1 00:00:05,610 --> 00:00:06,151 Welcome back to Count Me In, 2 00:00:06,151 --> 00:00:10,590 IMA's podcast about all things affecting the accounting and finance world. 3 00:00:11,040 --> 00:00:11,431 This is your host, 4 00:00:11,431 --> 00:00:15,870 Mitch Roshong and today I'm happy to introduce our guest speaker for episode 5 00:00:15,871 --> 00:00:18,270 151, Hema Vyas. 6 00:00:19,290 --> 00:00:24,030 Hema is a renowned speaker on heart wisdom, human consciousness, spirituality, 7 00:00:24,060 --> 00:00:28,800 health, and energy. She works with individuals, corporates, startups, 8 00:00:28,860 --> 00:00:33,000 and diverse global audiences to provide needle turning solutions for problems of 9 00:00:33,001 --> 00:00:35,520 all kinds. In this episode, 10 00:00:35,640 --> 00:00:40,200 Hema speaks with Adam about the significance of heart, passion and emotion. 11 00:00:40,500 --> 00:00:43,350 When it comes to leadership and building high performance teams. 12 00:00:44,010 --> 00:00:46,380 Keep listening as we head over to their conversation now. 13 00:00:52,440 --> 00:00:55,620 Our initial discussions or, conversations back and forth. 14 00:00:55,621 --> 00:01:00,390 I was seeing you have this term omnipreneur, and I, you know, 15 00:01:00,391 --> 00:01:03,510 for many years there's been a celebration of the entrepreneurial spirit and 16 00:01:03,511 --> 00:01:04,344 business. 17 00:01:04,380 --> 00:01:07,710 And I was looking in like the definition of entrepreneur is a person who 18 00:01:07,711 --> 00:01:11,400 organizers or operates a business or businesses taking a greater risk than 19 00:01:11,401 --> 00:01:12,900 normal or financial risks. 20 00:01:13,050 --> 00:01:15,540 Cause they're usually going out there and starting their own business. 21 00:01:15,960 --> 00:01:19,650 So I'd like to take a step. So where is it? 22 00:01:19,680 --> 00:01:22,020 Where does Omnipreneurs fit into all that? 23 00:01:22,021 --> 00:01:24,150 And how does someone to get from an entrepreneur to an omnipreneur? 24 00:01:26,190 --> 00:01:31,170 I think an omnipreneur is what the world needs now. So, 25 00:01:31,171 --> 00:01:35,160 you know, we have lots of businesses. We have lots of entrepreneurs now, 26 00:01:35,161 --> 00:01:35,821 more than ever. 27 00:01:35,821 --> 00:01:40,770 We've got so many startups and people wanting to run their own business and 28 00:01:40,800 --> 00:01:44,640 run with their own ideas and taking the risk. As you said, you know, 29 00:01:44,641 --> 00:01:47,250 an entrepreneur who's willing to take risk and, 30 00:01:47,290 --> 00:01:49,320 and put the money behind themselves. 31 00:01:49,980 --> 00:01:54,810 And for me omnipreneurship is really about the next level where 32 00:01:55,230 --> 00:01:58,440 you align those sort of business skills. 33 00:01:58,441 --> 00:02:02,640 You align the financial and 34 00:02:02,730 --> 00:02:06,270 entrepreneurial skills together with health, 35 00:02:06,360 --> 00:02:10,650 wealth and meaning. So it's not just about, you know, 36 00:02:10,651 --> 00:02:13,260 in terms of running a successful business, 37 00:02:13,261 --> 00:02:17,820 it's about how we look after ourselves, how we look after other people, 38 00:02:18,150 --> 00:02:22,200 not just the people we employ, but also the people around us, the people, 39 00:02:22,560 --> 00:02:27,510 you know, when we're putting out products, how we're taking into consideration, 40 00:02:27,930 --> 00:02:32,850 you know, what's going to be for the benefit of the whole and also the planet. 41 00:02:32,880 --> 00:02:36,540 So for me, it's really a holistic approach to business, 42 00:02:36,870 --> 00:02:38,580 a holistic approach to life. 43 00:02:39,060 --> 00:02:42,870 And I believe that each of us should be omnipreneurs in our own way, 44 00:02:43,200 --> 00:02:47,220 where we are not only taking care of our own financial success, 45 00:02:47,610 --> 00:02:51,120 whether it's in a corporation or whether it's in as an entrepreneur doing, 46 00:02:51,121 --> 00:02:52,470 not running our own business, 47 00:02:53,070 --> 00:02:56,490 but also taking care of all aspects of our lives, 48 00:02:56,520 --> 00:02:59,860 making sure that we have time for relationships, family, 49 00:03:00,550 --> 00:03:04,660 making sure we have time to take care of ourselves and those around us 50 00:03:05,230 --> 00:03:10,060 and doing it in a way that is sustainable to the planet and the 51 00:03:10,061 --> 00:03:11,080 world that we live in. 52 00:03:11,980 --> 00:03:15,250 So it's taking all of the things that an entrepreneur would do, 53 00:03:15,251 --> 00:03:17,470 but adding in a holistic approach, 54 00:03:18,040 --> 00:03:21,760 it makes me think of terms like sustainability and those things are becoming 55 00:03:21,761 --> 00:03:25,780 more and more prevalent in business and being able to connect all those things 56 00:03:25,781 --> 00:03:29,230 in a holistic manner, which is not the easiest thing to do, 57 00:03:29,740 --> 00:03:34,300 especially when the bottom line is most important thing in any business, right? 