A theme for LearnConnectDo 2019

On 14th March this year it’s the first LearnConnectDo event of 2019 as these events run into their 4th year now!  Wow.

“These are always thought-provoking and useful sessions!”

CH, previous delegate.

Huge thanks to everyone who has attended, facilitated and helped us along the way – including PKF Cooper Parry who kindly sponsor us by letting us use their amazing workspace for every event.  read more

You’re good enough as you are – but here’s some feedback

The other day I wrote this piece about how we are all absolutely OK. We just forgot it.

This has been a new realisation for me thanks to learning about the Three Principles with Piers Thurston and this particular realisation has helped to settle a paradox that I used to just accept I had to hold both ends of.

That paradox was that I would hear people say “you’re good enough just as you are” but then I would hear and see others doing or saying things – maybe about their own work or feeding back to me – which would suggest I “should” be doing or behaving in a different way. So…I’m good enough as I am…..except when others (or me to myself) lay down a judgement and then I’m not good enough, I’m imperfect in some way and I “should” change and do something different.

Now…..the paradox has dissolved.

Two key realisations have been part of this happening….

One is that I had a deep whole-body realisation that I’m actually, deeply, fundamentally OK. I am already a whole person. Good enough just as I am. I truly “see” that. I don’t just hear the words at an intellectual level.

Two is that I see that everything I have ever experienced has been from the inside out. So all those times when I’ve thought I “should” be doing something because of what someone else is telling me or what I’m enviously seeing others do, have been created by me. Self-imposed “should’s”.

And the result. The paradox is gone. I am deeply, fundamentally, good enough as I am and I know I have an innate capacity to be creative and resourceful which means I will keep moving forward, learning, improving and creating with the goal of making a positive difference. But not because I “should”, instead because it feels like the most natural and obvious thing to do.

 

[Photo credit : https://unsplash.com/@rohanmakhecha]

Creating Coaching Cultures : #LearnConnectDo June 17

After a slight delay because of the fabulous #CIPDNAP17 last Friday and Saturday, here’s a peak at what we did at Learn > Connect > Do on Thursday 8th June.

We had a small and perfectly formed group on the day – a great mix of in-house and freelance people, and it was fantastic to have Olivia from Twenty:Twenty there – her first event since we began our partnership this year, and which resulted in some opportunities for Twenty:Twenty to get involved with delegates’ businesses, supporting disadvantaged young people into work 🙂 – hooray!

 

So our topic for June was creating coaching cultures and, after everything that’s been going on recently, our food theme was hearts.

There are two learning parts to the LEARN of Learn > Connect > Do : the topic and the facilitation approach. For facilitation this time we worked as a group round some flipcharts – each flipchart had its own question, a different colour pen and a different location in the room to help with recall of the content afterwards. We had a focused and rich conversation, keeping ourselves to 10 minutes per question so that we could cover all the priority aspects, and which allowed time in pairs at the end for more personalised coaching / mentoring / planning.

Which meetings where you work could benefit from this kind of approach?   Sometimes discussion around a meeting table isn’t what we need.

And so to the topic : creating coaching cultures.

Why would we want a coaching culture? : We created a sense of the kind of organisation that can be created through coaching cultures. A few of the aspects that seemed critical to this discussion were that

  • The organisation can be agile because everyone knows what they’re responsible for and feels confident and empowered to act.
  • Everyone does the job they’re hired to do – there’s clarity of responsibilities, managers and leaders stay in the space they’re intended to occupy by not taking on responsibility for doing the work that really belongs to their team.
  • Being able to listen and ask solution-focused questions is a skill that’s at the foundation of nearly every management conversation – absence, career, performance, disciplinary…. It’s also a skill for talking to customers whether in sales or customer service, and it’s a skill that colleagues can use with each other – and take out of work to their personal lives.
  • read more

    #cipdnap17 : It’s all about community

    The CIPD Northern Area Partnership Event is back on 9th and 10th June with a focus this year on Enhancing the Employee Experience.  The thing I love most about NAP is the sense of community it creates, and so the purpose of this post is, yes, to tell you about what I’m up to at NAP this year, and it’s also to tell you about all the many, many ways you can connect with the fantastic HR and L&D community both online and in real life to extend your learning.

    So first, what I’m doing at NAP this year……I’m running a reflection session during the lunchtime fringe on both days – this is to provide time for delegates to pause, process and reflect together on what’s been heard.

