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A podcast for multi-skilled coaches and experts who are ready to leverage their unique expertise, create money overflow all while embodying ease. Discover how to stop forcing things in your business and start letting your natural life force guide you... so you can spend less energy, get bigger rewards, and make the kind of impact you were born to create.
In today's episode, I'm
talking to Lakida Williams.
She is the founder of CoCreate Work,
a workplace culture consultancy,
guiding businesses to system level
changes that result in measurable
successes and true inclusivity.
And before I tell you even more
about who she is, I want to say this
might sound like a topic that you
don't need yet if you have a small
business, if you have a small team.
Or you don't even have a team yet.
But the beauty about this conversation
is that it really elevates the way you
think about your business at a level
that allows you to grow it to the
size that you want it to be in the way
that you would really want to grow it.
It's really beautiful how Lakita
translates the work that she does
with big fortune 500 companies
to small business owners.
Like he that firmly believes that
culture is not separate from strategy.
It is strategy and this approach deeply
informs her work around leadership and
individual and team well being enabling
businesses to see culture as the asset.
It truly can be.
I'm excited for you to dive in
and let yourself be inspired by
the beautiful work of Lakita.
Relinde: So I'm here with the
amazing Lakita and we have met
a while ago also in New York.
I've had some other guests that we
met and that is beautiful because
that was a really beautiful group
of people that we met and Lakita.
You do amazing work.
You are an amazing person.
I am super grateful to have you here I
feel that already we haven't recorded
this episode but going into it.
I already feel it is really going to Help,
you know the choosing ease podcast to
help to give us more ease and actually in
growth and a very different perspective
one that For myself, I really recognize
certain quote unquote mistakes that I
make that you are solving for people.
And also that I see a lot with my clients.
So I'm very excited to
have you here today.
LaKita Williams: Oh, thank you, Relinda.
I am So grateful to be here.
And like you said, I am so grateful to
know you actually at the event we met.
It's something about your energy
that just really pulled me in.
And I know all the listeners
probably have that same experience.
So I'm grateful to be here.
I'm grateful for our work
together and I look forward to
helping in any way that I can.
Relinde: Amazing.
Yeah, we did some work around belief
shifting, but I feel actually with
the topic that we're gonna talk about
today that also shifts a belief.
And for me, that would be around, a
lot of the people that I work with
and that I, you know, the way I am.
Doing things naturally is like
doing a lot like on my own and we're
going to talk about that because
you really work with building teams
and building a culture and all that.
So tell me a little bit about
your business right now.
What's exciting things
are going on for you?
What's happening in your life
in your business at the moment?
LaKita Williams: Yeah, I'd love to
talk all things culture and team.
So I'm super excited for the conversation
and our team has really taken on a
big transformation this year because
we're managing the launch of our
new certification program, which is
going to be focused on helping other
leaders and folks that they have on
their team, learn the work that we do.
So how do you go inside of an
organization or partner, leading
your organization and build culture?
We hear a lot that culture is
a secondary thing in the U.
S.
It's also oh, culture means
like ping pong tables, right?
And so what we like to tell people
that like culture Is the strategy and
so really, if you can implement that
strategy, it's only going to be more
helpful as you grow your business.
So we have been working on
taking the steps that we use
to partner with clients and.
Certifying other people to do this
work so we can all work together
to build transformational work.
And we've done that by working so closely,
so hard as a team and continuing to do
the work with our traditional clients
that has me excited and fired up for 2024
and we'll have students out in the world.
And so it's a big thing
I'm thinking about.
It also, has been one of the
most challenging years I've had.
in business.
I've been in business today actually
is our five year anniversary.
November 30th here.
Thank you.
And we have, during that time in
2020, I was diagnosed with my own
chronic illness in 2023, I've been
managing the care of our youngest
kiddo who had a diagnosis as well.
So it, Has been one of the most
challenging times, and I would not have
been able to do it or have any level
of success without the partnership
and collaboration of my team.