58 00:03:34,600 --> 00:03:37,180 Because you have to make money to stay in business. 59 00:03:39,070 --> 00:03:40,540 Absolutely so, you know, 60 00:03:40,570 --> 00:03:45,520 one of the things that we teach is really how to be a 61 00:03:45,521 --> 00:03:47,650 tucked down business, where, you know, 62 00:03:48,040 --> 00:03:52,450 the people at the top are taking care of more than just the bottom line. 63 00:03:52,810 --> 00:03:54,850 They are taking care of people, 64 00:03:55,060 --> 00:03:59,230 making sure that they're fulfilling the sense of purpose that they have a sense 65 00:03:59,231 --> 00:04:00,070 of meaning. 66 00:04:00,580 --> 00:04:05,440 And they are also contributing to a sustainable business as well 67 00:04:05,441 --> 00:04:09,100 as a sustainable growth of business because you know, 68 00:04:09,101 --> 00:04:13,480 a lot of startups sort of growing exponentially and then don't have the means to 69 00:04:13,481 --> 00:04:15,220 take care of the people. Other dues. 70 00:04:15,250 --> 00:04:19,180 There's a huge turnover of staff because they're burning out 71 00:04:19,810 --> 00:04:24,130 and, and, and that's not healthy for anybody. It's not healthy for the people. 72 00:04:24,131 --> 00:04:25,930 It's not healthy for relationships, 73 00:04:26,290 --> 00:04:29,080 but it's also not healthy for business every few years. 74 00:04:29,081 --> 00:04:33,190 If they have to keep training new people or get new people involved in the 75 00:04:33,191 --> 00:04:37,300 vision and the goals you want people to grow in a healthy way. 76 00:04:37,540 --> 00:04:42,280 So really teaching the leaders how to lead in a way that takes 77 00:04:42,281 --> 00:04:43,114 care of, 78 00:04:43,720 --> 00:04:47,980 the people in such a way that the bottom line gets fed or can make do. 79 00:04:49,300 --> 00:04:50,133 That makes sense. 80 00:04:50,260 --> 00:04:53,410 I was reading that you say that you have to put your heart into it. 81 00:04:53,680 --> 00:04:57,370 So what's the role of like heart in leadership and in life, I guess, 82 00:04:57,490 --> 00:04:59,680 because we're trying to talk about the holistic approach. 83 00:04:59,680 --> 00:05:01,480 Yeah, absolutely. 84 00:05:01,481 --> 00:05:06,460 So a lot of the qualities that we teach I would say are qualities of the 85 00:05:06,461 --> 00:05:10,390 heart. So, you know, we have the cerebral intelligence, 86 00:05:10,391 --> 00:05:13,630 we have cognition, we have intellectual ability. 87 00:05:13,900 --> 00:05:18,050 We also have the gut intelligence, which is a body's intelligence, which is our 88 00:05:19,870 --> 00:05:22,750 instincts, you know, and that feeling, that knowingness that we get, 89 00:05:23,020 --> 00:05:27,430 which is more from an instinct place, that there's an instinct about something. 90 00:05:27,970 --> 00:05:32,050 And then there's heart intelligence, which I would say is more of a wisdom. 91 00:05:32,440 --> 00:05:33,310 And it's, you know, 92 00:05:33,311 --> 00:05:37,900 really tapping into that sense of wisdom that allows 93 00:05:37,901 --> 00:05:40,330 us to have that holistic approach. 94 00:05:40,331 --> 00:05:44,170 It is being able to come from our heart space to lead from our heart space, 95 00:05:44,440 --> 00:05:49,030 to make sure that we are being really heart-centered so that we have all the 96 00:05:49,031 --> 00:05:50,590 qualities, you know, 97 00:05:50,591 --> 00:05:55,120 that are heart centered sort of leader would have in order to be able to take 98 00:05:55,121 --> 00:05:57,740 care of the people in order to take of themselves. 99 00:05:58,250 --> 00:06:01,820 So heart has everything to do with business as far as I'm concerned, 100 00:06:01,821 --> 00:06:05,900 because that is where we get balanced. If we're not in balance, 101 00:06:06,200 --> 00:06:10,250 then whatever we're doing is not going to have the desired effect. 102 00:06:10,251 --> 00:06:12,620 So that's what causes extremism. 103 00:06:12,621 --> 00:06:17,120 And when we're too focused on one thing and not enough on another, 104 00:06:17,510 --> 00:06:21,920 eventually the way the universe works, that it creates his own balance. 105 00:06:23,030 --> 00:06:25,190 And that's what burnout is, is it, 106 00:06:25,240 --> 00:06:28,790 if you're not giving enough time to people to really, 107 00:06:28,791 --> 00:06:31,460 really take care of themselves and what's going to happen is they're going to 108 00:06:31,461 --> 00:06:36,050 burn out. So what you think is good, pushing people, for example, 109 00:06:36,440 --> 00:06:39,800 ultimately ends up not being good when we're centered in our hearts. 110 00:06:39,801 --> 00:06:43,220 We know what that balance is because each individual is different. 111 00:06:43,700 --> 00:06:46,880 So there's no sort of set of rules that says, well, you know, 112 00:06:46,881 --> 00:06:48,740 you have to stop people working at five. 113 00:06:48,950 --> 00:06:52,370 Some people might thrive working late into the evening. 