    Conferences are a great way to learn because you get so much content in such a short space of time.  And conferences are a dreadful way to learn, because you get so much content in such a short space of time!

    And so the point of these sessions is to prevent you leaving with a head full of stuff and no idea what to do with any of it.  Which can often result in nothing being done at all.

    The sessions will be informal and interactive with delegates listening, asking and sharing in small groups for as long as is useful to them.  Pressure well and truly off!

    If you’re joining on either or both days I really look forward to seeing you there!

    Now to the wider community which, if you’re not tapping into, please please do!  There are so many great, and many free, chances to connect with others in the HR and L&D space to take time to reflect more often.  If we don’t stop to get perspective and think then we’ll keep doing the same stuff and expecting different results.

    So, places you can go for more….. (and please tell me what I’ve missed and I’ll get it added on).

    On Twitter

    #LDNights – Tuesdays at 8pm (from @LnDConnect)

    #HRHour – Thursdays at 8pm (from @HR_Hour)

    #LDInsight – Fridays at 8am (from @LnDConnect)

    Regular-ish Meet-ups

    Connecting HR (@ConnectingHR on Twitter) – usually drinks and chats in nice bars with fellow professionals – now established in Manchester, York, Leeds, Bradford and the North East

    LnD CoWork (#LnDcowork) – for anyone around the L&D space that feels they’d benefit from working in a different environment, with different people – either just to work knowing people are on hand if you want advice, or to get input and ideas, or generally catch up – now established in Manchester and London, Leeds recently launched and Birmingham is on it’s way!  Website here.

    Regular Learning Events

    Learn > Connect > Do – my event! For people pros who care about making work better to share and learn in a fun & informal way with profits going to charity.  It runs quarterly near Leicester.  Next one is 8th June about coaching cultures. Follow me @wildfigsolns or #LearnConnectDo or go to the website here.

    Facilitation Shindig – “A gathering space for change practitioners who facilitate team and group conversations to share ideas, experiences and learning.”  Next one is 6th July with the theme of “Outside”. @Shindiggery1 #facilitationShindig and website here.

    CIPD Annual Conference – check out the fab free fringe sessions Doug Shaw and Meg Peppin run (similar to what I’m doing for NAP)

    Less Regular Learning Events

    LnD Connect Unconferences – where the delegates decide the agenda – no speakers on stage, no sales pitches, just professionals learning together to explore shared challenges.  These mostly run in Manchester and London but sometimes in the Midlands and the York/Leeds area. Follow @LnDConnect for latest news.

    Street Wisdom – using the streets as a source of inspiration – check out @Street_Wisdom or sign up on their website for when the next ones are running.

    Art of Innovation – run by Doug Shaw with more info here

    Meg Peppin is also cooking up something else!  She says to follow her to be the first to hear more…..!

    Calendar of L&D Events

    Check out this great resource from Fiona McBride: an L&D Calendar of events for conferences and things.

     

    And there are lots of general chats and questions asked on Twitter from the broad and varied community on there.

    So much to choose from – why not experiment and give something a try!

     

     

     

    Carnival Time!! How do we make every day a learning day?

    In a couple of months, on 10th and 11th May, the Olympia in London will become home to the CIPD Learning & Development Show.

    It’s a fantastic learning event – whether you go to the Conference sessions, spend your time on the Exhibition floor and in the taster sessions, or talking to fellow delegates – there’s something for everyone!

    This year, there’s a theme about embedding learning into everyday activities: Make every day a learning day! And this post is an invitation to you.

    As part of the blog squad I’m running a blog carnival – an opportunity for anybody to blog around the theme of how we make every day a learning day which I’ll curate at the beginning of May. The point of this is to get everyone’s thinking juices flowing, to get people thinking and working out loud, and help you shape your purpose for going to the event or following #cipdldshow.

    When you go to a conference or exhibition, it’s easy to go, fill your head with a bunch of stuff, fill your bag with a bunch of swag, and leave wondering what you went there for in the first place. Don’t get me wrong, there is much to be gained from the world of serendipity, where you allow things to appear and where you follow your nose in the direction your energy takes you. However there is also much to be gained from having a purpose. Having a reason for going. The ideal is to get a balance between both of these two. Be clear on your purpose and let yourself be led by your energy.