And that is really what I want
for all leaders Relinde like that.
We don't know when we're ever going
to be sick or have an emergency.
And so having someone else that we can
partner with where we're not constantly
feeling like I need to do everything on
my own, I'm the only one who can do it.
It limits our capability it
limits our possibility for what
we could create in the world.
So I think that's a long
answer to say we've been busy.
But I just want to highlight what we're
going to be talking about in this as
well as like how beneficial it is to
partner with a team, not just because
of challenges, but also because of
what a team enables and makes possible.
Relinde: Yeah, there's already
so much in what you just said.
As I said I think a lot of solopreneurs,
even though we call ourselves
solopreneurs, like really think you
have to do everything on your own.
I went quite early on hiring a VA,
which was a really smart decision,
I think, because it was a different
way of working, but still there's
this like tendency to take up.
So a lot in on your own.
Hey, and I want to highlight a word.
I remember I've heard you say this
before you say and I love that so much.
You say partner with a team.
LaKita Williams: Yes.
Relinde: I'm sure you use that
word really intentionally.
LaKita Williams: I do.
Yeah, totally.
I can totally speak to that.
Everything we do, we think of
through the lens of partnership.
And we also believe like language, I
deeply believe the importance of language.
So you will never hear our, me
talk about our team or any of
our clients team is something.
Using a word like staff, right?
Or we, what we like to say
is we are in partnership.
We are working together towards a
joint solution towards joint success.
And when we take.
That lens, and we're really
intentional with our language, our
language determines our actions.
And so if we are in partnership, then I'm
showing up and how I work with others in
a really intentional way, meaning that
we're going to come together and co create
something that is more successful than
it would have been if I did it on my own.
Relinde: I'm actually right away, if
I can ask a bit more about it, like
what are things that you would say
traditionally would be done because
people say, okay, I hire a VA, I
hire a team, I hire a copywriter.
How do you change that?
Not only in the wording.
But then really in the way that you
hire people and the way that you work
with your team that makes them feel
like they have ownership and they
are that partner in your business.
How do you do that?
LaKita Williams: Yeah, absolutely.
So one of the things I love, love,
love this question, Relinde and we
talk about it all the time and I
tell people we have a lot of solo
clients and they don't necessarily
think of themselves as a business.
So from the very beginning, the first
thing I want to say is you are a business.
It doesn't matter if
you have a side hustle.
It doesn't matter if you're one person.
It doesn't matter if you have
20 people, you are a business.
So how do I want to run my business?
Is a key kind of question in place.
I want you to start from, and then when
we set up a business, so if I was going
to on board and join a new company,
and I'm so excited, what are some
of the things I would expect, right?
Or want to have, I would want to
know what their principles are.
What they stand for and how
we're going to work together.
So this is something that you
can do in a day in a weekend.
You can write out your
principles of your organization.
And that includes how we're going
to work together in partnership.
We had.
An article with HBR recently that outlines
this process called working agreements.
So it will take you step by
step on how to create these.
So please go and Relinde can link to that.
Go download that article and
use that to put it in place.
So you began to embody, which I know
is all the work that you do, Relinde.
A leader of a company and so a leader
of a company would say, Hey, what are
the principles and working agreements
that we want to have together?
How do I want to onboard this person?
And if I'm going to be, make
it collaborative, let's make it
collaborative from the beginning.
So often people will say, Hey,
I don't have time to write
out this onboarding plan.
Co create the onboarding plan, have
a system and understand what you're
doing on day one, and then say,
Hey, let's build this together.
What do you want to achieve in your
first 30 days, 60 days, 90 days?
How do you want to have impact?
And that is going to be so beneficial.
To the individual that you're having join
your team and depending on the role, a lot
of times they can help you to map further
processes out even beyond their own board.
And so remember, you're bringing a
team member on for a reason they want
to have impact right away and studies
show that the more that someone can
have an impact early, the longer their
retention is, and the more engagement
they have with that company and business.