114 00:06:52,640 --> 00:06:55,490 They might want to come in later in the day. You know, 115 00:06:55,520 --> 00:07:00,110 there's that flexibility that comes from not being so structured, 116 00:07:00,380 --> 00:07:04,640 not being, so process-oriented not being so cerebral, 117 00:07:04,910 --> 00:07:08,270 not being seen to lecture and not going well, this is what works, 118 00:07:08,271 --> 00:07:09,740 and this is how we have to do it. 119 00:07:10,070 --> 00:07:14,150 But actually looking at the people that you're working with, 120 00:07:14,480 --> 00:07:15,680 who you're working for, 121 00:07:15,681 --> 00:07:20,180 who's working for you and how to get the best out of that situation 122 00:07:20,450 --> 00:07:23,810 so that there is genuine expansion of the heart, 123 00:07:24,200 --> 00:07:27,950 which means that there's a, a sense of flow. 124 00:07:28,310 --> 00:07:33,020 And there's a sense of balance, which is really where real happiness lies, 125 00:07:33,260 --> 00:07:38,240 but also where prosperity lies. And if we want to be successful in business, 126 00:07:38,690 --> 00:07:43,070 I think we have to be successful and happy and heart centers 127 00:07:43,071 --> 00:07:47,780 qualities are those qualities that help us to really relate in that. 128 00:07:48,680 --> 00:07:50,900 Yeah. It's not something that you talk about often you don't, 129 00:07:50,990 --> 00:07:53,690 you don't pick up the Harvard business review and see, you know, 130 00:07:53,691 --> 00:07:54,650 things of the heart. 131 00:07:54,920 --> 00:07:59,270 but what you're saying makes a lot of sense where it's connecting to it's 132 00:07:59,690 --> 00:08:02,450 connecting to what really matters. Because if, 133 00:08:02,690 --> 00:08:04,910 if your employees don't understand, 134 00:08:04,911 --> 00:08:09,530 don't see that you care about them and that you hear them and listen to them, 135 00:08:09,531 --> 00:08:11,840 they will eventually get to that burnout place. 136 00:08:11,841 --> 00:08:15,230 If you're not helping them get there, is that what I'm am I following you right? 137 00:08:16,400 --> 00:08:21,080 Absolutely. Because, you know, we can't leave our personal lives out of it. 138 00:08:21,081 --> 00:08:23,870 So, you know, when you're going to work, 139 00:08:25,070 --> 00:08:27,410 you're carrying all of you to work. 140 00:08:27,620 --> 00:08:32,600 And yet there's this idea that when you go into work, you know, 141 00:08:32,630 --> 00:08:35,570 whoever you are, whether you're the boss, whether you're the employee, 142 00:08:36,170 --> 00:08:39,170 it doesn't matter that you have to leave aspects of yourself, 143 00:08:39,171 --> 00:08:40,760 but it all filters in. 144 00:08:41,330 --> 00:08:45,230 And if there's space to be seen for who you are to say, Hey, listen, 145 00:08:45,231 --> 00:08:49,430 you're having a tough day today. Why don't you take the time off, you know, 146 00:08:49,760 --> 00:08:52,580 going work out what you've got to work out and then come back in. 147 00:08:52,970 --> 00:08:56,250 I think you're going to get so much more from that employee. 148 00:08:56,790 --> 00:09:01,290 Then if you just do the same old, same old, you know, which is across the board, 149 00:09:01,320 --> 00:09:04,770 this is what applies to everybody. It doesn't necessarily anymore. 150 00:09:05,460 --> 00:09:06,600 So it sounds like, you know, 151 00:09:06,601 --> 00:09:11,040 things like truth and trust and transparency are very important in this model 152 00:09:11,041 --> 00:09:14,850 that we're discussing. Can you discuss more about what, what that looks like? 153 00:09:15,810 --> 00:09:17,070 Absolutely. Yeah. 154 00:09:17,160 --> 00:09:22,140 So the qualities of the heart that we focus on are sort of the ones 155 00:09:22,141 --> 00:09:24,840 that you just talked about for us. You know, it's really, 156 00:09:24,841 --> 00:09:29,430 really important to help people understand where heart energy 157 00:09:29,790 --> 00:09:32,910 and truth trust and transparency comes into that. 158 00:09:33,270 --> 00:09:38,100 So one of the things that I talk about is the electromagnetic field that the 159 00:09:38,101 --> 00:09:42,060 heart and veins the heart is always looking to put, right, 160 00:09:42,480 --> 00:09:45,390 whatever it considers or, you know, 161 00:09:45,630 --> 00:09:50,490 the wisdom of the heart could see yourself as being not really aligned with what 162 00:09:50,491 --> 00:09:51,360 is true. 163 00:09:51,990 --> 00:09:56,370 We know we feel and we connect, you know, 164 00:09:56,371 --> 00:09:59,190 with every sense that we have with what some, 165 00:09:59,220 --> 00:10:03,720 when something is truthful and our bodies respond when it's not 166 00:10:03,721 --> 00:10:04,554 truthful. 