a camera phone was recording you, what actually happened versus the stories and the narratives. Did you not do this thing? It is the decision that you chose or you did not choose, and to your point of leaders saying, well, why do I have to tell them everything? That's what makes the difference, right? Helping them understand what are the additional things that their lack of whatever the thing may be, how did that impact you, and how can we move forward? The A is where you sort of go to direct report, you know which one to prioritize. And we've also forgotten, I've given you 10 things, right? So helping it, but also
(00:29:31.083) LuAnn Buechler: making sure we're
(00:29:31.683) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: really happening. Right. Hmm, how is it impacting you or your work? And then the last thing is, what do you need or what has to change going forward? If you can stay in those three areas, you'll really lose a lot of the
(00:29:47.483) LuAnn Buechler: distraction right of the conversation, right? Right. And I think that last piece that you said is super important as well: collaborating on the solution. Yes, yes, right. It's not just
(00:30:03.883) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: I heard you. I
(00:30:04.783) LuAnn Buechler: don't care. Move on right now.
(00:30:41.414) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: What are the things that I need? What's working and what's no longer working? Oftentimes, when I'm speaking to business owners, they're very upset because someone has not done or delivered what they are supposed to do. But I back up and I ask them, okay, well, how did you talk to them about what were something nice up front? The people and attention spans, we only have so much time. So, when you think about that bell curve and that understanding of knowledge, you want to get them when they're most engaged. And if
(00:33:18.389) LuAnn Buechler: Yeah, so they're all of that does
(00:33:21.989) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: It boils down to distrust. Yes. And it shows up first for yourself, right? Because you
(00:33:29.289) LuAnn Buechler: know that there's something else that you could be sharing. Yeah, and ultimately these things impact your revenue. And your
(00:33:38.189) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: relationships or
(00:33:39.589) LuAnn Buechler: relationships first and then revenue. Absolutely. Because it's all about that relationship. Inside the organization, we need to build a strong community.
(00:34:41.970) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: And especially women and they're calling their business and also their nervous system. They get to take a bit of an exhale, right? Because when you think about what you're hiding, what you're not talking about, that keeps you kind of tight inside your
(00:34:56.270) LuAnn Buechler: body because you're
(00:34:57.070) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: hoping no one else, right? Right. I hope no one asks anything, but then you get the opportunity. It looks like, you know, clearer contracts. I talked to a lot of people who are in business with each other, no contracts. So, therefore, expectations already
(00:35:35.546) LuAnn Buechler: messy, right? We're just waiting for
(00:35:37.646) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: something to happen, like leaving out the core values. Exactly, exactly. So I think you get to that place of having the more aligned guesses when you have to say no, right? You know why. Again, it's anchored to your values. It's out of alignment for you, so you don't have the shame in that thing now. But also, you get to negotiate and think about how you move your business forward from a place of true clarity. You can understand what's working, but also even more of what's not going to last for you to create more space for what you want.
(00:36:10.546) LuAnn Buechler: to do. So, tell me if this is correct how I'm
(00:36:17.146) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: translating
(00:36:17.846) LuAnn Buechler: this in my verb it right. Being truthful about my calling is sharing what I am passionate about.
(00:36:24.646) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: about. Right
(00:36:26.146) LuAnn Buechler: sharing my why? Yeah, correct, yes. And that is important to attract the right team members, the right
(00:36:33.746) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: clientele now. We
(00:36:35.646) LuAnn Buechler: understand each other. Absolutely, that's it. Cassidy is about being truthful about our
(00:36:44.346) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: ability to
(00:36:45.046) LuAnn Buechler: produce something for a
(00:36:46.546) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: client, right? And boundaries.
(00:36:49.046) LuAnn Buechler: Absolutely. Right, you're spot on. I love it.
(00:36:52.946) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: I need to put it in my vernacular. You know, you got it. And I think what's really special about that is you talked a lot about the right attraction, and if you can stay honest and very clear and be okay with that, like, stand in the power of that, the people who don't align, they'll go away.
(00:37:13.746) LuAnn Buechler: Because you won't be their people. And here's the other thing people often get afraid of, right? I don't want to
(00:37:20.946) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: repel anyone because I need it all. Some of you
(00:37:25.146) LuAnn Buechler: are distractions and delays for the work that you should be doing. Exactly, exactly. Right. And so standing in integrity and courage of knowing your
(00:37:37.046) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: calling your Corvettes and
(00:37:39.246) LuAnn Buechler: your capacity. Absolutely. And it's about money. The money will come when you are standing in that
(00:37:47.346) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: place of
(00:37:47.846) LuAnn Buechler: integrity, honoring all those things. Absolutely. You struggle when you're not, and guess what? It
(00:37:54.846) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: adversely impacts money, and you feel it. People can feel it, and they can see it because it kind of feels like that old thing of throwing spaghetti on a wall and seeing what sticks, right? I think what happens, and what I can truly appreciate, even when I was a leader in corporate and even in the business that I do now, I understand my capacity. I understand the zone of genius that I operate in. What I've done is I've created a true, vetted strategic partnership with people who are closely aligned with what I do, but maybe they do it a little bit differently. So if I don't have the capacity or it's not in alignment, I can properly refer you to someone else, and it's not about the competition, it's not about the loss. When you can think about developing that type of ecosystem as a proprietor, then you could say, oh well, it's not about me needing every client that comes to the door. I need the right clients at the door, because when you get the wrong one and you're having to spend an extra two or three hours taking care of their needs or hand-holding them, that's all the time that you can't put into continuing to grow
(00:39:03.146) LuAnn Buechler: your business or taking on more projects for yourself. Right? Right. Absolutely love the zone of genius.
(00:39:10.646) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Genius
(00:39:11.246) LuAnn Buechler: Language. That might hit home for some more than the passion and purpose,
(00:39:15.846) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: passion and purpose,
(00:39:17.046) LuAnn Buechler: but it's the same. Yes,
(00:39:19.346) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: it
(00:39:19.646) LuAnn Buechler: is a thing, it's the same look, LaQuincia, up my
(00:39:23.846) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: audience.
(00:39:24.646) LuAnn Buechler: Can I find you on social media? Absolutely, make sure the links are in the show notes. Last
(00:39:32.546) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: Words of wisdom for my audience. Yes, I would say you don't hate conflict. You just hate the chaos that comes from unresolved conflict.
(00:39:46.546) LuAnn Buechler: I love that. That is excellent. If you want to speak to LaQuincia if you're having a lot of conflict in your company. If you're
(00:39:54.546) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: struggling she has a 15-minute call. Absolutely yes, I'm sharing my link below. I am free to offer a 15-minute conflict clarity call, or we could just work through one or two of your top situations and I'll give you
(00:40:08.046) LuAnn Buechler: my top tips and advice. There you go. She's right back to our number one, sea of clarity around what's really going on, what's really important, and go do that. Yeah, because the profits you're looking to make will follow when you're standing in the integrity of what that is. Thanks again, LaQuincia, for being with us today. We're going to see LaQuincia again in the future, I'm sure.
(00:40:36.446) LaQuincia "Q" Nichols | EXPERIENCE-COACHING.COM |: and appreciate
(00:40:38.446) LuAnn Buechler: your time. Thank you so much for having me. All right, my friends who are listening, go out and make your passions pay, and you know where to find me if you need more conversation about that. Have a great day.