Relinde: Oh my gosh, that is so beautiful.
And of course, it's gonna feel so
different when you're asked these
questions and where you're seen for,
like the impact that you're making,
and it's going to change everything.
Hey, and How did you get this wisdom?
How did you become so wise about all this?
What is your story behind this?
Tell me more about that.
And I noticed, I can hear that this is
not just a technique or a strategy that
you teach, but it feels like very much
something that you're driven to share.
LaKita Williams: Thank you.
So my very first corporate role, I
actually worked in an insurance company
in sales and I had, I was like the
most ambitious, like I was like, I'm
going to achieve and I'm going to be
president of this company one day.
And.
In my time there, probably about
five years, got promotion after
promotion, was really excited.
And then bam, I got hit with
again, another medical challenge.
And so when that happened, things
really, that really put a break.
The breaks on things and it highlighted
for me that organizations and teams
aren't really set up to support folks
enough when they're having challenges,
whether it's their own medical challenge,
whether they're caring for a family
member, some folks listening may have
left their job to start their own
business out of necessity versus interest.
Hey, I need to care for someone.
So I need to set up a different process.
And it got me really thinking
I ultimately needed to leave in
order to provide caregiving duties.
And I was like, you know what, it has
to be a better way for us to do this.
And so I went and got a master's degree in
social work, which is all about systems.
But I really focused on
social work in business.
And from there, I've been
working with companies.
I worked for Amazon for five years.
And now we work with large organizations
and small businesses and individual
leaders to say, how do we build
the type of culture and systems
that ultimately support people
from everything from well being to
mental health, but not sacrificing.
Any of the success because as I
mentioned I'm an ambitious girly
that's a ambition is embedded
in me so we can have innovation.
We can have success growth and we can
center well being and the leader can take.
great care of themselves.
So I have always had the intention
to go after this as a both rather
than we need to sacrifice or we need
to just like leverage people, but
not really have any deep connection
and shared interest with them.
Relinde: That is so beautiful that you.
Say there's seemingly contradiction, but
actually you bring it together is that
you can have that ease and what you say
if something is health wise or something
in your family, I remember when I was
in the middle of a launch and my grandma
passed, that was really challenging.
And then if you don't have a team or
systems in place that can hold you a
little bit so that you can, be present
in your life and for the people that
you care about, and then still go
on, then that is really difficult.
Hey, and when you were sharing about
is, you say you work with a lot of
like smaller businesses as well.
And they and you said have
an onboarding process.
It feels like it is almost a mindset
shift in how seriously you see yourself.
That's what I hear you say.
Yes.
Yes.
Yes.
I love that.
Yeah, totally.
I can definitely expand on that.
Go ahead.
I'm sorry.
Yeah.
Go and expand on that.
Because I feel that's a big one
because we think, yeah, but I'm really
small or just this little thing.
I don't have, I'm not
a corporate like huge.
So culture is that even for me,
and but tell me more about that.
What is that inner shift in how you
think about yourself and your business?
Tell me more about that.
LaKita Williams: I love that.
And thanks for pumping the brakes
for us to talk about that more.
It is, I want to start from maybe just
a sentence you deserve, you deserve it.
So you deserve to think of yourself as a
leader of a business or an organization.
So often people will hear things when
we even say team okay I'm not there yet.
So it's not for me or I mail off five
packages a month with my product.
So I'm not a company.
No, you are a company.
You deserve to leave from the place of
I am building a business and I deserve
the type of resources and support
that any business owner would have.
Of course, that means, you'll make
different decisions and things will
roll out and you'll get different
support at different times, but you
are a business, like you are operating
as a leader of an organization.
And when we can have that shift, as you
so beautifully described Relinde and put
ourself in that seat, it opens up way more
possibility and thinking big than it does.
If we just consider ourselves as ah, this
is just something I do on the side, then.