167 00:10:04,770 --> 00:10:08,880 And so the same idea that we live in a world where people are withholding 168 00:10:08,881 --> 00:10:12,570 information, not being transparent, you know, 169 00:10:12,600 --> 00:10:16,860 giving sort of information on a need to know basis. For example, 170 00:10:17,310 --> 00:10:20,610 it doesn't create a sense of trust. Now, 171 00:10:20,611 --> 00:10:24,900 when there isn't that sense of trust, I'll say instantaneously, 172 00:10:24,901 --> 00:10:27,330 you lose a connection with those people. 173 00:10:27,480 --> 00:10:30,180 If you're not inspiring trust in them, 174 00:10:30,540 --> 00:10:33,540 they are going to be disconnected from what you're doing. 175 00:10:33,541 --> 00:10:35,520 And if they're disconnected from what they're doing, 176 00:10:36,150 --> 00:10:38,460 they're not going to feel like they're on purpose. 177 00:10:38,461 --> 00:10:40,890 They're not going to be passionate about what they're doing, 178 00:10:40,910 --> 00:10:44,380 even if they started off loving what they were doing. And, 179 00:10:44,381 --> 00:10:48,060 and it's something they genuinely loved to do. That's why there's a crossover, 180 00:10:48,061 --> 00:10:51,420 you know, where they go to other companies or, you know, 181 00:10:51,570 --> 00:10:53,640 where you lose that sort of loyalty. 182 00:10:53,641 --> 00:10:57,930 Because often there is a lack of, you know, 183 00:10:57,931 --> 00:11:02,910 that transparency and it might be for genuine reasons. It might be, 184 00:11:02,911 --> 00:11:07,290 well, we don't need to bombard them too much information, but actually, 185 00:11:07,320 --> 00:11:07,680 you know, 186 00:11:07,680 --> 00:11:12,360 I think we have to get better skilled at really being able to identify when 187 00:11:12,361 --> 00:11:17,280 people do need information, whether it's useful for them to have it or not, 188 00:11:17,670 --> 00:11:18,750 because it's, you know, 189 00:11:18,751 --> 00:11:23,550 that lack of secrecy and that real transparency that I think makes 190 00:11:23,551 --> 00:11:26,160 people feel like they're part of something. 191 00:11:26,761 --> 00:11:29,460 And when we feel like we're a part of something, 192 00:11:29,461 --> 00:11:34,290 our hearts organically open up when our hearts are open, we're in flow. 193 00:11:34,291 --> 00:11:37,590 And when we're in flow, we have greater trust. 194 00:11:37,591 --> 00:11:40,710 Now we have greater sense of truth. 195 00:11:40,711 --> 00:11:45,360 And that feeling that there is something truthful here that's happening. 196 00:11:45,420 --> 00:11:48,120 I think, you know, increases productivity, 197 00:11:48,121 --> 00:11:52,740 increases creativity and increases loyalty. 198 00:11:52,741 --> 00:11:55,030 And I think that's really, really important. 199 00:11:55,600 --> 00:12:00,430 So how do you overcome it? Cause I heard you saying that transparency, 200 00:12:01,060 --> 00:12:04,330 that old mindset of you're on a need to know basis, 201 00:12:04,930 --> 00:12:08,380 but that's the traditional model and many businesses still hold to that. 202 00:12:08,710 --> 00:12:12,100 And even in an entrepreneurial space where you're a startup, 203 00:12:12,280 --> 00:12:14,620 there are certain secrets that you don't want getting out. 204 00:12:14,860 --> 00:12:16,210 How do you balance all of that? 205 00:12:16,720 --> 00:12:20,350 Because you want your people to feel like they're in a trusting environment, 206 00:12:20,620 --> 00:12:23,680 but there are certain things that are unable to be shared with everybody. 207 00:12:25,120 --> 00:12:25,953 Absolutely. 208 00:12:26,140 --> 00:12:30,140 I think it's less about sharing everything with everybody and more about 209 00:12:30,200 --> 00:12:34,810 intention. You know, it's, you know, the open door policy, 210 00:12:35,080 --> 00:12:36,370 when you say, Hey, listen, 211 00:12:36,371 --> 00:12:39,970 if you're struggling with something and I don't even care what it is, 212 00:12:39,971 --> 00:12:43,570 whether it's personal, whether it's social, whether it's about the business, 213 00:12:43,870 --> 00:12:47,740 whether it's about something that hasn't been communicated effectively to you 214 00:12:48,310 --> 00:12:49,510 come in and talk to you. 215 00:12:49,511 --> 00:12:54,280 We need those leaders who are really available and that are 216 00:12:54,281 --> 00:12:58,240 not going to make people feel small or insignificant for asking what they 217 00:12:58,241 --> 00:13:01,210 consider a silly question or, you know, 218 00:13:01,240 --> 00:13:05,590 wanting more information about something. Like I say, not everybody needs it, 219 00:13:05,800 --> 00:13:10,600 but just knowing that we can do it makes a difference just knowing we can walk 220 00:13:10,601 --> 00:13:14,590 into, you know, somebody's office and to say, Hey, 221 00:13:14,591 --> 00:13:19,120 listen that project something about it. Doesn't quite sit right with me and 222 00:13:20,800 --> 00:13:23,920 can you give me a bit more information so I can do my job well, 223 00:13:23,921 --> 00:13:26,770 and you've told me just get on and do this research, 224 00:13:27,040 --> 00:13:31,120 but I really like to know the context or whatever it might be. You know, 225 00:13:31,510 --> 00:13:36,460 when there is that ability to be able to go in and ask for what you 226 00:13:36,461 --> 00:13:38,770 need. And more importantly, 227 00:13:38,771 --> 00:13:42,340 the ability to actually be able to acknowledge to yourself, 228 00:13:42,610 --> 00:13:46,030 you're in a safe environment where you can acknowledge that you might need 229 00:13:46,031 --> 00:13:48,820 something more than what others have already got. 230 00:13:49,240 --> 00:13:53,440 Then it is going to create that sense of open expansiveness. 