    So, this blog carnival is to help you shape what that purpose is for you. Whether you go to the exhibition, the conference or just follow the backchannel (#cipdldshow) having a purpose will help guide your attention to the areas of greatest benefit to you.

     

    So, what do you need to do?

    🙂 Write a blog post by the end of April:

    Either – Publish it on your own blog site and tell me it’s there – tag me into a tweet or LinkedIn post

    Or – put your post in a word doc and email it to me, then I’ll host you on my blog page

    🙂 Get sharing:

    Share what you’re reading from others so more people can access all the thinking that’s going on

  • Use Twitter, LinkedIn, Facebook or share it internally in your organisation
  • read more

    Building for Collaboration

    Today I’m delighted to welcome Shirley Marshall to the Wild Fig blog.  Shirley’s an HR Partner at RCI and came to the last Learn > Connect > Do event in December.  I was delighted when I heard that Shirley took her learning back to work and wrote an internal blog post to get others thinking and talking about the topic of workplace and collaboration, and she’s kindly given permission for it to be re-produced on here.

    This is what the “Do” of these events is all about!  Having met Shirley and experienced her commitment to making work better, I’m confident that this will be the start of some changes for her and her colleagues.  For now, it’s over to Shirley with her reflections and questions that may just get you and your colleagues thinking and talking too.

    I recently attended a think tank session at the Beefeater Pub in Leicester and given the topic was “do we still need offices” it was pretty relevant not to have the session in the office environment! As I walked in, the atmosphere felt friendly and warm, not like the traditional “seminar” type environments which we are often greeted by when attending such events. It immediately got the creative thoughts flowing in my mind!

    To kick things off, a guest speaker (Dan Pilling) took to the stage to demonstrate the facilitation technique which was Pecha Kucha; a presentation style designed to facilitate dynamic conversations and consists of 20 images over 20 slides, with each slide having a 20 second window therefore making the presentation just 6 minutes 40 seconds. Dan is in Facility Management starting his career in the functional world of, how do we make the most of this space? However, as the world has moved on, so has his role in terms of managing stakeholder expectations and needs to ensure the office is not only functional but meets the needs of the business in terms of organisation goals, culture, engagement and brand.

    Pecha Kucha was engaging and I focused on the content of Dan’s presentation rather than what was going on within the slide. It gave me inspiration for future toolkit sessions or open days that offer short, engaging “bite-size” insights rather than long presentations.

    Dan’s presentation was thought provoking, and sparked many questions in my mind, but on review, they culminated into one overall trail of thought: what stops collaboration across different office environments, be that across floors in the same building, or across different locations?

    Is it culture? The facilities? The IT? The behaviours/habits of the people? The communication channels? A lack of empowerment? Is it a combination of all of these factors and if so, how do these things integrate? We often look at these topics in silo but perhaps we need to bring it all together to make sure the objectives are aligned and conducive to teamwork and collaboration. In order to do that, we require alignment cross function and physical location, ensuring that everyone has access to the same resources and opportunities regardless of physical location or the team they sit within.

    After the presentation, we split off into groups to brainstorm some ideas and resolutions to the current challenges we were facing….. We discussed the “us” and “them” mentality, with one member of the group – Garry – explaining that within his organisation they had Finance & IT on the 5th floor and Sales on the 8th floor and although part of the same organisation they were two distinct functions, with no sense of commonality, even to the point that the Senior Leaders within each floor had not had regular meetings until 2 months ago. This got me thinking about our recent office moves, and those that may be upcoming. I have heard people talking about how a particular team have moved “to the other side”. Perhaps it is a natural inclination to box ourselves and others as it enables us to simplify our complicated lives, & gives us a sense of belonging. But how can we move away from that when it prevents a culture of collaboration?

    I started thinking about how many pockets of collaboration are occurring across our region, different teams do this in different ways…. But how do we communicate these tools that are currently being used in isolation? Team collaboration is fantastic but if we are all working to the same common goal and purpose – to send people on the vacation of their dreams – then let’s bring all of this together! I felt like we have all the right tools and stepping stones, but there is an obstacle – perhaps an unrealised one that prevents inclusion/sharing of these tools and insights.

    A possible obstacle to this is the natural desire to pigeon hole ourselves into areas of expertise – but who should be involved and who makes the final decision? How often do we take a step back when it is something we are an “expert” in, and ask for other’s opinions or feedback/input? People that are collaborating across the business at the moment, could really benefit from including other people in their discussions but how do we foster an environment that makes it ok to reach out and include others. In fact, how do we ensure that people across the business know who is the most appropriate person or team to involve?