My level of seriousness or approach
I might have as a leader when I come
to my work, how other people, like
maybe you live with other people,
you have a partner, how they view
your business, like language matters.
So you have a company and you
are working to make that company
successful and you deserve all the
things that go along with that.
Relinde: I love that.
And then when you get people in there,
they are like partners so that you
actually work together in, in that way.
What are other things that you
see, maybe even with the bigger
or the smaller companies, but what
is it that you see that people?
I think that they do it quote
unquote wrong, not wrong, but they
just don't know that they're doing
it, but there's a better way.
LaKita Williams: Yeah, I think
we've already, we touched on
one which is around hiring.
So hiring and having folks
to support you is great.
Really important.
You don't need a team of 50 people.
I'm not saying that you're also but
you are not an expert in everything.
So often we'll think like people
say no one can do it as good as me.
And it's because you haven't
had anyone who was really
excellent at it doing it yet.
Yes, you have a supreme amount of talent
and knowledge and flexibility, because
you've been running this business.
But if we bring in someone who is an
expert in a particular area, they are
going to take that area to the next level.
The importance of hiring is a
miss that I see sometimes that I
really want to encourage people.
The other 1 is culture
and we started with that.
Think about culture from day 1.
If it is only you.
Or if it is you and a partner,
someone who is a contractor or vendor
with you, you all create a culture.
So how do you meet?
How do you talk to each other?
How do you work together?
Understand that kind of the moves
you are making in your company is
an example of what your culture
is and be intentional about that.
It doesn't mean you have to have a manual
and 15 policies and all the things.
It just means that how we are
intentional about how we work together,
how we talk to each other and how we
get assignments and projects done.
If you focus just on those three, you'll
be, ahead of most people, even some,
even folks who have teams of 30 and 40
people, you'll be amazed at like how much.
Folks are missing kind of some
systems and things and put
in those processes in place.
And then I would say the topic that's
been coming up a lot and I don't know
if it's because it's holiday season
or what it is, it's like meetings
and folks feeling really overwhelmed.
I have a huge number of meetings
I'm meeting every other day.
And so I would say, and.
Be really intentional about your time.
So one of the practices we have at
our company is that we don't have
meetings, external meetings on Mondays.
The first week of the month is closed
to external meetings to do internal
business work so that you're not
always working in the business.
You're all, you're also
working on the business.
And these are some kind of speed
bumps you can put in, even if
you are an individual founder.
So I would just say, get that calendar
out and map some of these speed bumps
in and build that time in so you have
more time and flexibility as well.
Relinde: Hey, I love that.
That is so powerful.
And let's look at these businesses that
are working towards six figures, maybe
just that six figures and you don't have
a ton of money yet to hire the best of
the best people because you just said
if so, if you want somebody who's better
than you, sometimes that also comes with
a expense that you might, your business
might not be comfortable doing it.
So how will you navigate that or what
would be the first, the way to hire, even
though you're not generating that much
revenue yet so that you can have people
full time and like all that good stuff.
LaKita Williams: Yeah.
Hiring is one of my.
Absolute favorite things to talk about
just because it is such a differentiator.
I have found in the success of
folks is businesses, not just
financially, but also how they
feel and their sense of wellbeing.
And when sometimes it's done in a way that
it's not as successful, it can be a major
source of taken away from our wellbeing.
So what I'll say is.
We don't have to immediately
go out and have someone working
in the company full time, okay?
Start smaller.
You can say, okay, I need
this level of expertise.
I'm going to hire someone to
help me focus in this area.
And I'm going to hire them part time.
And part time can mean 15
hours a week, it can mean 20.
I know there's such a variation about
full time based on where you are.
You all, I'm in the U S and we
work like a gazillion hours a week.
So part time for us is like
25 to 30, which is wild.
Start small and that is okay
because there are people out there
looking for that opportunity.
That person may not be
able to grow with you.
So once you're like, okay, now I want
to have someone who is full time.
That means you may need to
find someone else that is okay.