231 00:13:53,441 --> 00:13:58,090 And that level of trust is definitely going to be inspired in that 232 00:13:58,091 --> 00:14:02,380 situation. Lack a sense, not necessarily that everybody has to know it. 233 00:14:02,800 --> 00:14:07,300 They just have to move that if they need to know that there's someone they can 234 00:14:07,301 --> 00:14:11,980 ask and they'll be giving an honest answer that we can't share that with you 235 00:14:11,981 --> 00:14:13,930 because actually, you know, 236 00:14:14,380 --> 00:14:18,400 there's a big roll out and we're not ready to share it with anybody. 237 00:14:18,670 --> 00:14:22,330 But as soon as you know, we're able to share it with anybody, 238 00:14:22,331 --> 00:14:27,310 you're going to be one of the first people to know it's that sense of being, 239 00:14:27,640 --> 00:14:30,460 you know, sooth, that sense of being comforted. 240 00:14:31,000 --> 00:14:33,730 And that makes a huge amount of difference. 241 00:14:34,030 --> 00:14:37,930 And we live in a world where I say a lot of people have been numbed out to that 242 00:14:38,650 --> 00:14:40,390 and because they've numbed out to it, 243 00:14:40,420 --> 00:14:44,590 they don't even know that that's what's missing and they don't know how to ask 244 00:14:44,591 --> 00:14:46,390 for it. And leaders don't know how to give. 245 00:14:46,400 --> 00:14:51,380 And so that's one of the things I say so important to acknowledge, 246 00:14:51,770 --> 00:14:56,720 to change the way businesses are running to go from sort of more 247 00:14:56,721 --> 00:15:01,220 the entrepreneurial businesses to the more entrepreneurial businesses. 248 00:15:02,660 --> 00:15:06,290 So with the last two years or so since, 249 00:15:06,320 --> 00:15:11,240 COVID hit the world and affected all of us where most businesses moved 250 00:15:11,241 --> 00:15:13,940 to everybody working from home for a long time, 251 00:15:13,941 --> 00:15:17,210 and a lot of businesses are just getting started to bringing people back into 252 00:15:17,211 --> 00:15:22,040 the office. How can we take all the lessons we've learned from everybody 253 00:15:22,190 --> 00:15:24,830 working remotely to bringing them back into the office, 254 00:15:24,831 --> 00:15:29,660 to continuing to build a high performing team with all these things that we've 255 00:15:29,661 --> 00:15:30,500 been talking about today? 256 00:15:31,430 --> 00:15:34,700 I think the first thing is to acknowledge, you know, 257 00:15:34,730 --> 00:15:38,960 for some people it's been an absolute send home for other people, 258 00:15:38,961 --> 00:15:43,070 it's been an absolute nightmare and everything in between, you know, 259 00:15:43,520 --> 00:15:48,170 and to not treat everybody the same and to not think that they should 260 00:15:48,620 --> 00:15:53,420 or be the same and feel the same thing the same and to give people a 261 00:15:53,421 --> 00:15:54,140 voice. 262 00:15:54,140 --> 00:15:59,060 I think that's the most important thing we want to build sustainable 263 00:15:59,061 --> 00:16:02,840 businesses with the uncertainty that we're all faced with, you know, 264 00:16:02,841 --> 00:16:07,400 the uncertainty that hit us or, you know, like a rock sort of, you know, 265 00:16:07,430 --> 00:16:11,600 18, 19 months ago, you know, if we really, 266 00:16:11,601 --> 00:16:14,180 really want to get the most out of that situation, 267 00:16:14,181 --> 00:16:17,750 I think we need more conversations. We need better communication. 268 00:16:17,751 --> 00:16:19,880 We need better communication that inspires, 269 00:16:20,811 --> 00:16:25,160 a set level of transparency, which will absolutely, you know, 270 00:16:25,190 --> 00:16:26,240 endear trust, 271 00:16:26,480 --> 00:16:30,380 because if you're going back and you have struggled, 272 00:16:30,770 --> 00:16:33,890 then you are going to want to be able to speak to somebody. 273 00:16:33,891 --> 00:16:37,610 And you're going to be able to be able to speak to people about, you know, 274 00:16:37,640 --> 00:16:42,560 what those struggles are and how to transition. And also the uncertainty that, 275 00:16:42,561 --> 00:16:43,580 that we might look down here. 276 00:16:43,610 --> 00:16:46,820 There are lots of people that are still very nervous about getting back, 277 00:16:47,180 --> 00:16:48,800 you know, on the commuter journey. 