    Is it also true to say there is an out of sight, out of mind mentality? How many people in the Midlands office understand what the Spain or London offices do? Predominantly it is only those working directly with those teams that would have an awareness of that.

    Further to this, we often hear people talking about how busy they are – is this real or is it for perception? What if people have loads of time to share ideas and participate in collaborative thinking sessions, or just catching up with other functions and organisations – does that give the impression they don’t have enough to do?

    Giving ourselves time to think and improve and collaborate should be part of our day to day and accepted within the culture, not perceived as time wasting. Some managers might be better at encouraging their teams to take the time on such things than others. How do we make this ok?

    Before you leave this blog, take some time to ponder these questions….

    Who could you better collaborate with?

    What stops you from collaborating?

    Do you give yourself time to think and reflect?

    If not, what stops you doing that?

    What would be the benefit of making time to think?

     

    And finally….

    What commitment will you make to do things differently in 2017?

     

    [Image credit : http://blogs.informatica.com/2014/05/01/pim-is-a-silo-breaker/#fbid=SBF1IUS70NT]

    How do you feel about chaos?

    At the age of 30 I was properly introduced to the concept of chaos when I had my first baby.  Until then, or at least through my ’18 and over’ life, things had been fairly un-chaotic. That’s not to say they were uneventful but any surprising or unexpected events were mostly fun and things I wanted to be part of.  As I went from 25 to 30 we bought our first house, did it up and purchased much from Ikea (other household shopping outlets are available).  During that time we settled into the rhythm of grown up working and home-owning life.

    In those days the cushions on the sofa were always plumped and neat.

    You see, I have quite a strong need to control, which is ironic when my favourite work is coaching where I have very little of that.  But it’s true.  I remember my siblings laughing at me when we went for a weekend at my brother’s uni and I was straight into planning where we’d eat, what time we’d need to leave, etc, etc…. yawn!

    Fuzzy lights

    So when I was pregnant I went into my usual academic pattern of learning from books, in preparation for being in control of applying the ‘successful parenting’ formula to the new little person.  But much like leadership, the books don’t give you all the answers.  What I hadn’t accounted for was that – wait for it – all babies are different!!  Seems like such an obvious thing now.  And not only are they all different to each other, but they’re different in themselves from one day to the next!  I struggled massively with the fact I couldn’t follow the same pattern or habits as the day before to get the same results.  I had no control!  Add to that the fact hubby had a horribly long-hours job at the time, I had undiagnosed anaemia, then full on mastitis, and possibly a touch of PND too.  All in all quite a lot of horrible chaos!

    However I also look back on that time as the stage of the greatest personal development I ever had.  Learning how to stay calm when there’s wee / poo / vomit in various combinations in places it shouldn’t be.  Learning how to ask for help when I had no idea what I was doing / whether it was the right thing to do.  Learning that in fact there is rarely ever one “right way” to do things.

    Learning to not worry about the cushions being wonky on the sofa.

    And when baby no. 2 appeared, life continued in that vain with the definition of chaos stepping up another notch.  Two small people with wee / poo / vomit stuff going on – and so often at the same time!

    Now there are less of the bodily fluids, instead it’s more of the sibling rivalry which results in much verbal and physical combat, and calls for “muuuuuum, he/she’s just……” – an alternative version of parenting chaos.

    These days the cushions on the sofa are weapons that are left strewn on the floor for days.

    And so familiar are the parallels with the world today.  The VUCA clickbait is all around us.  This crazy, fast, always-on world that we’ve chosen to create is now the thing that many want to stop.  Occasionally there’s a call for a different choice – I especially like this piece from Simon Heath suggesting a choice which is calmer and more serene.

    I like the sound of that and I also don’t believe it’s possible.

    Us human beings, we’re so complex and ever-changing.  Although on the surface we’re more predictable and habitual than a newborn, something (large or small) is changing within or around us all the time, every single day, and that influences our feelings and behaviour.  And then add to this that we’re all so different.  This was really evident to me when I saw some soon-to-be-published PhD research which showed absolutely no correlation between the individuals in the research and certain learning activities – they are all unique individuals with unique learning needs.