We have to get more comfortable with
transition happening in our company.
For us, when we started with one of our
ad our folks who work in who leads like
administration, she is now the lead
project manager for our company because
she wanted to grow into that role.
She's supremely talented.
And we were able to do that and we
have had partners who worked with
us for a shorter period, and then
they tried, they needed to stay in
something that was more part time.
So be willing to start small, but
what I will say is still be serious,
like still take a seriousness to it.
So sometimes when folks want to bring
in someone like who is a vendor, Or
someone who is just working 10 or
15 hours a week, they will not take
folks through an interview process.
And that's a big mistake.
Interviews are about shared alignment
between you and the individual.
If someone doesn't want to take the couple
of hours or meetings to meet with you and
no, you shouldn't be taking people through
a 18 step interview process if they
don't want to meet with you for a little
bit to see if that shared alignment.
You have your answer.
It's not the right person to
partner with you and your company.
Again, this comes back to a belief
and the belief here might be,
Oh, because it's not full time.
Nobody wants to work with me.
Nobody wants to help me.
I can't afford it.
Lessen the amount of time and put
it out there, go through the hiring
process and identify the person
who wants to partner with you.
We have helped organizations
hire 50 people.
We have helped organizations
hire their first person.
We have helped organizations find
the right vendor partner for them.
There are amazing people out there.
And so we just have to
open up our willingness.
To go through a hiring process and
also to work with strangers, which
is another gap that sometimes I see
that folks are, they'll just grab
someone they know, but we have to
get comfortable meeting strangers and
working with strangers in our company.
Relinde: Yeah, that is, that's so true.
And when I heard you talk about it, it's
it's also so giving a time because I
noticed that sometimes for me or with my
clients, they like hired somebody like.
Give the work away.
Oh, it wasn't done exactly as I wanted it.
I'm like, give it time.
You have to get to know each other.
You have to, they have to learn like what
it is about, like that the style that you
write in, for example, or what you want.
A thousand percent.
Yes.
How long would you say that?
This is so true.
Yeah.
And then we think, okay I'll do
it because they didn't do it.
Like they didn't really
take it out of my hand.
Like you can't hire somebody and it's
the first time it's actually a bit
more work and right and an energy
of you as a business owner to for
them to start like really getting
LaKita Williams: Yeah, and you have to
commit to that level of responsibility.
Once again, like if you're a
business owner, you are a leader.
I think everyone is our
leaders, but you are a leader.
And in that leadership, that
means I have to coach people.
You don't have to have previous
experience in management to do that.
It's just seeking to understand
what is this person's perspective?
Did they understand the ask?
What was the output?
And then talking them through how you
would want things to be different.
So I'm I could say a
million things about this.
I'm so glad you brought it up.
But this piece around.
People are disposable in a way
is I'm hearing this a lot more,
especially in the like online business
world of give somebody two weeks.
If they're not doing it, let them go.
It, you are never going to find your
right partner doing something like that.
And it's actually the.
Opposite of how a business should run
itself and what you, if you're listening
to this podcast and you're connected with
Relinde, how you want to be in the world.
So don't feel like you need to
take that advice because actually
it's incredibly inaccurate.
Partner with folks, get
to know and understand.
Does that mean if after several
months it's not working,
you don't need to move on?
Of course.
But.
Perfect.
A lot of times to your point, Relinde,
people are not putting in enough time
to do that, to build the relationship,
shared understanding and language
with the person to create a successful
company or partnership there.
Relinde: Yeah.
And I think ultimately that is
actually also coming back to taking
yourself and your company seriously.
And I'm feeling like I have a partner
on board that I also, and I believe
in both of us, if we're already, but
a little bit of a belief of I can only
I can do this and nobody else can take
this off my plate when that belief
is active that will happen, because
we let the person go too quickly or
yeah, but it's really interesting.
And on the other way around, on the other
side of the spectrum I would say that
could be, here, just solve this for me.
I don't like this part of my business.