278 00:16:48,801 --> 00:16:53,150 There are people who are nervous about going back. There are those people who, 279 00:16:53,180 --> 00:16:56,450 you know, can't wait and they just really want to go back. 280 00:16:56,870 --> 00:16:59,510 And people who want to do the hybrid thing, 281 00:16:59,540 --> 00:17:03,080 they want to work from home a little bit, cause they definitely enjoyed it, 282 00:17:03,410 --> 00:17:05,660 but if they want to go and be able to, you know, 283 00:17:06,110 --> 00:17:10,070 come connect with other people and office and have meetings in person. 284 00:17:10,730 --> 00:17:11,630 So I think, you know, 285 00:17:11,631 --> 00:17:16,490 if the leaders are going to really bring them back and to keep them in a 286 00:17:16,491 --> 00:17:20,450 space where they feel safe, where they feel, they can really, 287 00:17:20,451 --> 00:17:22,520 really thrive and get on with their work, 288 00:17:22,521 --> 00:17:25,580 knowing that other things have been taken care of. 289 00:17:25,880 --> 00:17:30,750 Then I think that leaders definitely need to make more time to connect 290 00:17:31,180 --> 00:17:35,660 with people, individuals in groups, however, to it, 291 00:17:35,661 --> 00:17:37,670 to really, really, you know, 292 00:17:37,820 --> 00:17:41,300 appreciate the unique journey they won't be. 293 00:17:42,080 --> 00:17:45,500 And if we don't make time for them, as you said might be, 294 00:17:46,040 --> 00:17:50,730 they don't feel that they're being taken care of or that they are cared for 295 00:17:51,000 --> 00:17:55,380 that they matter as human beings, then I'll assume that, you know, 296 00:17:55,410 --> 00:17:58,260 they're not going to bring their best care to the situation. 297 00:17:58,290 --> 00:18:03,090 They're just not why should they, because if they don't exist in your eyes, 298 00:18:03,091 --> 00:18:07,740 why should you exist in there? You know, that's just human nature. 299 00:18:08,220 --> 00:18:12,090 So if you're looking at your employees and say, Hey, 300 00:18:12,091 --> 00:18:16,650 I see that you exist. Is that a step toward increasing things like innovation, 301 00:18:16,651 --> 00:18:17,341 creativity, 302 00:18:17,341 --> 00:18:21,060 creative thinking within the business because you're giving them a passion and a 303 00:18:21,061 --> 00:18:24,090 purpose in where in their daily work. 304 00:18:25,080 --> 00:18:29,130 Absolutely. Absolutely. One of the things that we sort of notice, you know, 305 00:18:29,131 --> 00:18:32,610 doing the work that I do is really the fact that, you know, 306 00:18:32,880 --> 00:18:37,150 if people have a voice, you'd be surprised who comes out with those jams, 307 00:18:37,310 --> 00:18:41,820 you'll be surprised who is creative, who might be really quiet, 308 00:18:42,060 --> 00:18:44,880 who might be really good at one job, but you know, 309 00:18:44,881 --> 00:18:47,490 has all these other insights or how, 310 00:18:47,700 --> 00:18:52,650 when one person opens up a conversation, you know, creativity begins to flow. 311 00:18:52,651 --> 00:18:56,010 Innovation begins to flow. And I think it's really, 312 00:18:56,011 --> 00:19:00,870 again comes back to communication, giving people a voice when people are seeing, 313 00:19:00,871 --> 00:19:05,070 when they felt heard they are going to speak up and you'll be surprised 314 00:19:05,310 --> 00:19:08,880 what treasures live within those people. 315 00:19:09,540 --> 00:19:12,330 And so just being able to give them a voice to just, you know, 316 00:19:12,720 --> 00:19:17,280 is going to give them that confidence to be able to speak up, 317 00:19:17,310 --> 00:19:21,570 which is good. And because, you know, sometimes when we're in a situation, 318 00:19:21,780 --> 00:19:26,730 we have blind spots, we all do. We all have blind spots in our own situation. 319 00:19:27,030 --> 00:19:31,320 And sometimes it takes somebody from the outside to look in and go, ah, 320 00:19:31,350 --> 00:19:35,180 this is what you need, you know, within an organization, when, 321 00:19:35,181 --> 00:19:39,840 no matter how big or small you don't know who might have the solution that 322 00:19:39,841 --> 00:19:40,800 you're looking for. 323 00:19:41,310 --> 00:19:46,050 And when you create an open sort of space and when you create a very 324 00:19:46,051 --> 00:19:50,190 trusting space where people can voice whatever it is, 325 00:19:50,191 --> 00:19:54,360 they want to voice. That's where creativity and ideas flow. 326 00:19:54,810 --> 00:19:57,330 And that's what leads to beautiful innovation. 327 00:19:58,080 --> 00:20:02,160 And so it's something that I think if people spend more time doing this, 328 00:20:02,460 --> 00:20:05,340 they are going to find that they are going to thrive. 329 00:20:05,990 --> 00:20:10,500 And we've certainly seen that our experience has been a real sense of, you know, 330 00:20:10,710 --> 00:20:15,270 the growth that comes when people individually grow. 331 00:20:15,900 --> 00:20:19,830 And when people really, really fall in the safe space then, 332 00:20:19,831 --> 00:20:22,560 because when safety is no longer an issue, 333 00:20:23,160 --> 00:20:26,490 when uncertainty feels like a safe space to be, 334 00:20:26,820 --> 00:20:28,740 then I think creativity prevails. 