    Chaos

    When you collect together a world’s worth of people with differing needs who are in this constant state of flux, and who can communicate with each other across continents at the drop of a hat, chaotic stuff is going to happen.  No book is going to have a perfect 2-by-2 model or 5-steps-to-success process that’s going to solve it all and we need to be OK with that.  Especially as leaders when our natural human need to control and minimise chaos results in disempowerment and disengagement of the team.

    I’m starting to read and learn more about Gestalt.  I know bits and pieces, including going on a course this year about Polarity Thinking, which originated from Gestalt and which has echoes of Yin and Yang.  It centres on the belief that to be happy and satisfied in life we need to maximise both ends of a spectrum – both the chaos and the calm.  This is what I believe in and am starting to practice.  That sometimes life is serene and that’s great.  Sometimes it’s chaotic – and that’s great too.  Our natural reaction to chaos is to shut it out, to get away from it, to get angry that it’s there.  The uncomfortable feelings it generates in us are the kind that make us want it to stop or go away.  And yet with my first baby, where the only option was to carry on and do the best I could, I gained more than I could possibly have imagined.

    It might not be easy but the rewards are great.

    And the more chaos there is, the more it needs to be balanced with choosing to make space for calm.

    I’m reminding myself of this every time a new favourite celebrity from childhood passes away.  I’m reminding myself of this as we look ahead with questions over what happens next with us and the EU.  I’m reminding myself of this every time I’m in the middle of cooking tea and a new war breaks out in the front room – this one is the hardest though!

    My goal: leave the cushions on the floor for a few days and see what happens.

    Embrace the chaos, maximise the calm, and it might work out even more than just OK.

    #cipdldshow : What I heard and what I think

    After a full 2 days in London, I’m starting to process and reflect on what I’ve heard.  And this isn’t even half of what was going on there!!  So, here’s where I am.  What do you think?  What else did you hear?

    Start with the business. Know your business.  Know the strategy.

    Yes.  And…

    Be confident in your profession and the value, insights and knowledge you bring.  Yes, see yourself as a business leader, and at the same time know that in the same way Finance are business leaders with a deep ability with numbers and commercials, you’re a business leader with a deep ability in human behaviour and the impact of learning.  Nobody can be great at everything and the business will only succeed in its strategy if you’re being great at what you do.

    Use data.  Prove ROI.

    Yes.  And…

    Make it context relevant.  Use %’s not just straight numbers.  Make best friends with the right person in Finance who can help you.  Use ‘subjective’ insights.  I saw a beauty product the other day telling me that 80% of people find their skin feels softer and smoother after 4 weeks.  That’s not a ‘hard metric’, that’s their opinion, but it gives confidence and helps people buy into it.

    And…

    Don’t get so lost in this that you forget the purpose of what you’re doing.

    Use technology for bite sized, always-on learning.

    Yes.  And…

    This feeds the need to always be on, working and learning in a Just in Time world that operates at pace.  We also have a responsibility to help people slow down and see the value in space and thought.  Street Wisdom is a perfect opportunity for that.  Hey, even Google turn to a colleague first instead of tech when they’re stuck on something.

    Create an environment to learn.

    Yes.  And…

    Actually, for me, this is the key stuff.  Build a coaching culture by bringing it to everybody in the organisation so it’s just the normal kind of conversation people have (except not all conversations would be coaching, because that would be weird).  Create learning communities who come together to learn together, in a safe environment, through discussion and debate.  Don’t assume or judge what others need to learn (separate this from performance management).  There might be some stuff they have to know, but you can’t MAKE someone learn anything.  Invite people in.  See what they discover.  Create advocates by giving them a learning experience they want to be part of.  And go deeper.  Change your thoughts, change your results.  Connected to our responsibility for space and reflection to be valued, if we keep doing the same stuff we’re going to keep getting the same results.  We need to stop, look at what we’re doing, figure out what’s getting in the way, and do something else.  Often the stuff in the way is the limiting organisational beliefs about what can or can’t be done.  Want lasting learning and change?  Go there.

     

    Ian Pettigrew did an amazing roundup of the event here.  And check out #cipdldshow for more tweets and blogs from the delegates, exhibitors and #blogsquad.

    Till next year!  10th & 11th May 2017.

    #cipdldshow – How comfy are you?