What do you think of that?
It's like that, like completely
throwing in to add them.
LaKita Williams: It drives
me wild, Relinde, and this is
another one that we hear so much.
It's if somebody is really
resilient, they'll figure it out.
Why would you want to create that
experience for someone, right?
What does your culture mean?
What is your culture like
when you do that to someone?
And also it's not successful.
Might you find a diamond
in the rough by doing that?
Yeah, but you'll have a lot more
roughness and challenges in the meantime.
I'm so glad you mentioned this too,
because sometimes folks will bring in
someone to their team to solve five
problems and because you have been
working in five areas, because you are
a founder that is completely different
than one in someone who does social media
and does your accountant and does your.
X, Y, Z, right?
Like you, someone can't do everything.
So instead I encourage you to write
down the key areas of your business and.
Order them.
What is the priority that I need
someone else to take on now that will
give me more energy that will give
me more space to create the thing for
me to do in the business, which is
as a leader, your primary role is to
make the business successful, right?
By earning.
So what are the things that I would
need to hand off that would give me
more space that allows me to do that.
So write the list of things and
then just write the order of
in which you would hire people.
Sometimes folks think that large companies
have this really like complicated
metrics matrix for how they do things.
And it's no, they just prioritize.
And they go after those
priorities and order.
And so I would encourage
folks to do the same.
Relinde: So much here.
If you would look at your own maybe for
yourself and also what in others, what are
the biggest internal shifts or the biggest
resistances that people would have to not
doing all of this and still be basically
not limiting their growth because
they don't focus on culture and team.
LaKita Williams: Yeah, absolutely.
Let's see here.
The biggest beliefs.
One is start with this word belief,
which is believe in yourself.
So We have to believe that we
deserve to have the type of
business that we want to have.
And I know that is the deep work
that you do, Relinde, with folks.
And that is often the biggest gap.
There's some limited belief in the
background that's I don't deserve this.
Why should I have success
when someone else isn't?
I'm not a leader, right?
That there's some belief that's happening
in the background around deservedness.
The other 1 is trust, right?
That there's a limited
belief around trust.
And we often hear this in our
external environments as well.
People can't be trusted.
People aren't trustworthy.
You have to only have your own back
and you are going to work to attract
the right type of partnerships
with folks who are trustworthy you.
Assume positive intent, and then you
make sure as well that all of your
ducks are in a row, as one might say.
So I make sure we have a shared
contract for our partners, all the
things, and when they tell me, hey,
I'm working on this, I trust that
they're working on that until I receive
information that tells me otherwise.
So a limited belief around trust will
definitely, challenge you as well.
And then the last thing I'll say is
to just be a belief around be real and
honest with yourself about your ambition.
So there's there, if you are like, I'm
ambitious, I want to build a team of 10.
Amazing.
Do that.
If you're like I want to have
a multimillion dollar company.
Great.
Do that.
I've have seen a little bit of people
being shamed for that of why would
you, why do you need that much?
Why do you want to create that much?
Why do you want to have
something that big?
It's going to be too hard.
It's going to be too challenging.
So if you're receiving those types
of messages, but you're like, you
know what, I'm super ambitious.
In this way.
And this is what I want to do, go for it.
If you are like, alternatively,
Hey, I want to be ambitious and
well being and like keeping our
company small and having an impact
that is going to be, a certain way.
Be okay with that too.
So just really being clear about
what you want, naming it and
feeling okay to be ambitious.
Relinde: That permission is huge.
I definitely have people tell me
that, like, why does it always have
to be more, and I'm like, I just
have ambition there's so many people
to reach, there's so much to do.
It's so good to cut that permission
and to surround yourself with
people like you that's what I hear.
And I'm like, Oh yeah,
it's not a negative thing.
It's just that drive.
And I love what you started with saying
you can be ambitious and still have easing
your business and still have space for
your personal life and for your health
and restorative time and like all that.
Yeah.
Yeah.