335 00:20:30,210 --> 00:20:33,990 What I'm hearing you say is that from a leadership perspective, 336 00:20:34,020 --> 00:20:37,920 there's a level of humility that needs to be there in order for you to be open 337 00:20:37,921 --> 00:20:40,770 enough, to hear what your employees have to say, 338 00:20:41,280 --> 00:20:45,390 because they may be saying something that you may not like or want to hear, 339 00:20:46,260 --> 00:20:49,570 and you may humanly react like, oh no, I don't like that. 340 00:20:49,571 --> 00:20:50,980 Or I don't want to hear that, 341 00:20:51,340 --> 00:20:55,570 but you have to be humble enough to take in what they're saying and take it as, 342 00:20:55,810 --> 00:21:00,520 okay, this is their concern. And I may not be able to do anything about it, 343 00:21:00,820 --> 00:21:02,800 but I have to be able to hear and listen, 344 00:21:03,040 --> 00:21:07,240 and actually be humble enough to be present for that. And that's not easy to do. 345 00:21:08,020 --> 00:21:12,010 Well, absolutely. And it's not because, you know, as leaders, 346 00:21:12,011 --> 00:21:16,480 you've got so many other things on your mind and there's so much going on. 347 00:21:16,930 --> 00:21:19,060 And so how do you make that time? 348 00:21:19,061 --> 00:21:23,470 That's one of the things that I definitely have teaching is how can we expand 349 00:21:23,471 --> 00:21:24,304 time? 350 00:21:24,400 --> 00:21:29,020 And we expand time by recognizing what is missed 351 00:21:29,380 --> 00:21:30,790 in those opportunities. 352 00:21:30,791 --> 00:21:35,260 When you think you don't have time to listen to somebody because 353 00:21:35,261 --> 00:21:40,210 taking that time to listen to somebody today is going to save you a hell of 354 00:21:40,211 --> 00:21:42,880 a lot of grief, you know, further down the line. 355 00:21:43,480 --> 00:21:45,460 And I think that's something that, you know, 356 00:21:45,700 --> 00:21:49,060 really great leaders do know and do recognize, 357 00:21:49,420 --> 00:21:53,170 and sort of the more newer leaders, 358 00:21:53,200 --> 00:21:56,650 they may be the ones who are struggling with it because they don't necessarily 359 00:21:56,651 --> 00:22:01,630 have the experience. And so it's recognizing that, you know, 360 00:22:01,750 --> 00:22:05,170 sometimes things aren't as we think they are or healthy, 361 00:22:05,171 --> 00:22:06,220 we think they should be. 362 00:22:06,221 --> 00:22:10,870 Sometimes we have to really lean into what's really needed in that moment 363 00:22:11,390 --> 00:22:16,210 and really come from that heart space to say, okay, I need to make time. 364 00:22:16,230 --> 00:22:20,500 Doesn't matter how busy I am. This is what I need to need time for, because, 365 00:22:20,800 --> 00:22:21,700 you know, again, 366 00:22:21,701 --> 00:22:26,650 I can honestly tell you that I know so many people have and are going 367 00:22:26,651 --> 00:22:29,320 to be leaving jobs, you know, September, 368 00:22:29,321 --> 00:22:34,000 because I've spoken to people, myself, my own clients who are like, 369 00:22:34,001 --> 00:22:34,810 you know, 370 00:22:34,810 --> 00:22:39,100 they haven't taken the time to really check in with us during all of this time. 371 00:22:39,520 --> 00:22:42,790 This is not company I want to stay with. And, you know, 372 00:22:42,791 --> 00:22:45,790 and I hear it across the board and, and I'm sure, you know, 373 00:22:45,800 --> 00:22:48,280 it's not unique to the few people I speak to. 374 00:22:48,520 --> 00:22:51,670 I'm sure a lot of people who are going through this now, 375 00:22:51,700 --> 00:22:56,020 if they're taking the time, let's say six months ago, even, you know, 376 00:22:56,050 --> 00:22:59,920 whenever to just touch base with everybody, you know, 377 00:22:59,950 --> 00:23:03,340 just really connect. Then they would be safe with themselves, 378 00:23:03,341 --> 00:23:08,050 the whole process of recruiting and all the rest of it that goes with losing 379 00:23:08,051 --> 00:23:10,420 staff. So it's so, so important. 380 00:23:12,910 --> 00:23:16,660 So I've mentioned already, like the, you know, how it takes a level of humility, 381 00:23:16,900 --> 00:23:20,470 but what role does things like emotion and intuition and even cognition, 382 00:23:20,830 --> 00:23:24,220 take in leadership, especially in, you know, in the realm of an omnipreneur. 383 00:23:26,740 --> 00:23:28,270 So I think for me, 384 00:23:28,271 --> 00:23:32,920 it's really about bringing balance to all of them because all of those things 385 00:23:32,921 --> 00:23:36,520 have such an important part to play. And in the past, 386 00:23:36,521 --> 00:23:39,160 we've sort of tried to keep emotion out of it. 387 00:23:39,161 --> 00:23:40,750 We tried to keep it very cooperative, 388 00:23:41,950 --> 00:23:46,130 we've tried to keep it very intellectual and the heart for me, 389 00:23:46,131 --> 00:23:49,250 you know the mind is where cognition happens. 