    Next week sees the CIPD Learning & Development Show coming to The Olympia in London!  I’m fortunate to be on the Blog Squad again, alongside bloggers old and new, so I hope you’ll find what we share interesting, thought provoking with maybe a few giggles in there too.

    CIPDLDShow16

    Already, Jo, Ian and Jonathan have written some great pre-event pieces.  I’ve been meaning to write for a while and was wondering what might be most useful to share.  Then this weekend, inspiration came in the form of this TED Talk via a good colleague Garry Turner.

    I recently learnt a new approach to problem solving called Polarity Thinking which is about solving the challenges we often come across, and which we believe are a choice of A OR B, but which are in fact something which we need to solve through A AND B.

    The talk from Knut Haanaes highlights one of those such challenges – keep doing what we’ve always been good at OR be innovative?

    To be at our best this isn’t an OR challenge to solve.  It’s an AND.  For individuals, as for organisations, we’ll achieve the best results by recognising and keeping our strengths (Exploitation as Haanaes calls it) AND by always pushing , always seeking, always discovering – staying at our learning edge (Exploration).

    Haanaes refers to the quote from Bill Gates “Success is a lousy teacher.  It seduces us into thinking we cannot fail.”  Very true if we allow success to go to our heads and swell our ego we can believe we’re invincible with no fear of failure.  And, what Haanaes doesn’t talk about, is that success can also increase our fear of failing.  If we start to look like we might know what we’re doing then we don’t want to rock that boat and let anybody see we might not actually be “all that” which they think we are.  So we stay safe and keep doing what we’ve always done because that’s what got us success.  Minimise the risk.  Protect ourselves. A safe and comfy life where we’re good, but not great.  Where we might just lack some excitement, interest or motiativation.  So whether success grows or shrinks your fear of failure, both reduce your levels of exploration.

    So, I invite you to ask yourself now.  How comfy are you?  How close to your learning edge are you?  How is your balance between exploiting your strengths AND continuing to explore?

    If you’re noticing you’re more on the comfy, exploitation side of that continuum then why not book on and join the conversations next week with an open mind to see what might light a fire for you and start some exploration.

    See you there!

    #cipdldshow

    #barefootwinterconf Reflections

    Last week I attended the Barefoot Winter Conference at Prestwold Hall (beautiful location – and yes I’m slightly biased because it’s where I got married!).  This post is a collation of my thoughts and reflections from the day which I know will help me learn and absorb, and which I hope will have some nuggets of interest and insight for you.

    On the practical conference front, it was a brilliantly run event with good amounts of time for each workshop – all of which were interactive, learning sessions – no sages on stages chalking & talking.  And a good long lunch for quality network time.  A definite focus on quality not quantity all day.

    Keynote – Prof Roger Steare – on values-driven orgs, leadership and ethics

    Since the 2008 crash stories have continued to emerge of unethical practice in organisations.  Read about Roger’s keynote in my Storify and how we helps organisations back to ethical decision-making.

    Prestwold

    Workshop 1 – Clean Language – Revealing Mental Models through Metaphor 

    This session was with Sue Sharp and Tamsin Hartley from Clean Learning.

    I chose this session for what might seem odd reasons.  I’d once been coached by someone who’d just done a Clean Language course and I really hated it.  So, because I believe it’s good to challenge our assumptions, I went along with the intent to learn more and open my mind to the possibilities of how I could use it in my practice.

    What was great was that the session was involving and interactive from the start.  Lots of play with the approach, group discussion and conversation.

    To give some context, the purpose of Clean Language is to find out how people work and think to raise their awareness to that and understand themselves (and others if a team thing) better.  Its purpose is also to remove assumptions from our own language which could (inadvertently) influence a client’s response.

    A (made up) example of a clean language interaction could follow this flow –

  • For this meeting to go as you would like, it will be like what? > It will be fun and interactive and we’ll get through everything on the agenda.
  • And you will be like what? > I’ll need to keep an eye on the time while also checking everyone’s OK, and I’ll need plenty of energy.
  • What kind of [energy] is that [energy]? > It’s the kind of energy that bubbles away. It doesn’t spike up and drop down, it’s infectious and consistent.
  • Bubbles. Infectious. Consistent.  And is there anything else about that [energy]? > It’s natural.  It’s not forced.  It’s a natural result of wanting to be there in that conversation with those people.
  • Natural. Not forced. And where is that energy? > It’s in my heart and my head.  A sense of happiness and a buzz.
  • read more