Perfect.
There's one question, LaKita that I
ask everyone on this podcast, as it's
called the Choosing Ease podcast, is
for you personally, when you feel,
because we all have those times that
things are just not easy, or that maybe
you're pushing through, or there's just,
tension or stress or whatever is going
on, what is your personal way to get
back to allowing ease into your work
and into yourself and into your life?
LaKita Williams: Oh, I love this.
I Have to say I am a big, I do
a lot of internal processing
and dialogue quite a bit.
And so I try to get back to that.
And my way to get back
to that is to do a reset.
So I have a running joke with anybody
who knows me of like I will reset 15
times if I need to So one of the ways
that I choose ease is to do a reset
if I'm like, you know What things are
all over the place things are feeling
stuck I'm gonna sit down and I'm gonna
reset myself and what that usually
looks like is Getting back in touch
with my goals and what I want to achieve
within the next year and three years.
That's the time frame.
I always like to look at and that
includes the areas of my life that are
the business family, but also well being.
Personal growth and development.
And then I get back to that.
So I will often have a list.
I was looking in one of my
journals and it's okay, this, I
wrote this list in May of 2023.
And now I'm like, you know what?
I need a reset.
So I'm resetting in November
and recognizing that things
have shifted and changed for me.
And I have new clarity because I've
processed, like I'm in a different place.
And so I will reset.
Again, and that brings me a sense
of groundedness and a sense of ease.
Relinde: That is so beautiful.
And actually, I'm like, when you said
that I see you as a really calm person
who is you are achieving all these things.
I've known you for a bit more than
a year, and I just see all the
beautiful things that you've created.
And there's so much developing.
And you said I like every time looking
back at your goals, your long term,
your shorter term goals, that feels
I can almost sense that in him.
That feels like a really beautiful
Anchor that you that you just really
naturally have or something, but
a lot of people will write down
their goals and then forget them.
Yeah.
It's so powerful to really look at them.
Hey yeah, absolutely.
Hey, and, I have so much more questions,
but I'm not going to all ask them.
I'm not going to steal all of
your time, but there's so much
more that I could ask you.
But if we want to know more about you
and your work, and where do we find you?
Tell me all about it.
LaKita Williams: Yeah, absolutely.
Please follow me personally on Instagram.
It's @lakitawilliams, and I'm
sure Relinda will link to that.
You can also follow our business
and the work we do in the world
at co create work on Instagram.
Follow me on LinkedIn.
If you're not on LinkedIn I
think we attended an event
and the, one of the folks.
Like everybody needs to
be much more on LinkedIn.
So I've been trying to
really feel into that.
So if you're not on LinkedIn, definitely
get on there and follow me at LinkedIn.
And then if there's ever anything
that we can do in our business, please
email us at support at co create work.
We have.
Support at CoCreateWork.
com.
We have a hiring course.
We do audits around your
purpose and mission statements.
We've launched a certification program.
We are here to help folks build the
future of transformational work.
So anything we can do to support
that mission, we're committed to it.
Relinde: Amazing.
LaKita Williams: Thank you for having me.
It was so good to spend
time with you, Relinde.
Relinde: Same.
Thank you for sharing your magic.
This is really wonderful.
So many nuggets in here.
I highly recommend people to
find you on LinkedIn and on
Instagram and on your website.
Thank you so much, Lakita.
I'm wishing you a beautiful rest of
your day and thank you for being here.
LaKita Williams: Yeah, my pleasure.
Relinde: Thank you for joining us
today on the Choosing Ease podcast.
Remember to subscribe so you never
miss an opportunity to connect.
And I'd be so grateful if you could
share your thoughts in a review.
Join me next time as I continue to explore
the powerful skills and strategies that
will help you to let go of everything that
keeps you from fully sharing your genius.
You are destined for greatness and
through the Choosing Ease podcast,
I'm here to help you own your unique
wisdom and share it with the world.
Until next time, keep choosing ease.