390 00:23:49,550 --> 00:23:54,320 The gut is where our emotions happen. And the heart is where there is balance, 391 00:23:54,620 --> 00:23:58,850 where we balance both the instinct, as well as has seen too, 392 00:23:59,450 --> 00:24:04,370 where we balance those two things and get to a space and place of 393 00:24:04,371 --> 00:24:09,080 wisdom. And in leadership, I think, you know, you have to be like, 394 00:24:09,650 --> 00:24:14,510 it's not necessarily about your skills because sometimes the most skilled and 395 00:24:14,511 --> 00:24:17,210 the most, you know, expert, you know, 396 00:24:17,220 --> 00:24:20,180 people in their field don't make great leaders. 397 00:24:20,480 --> 00:24:24,740 And the reason why they don't make great leaders, is because, you know, 398 00:24:25,040 --> 00:24:29,630 they may be good at what they do, but they haven't found that balance of, 399 00:24:29,631 --> 00:24:30,080 you know, 400 00:24:30,080 --> 00:24:34,520 bringing the whole thing together and being able to have that bird's eye 401 00:24:34,521 --> 00:24:35,690 perspective, you know, 402 00:24:35,840 --> 00:24:40,670 when you step out of that situation and to really look down and really 403 00:24:40,671 --> 00:24:44,390 be able to say, okay, what's going on? Not everybody's like me, 404 00:24:44,391 --> 00:24:47,390 not everybody thinks like me, not everyone feels like me. 405 00:24:47,870 --> 00:24:52,370 And so to really have that kind of ability to have that sort of 406 00:24:52,371 --> 00:24:57,130 3d perspective and to look down and to go what's needed in this 407 00:24:57,131 --> 00:25:01,280 situation. And that's where the role of intuition really, 408 00:25:01,281 --> 00:25:06,200 really becomes prominent because it's not necessarily about what you've 409 00:25:06,201 --> 00:25:10,010 done in the past. It's not necessarily about where you're going in the future, 410 00:25:10,610 --> 00:25:12,590 but it's about in that moment, 411 00:25:12,650 --> 00:25:16,850 what is the right thing to do and what is really, really needed. 412 00:25:17,120 --> 00:25:21,290 And when we have that present, when, when this, when we have that ability to, 413 00:25:21,580 --> 00:25:23,300 we all have intuition, 414 00:25:23,570 --> 00:25:27,770 some people are just better at being able to connect to it and name it. And, 415 00:25:29,060 --> 00:25:33,140 and it's, there's, it's something that we can learn. And when we really, 416 00:25:33,141 --> 00:25:36,020 really learn and use our intuition, 417 00:25:36,350 --> 00:25:40,220 I think we bring together, you know, our cognition, 418 00:25:40,221 --> 00:25:44,450 we bring together emotions because emotions are important. 419 00:25:44,780 --> 00:25:49,760 You cannot leave them out of a space because they're part of what's 420 00:25:49,761 --> 00:25:53,660 happening in the moment they add context to what's happening in the moment. 421 00:25:54,290 --> 00:25:58,730 And when we act intuitively, I think we act wisely. 422 00:25:59,030 --> 00:26:02,510 And when we act wisely, it's not only good for us. 423 00:26:02,511 --> 00:26:03,950 It's good for the people around us, 424 00:26:03,951 --> 00:26:07,670 but it's also good for the business or whatever our goal is, 425 00:26:07,671 --> 00:26:10,190 whatever our vision is, it's good at that. 426 00:26:12,200 --> 00:26:15,800 So what I hear you saying is that to have a successful business business, 427 00:26:16,040 --> 00:26:18,380 you no longer need to have a bunch of mindless drones. 428 00:26:18,381 --> 00:26:22,910 We need to have fully aware self-aware emotional people who can 429 00:26:22,970 --> 00:26:26,060 give all of themselves to, to what they're doing. 430 00:26:26,960 --> 00:26:28,940 Absolutely. Absolutely. 431 00:26:29,000 --> 00:26:32,090 We are human beings holistically inclined, 432 00:26:32,091 --> 00:26:36,620 and therefore this idea that we've had to compartmentalize ourselves, 433 00:26:36,621 --> 00:26:41,060 hasn't served us. It's created an imbalance and now you're right. 434 00:26:41,090 --> 00:26:42,380 We don't need this mind restraints. 435 00:26:42,930 --> 00:26:47,880 We absolutely need people who are willing to bring all aspects 436 00:26:47,881 --> 00:26:52,800 of themselves to the space and feel safe to do so and 437 00:26:52,801 --> 00:26:57,180 recognize it is a positive skill rather than a negative. 438 00:27:00,510 --> 00:27:01,980 This has been Count Me In, 439 00:27:02,610 --> 00:27:06,360 IMA's podcast providing you with the latest perspectives of thought leaders from 440 00:27:06,361 --> 00:27:09,300 the accounting and finance profession. If you like what you heard, 441 00:27:09,360 --> 00:27:12,360 and you'd like to be counted in for more relevant accounting and finance 442 00:27:12,361 --> 00:27:13,140 education, 443 00:27:13,140 --> 00:27:17,400 visit IMA's website at www.imanet.org.