Toni Morris, a boomer, and her Gen Z granddaughter, Taylor Herrera, join Yo today to talk about leadership and important perspectives of being a good leader. You may remember Toni from Episode 40 where we discussed Burnout by the Nagoski sisters.
Toni and Taylor help us explore the following questions:
· What is leadership?
· What do we want in our leaders?
· Who are or have been great leaders?
· What challenges to we face leading people of different generations?
Link to Ep 2 with Karyn and Andrea, “Is Leadership Funny?”
About Taylor Herrera
Taylor has always been a high achiever! She not only graduated early from high school, she also completed her certification as a Master Esthetician shortly after her class graduated. She was drawn to this industry because she enjoyed both the science of skincare and helping people feel good about themselves.
While the things that drew her to this industry remain, the work environment turned out to be a big disappointment. After working at multiple med-spas, and in several leadership positions, each seemed to turn out the same- disappointed that the focus was always profit at the expense of service and left her feeling disillusioned about the industry. So, she decided to explore other industries.
She landed a customer service job in the business finance industry, where focusing on service could feed her passion for helping others. She has loves this company and their approach to service. She has received repeated recognition for her high level of service and for not only achieving targets, but consistently surpassing them. After only 6 months on the job, she was promoted to a leadership position, where she leads a team of 16 employees. She is excited for this opportunity to be the kind of leader she has always wanted to be.
Taylor has a quiet confidence that is her superpower- along with her strong work ethic, desire to achieve, and self-awareness, people have always assumed from her maturity that she is older than her age.
Taylor lives in Utah with her fiancé, Nick, and her beloved dog, Lando! She loves to cook, is kind of a health-nut (in a good way).
About Toni Morris
Toni has served in leadership roles over the last 25+ years. Her experience spans a wide range including new start-up businesses, executive/operations, employee/ physician engagement, organization strategy development, training, consumer/patient experience… She has also developed and facilitated training workshops, lead consulting projects and taught classes at a community college.
In 2012, she started a nonprofit called Bridges for Humanity, that offered experiential learning opportunities to students- middle school through college.
Toni published her first book in 2016. Her writing has primarily focused on fictional stories that inspire young people to be their best selves, increase their self-awareness, and recognize their own strengths and value.
Currently, Toni is a consultant who focuses on projects that drive leadership development, employee engagement and teamwork. She is also a professional coach and is working on two new books- one is a sequel to her first book and the other is a book about the critical role connection plays in successful leadership.
Toni is Taylor’s super proud ‘Nana’! They have always had a very strong connection! They refer to each other as MBF’s (Moon Buddies Forever), nicknames that started from an experience when Tay was about 4. But that’s another story…
Ways to Reach Yo/Taylor/Toni
yo@yocanny.com
https://girltaketheleadpod.com
Public FB group: Girl, Take the Lead!
LinkTree: https://linktr.ee/yocanny
00:00:06
Welcome to episode 53 of girl Take the Lead where each week,
00:00:10
we explore Womanhood and Leadership and I'm your host.
00:00:14
Yo Kenny in this episode I'm joined by Tony Morris.
00:00:19
A boomer also known as Nana to her gen Z granddaughter Taylor,
00:00:25
Herrera who joins us. Also you may remember Tony Me
00:00:30
from episode 40 where she discussed the book Burn Out by
00:00:34
the n'gaa ski sisters today Tony and Taylor.
00:00:38
Team up to explore the following questions with us.
00:00:43
What is leadership? What do we want in our leaders?
00:00:48
What challenges do we face leading people of different
00:00:51
generations and how can more experienced leaders help newer
00:00:56
leaders. So, interesting to hear the
00:00:59
different generational perspectives and I think you'll
00:01:03
agree their insights are powerful and get to the core,
00:01:08
which is about trust. Being one of the greatest
00:01:11
leadership skills, we can develop.
00:01:14
There is one alert. I really need to make have a
00:01:18
hanky nearby. The love respect and admiration
00:01:23
this grand daughter and grandmother have for each other
00:01:27
is truly moving. And it'll grab at your heart,
00:01:30
such a beautiful conversation between them and I hope you'll
00:01:34
enjoy it. Here you go.
00:01:39
So welcome to girl, Take the Lead is Taylor and Miss Tony.
00:01:44
I'm so happy that you're here and bringing forward a really
00:01:49
great conversation about leadership and digging in and
00:01:55
looking at leadership from different generations.
00:01:58
And the perspectives that we all have listeners, Tony is Taylor's
00:02:04
grandmother, although you would you're both so beautiful, you
00:02:07
would never know it. We have two generations with us
00:02:13
today. To talk about this.
00:02:14
So Taylor would you mind introducing yourself to the
00:02:17
audience and just so they get to know your voice and little bit
00:02:20
about you. Yeah, thank you for having me.
00:02:23
I'm super excited to be here and so my name is Taylor and I have
00:02:28
a background and leadership in a few different departments.
00:02:31
I guess I've been an aesthetician for about five
00:02:34
years and I'm currently leading a team of 16.
00:02:37
I'm at a sales department. So that's currently what I'm
00:02:41
doing now and I absolutely love it and I'm excited.
00:02:43
I to talk more about my leadership experience.
00:02:46
All right, and you're a gen Z, Tony if you want to introduce
00:02:50
yourself. Sure, thanks.
00:02:53
And I am excited to be here for lots of reasons.
00:02:55
But it's such a great opportunity to be here with my
00:02:58
granddaughter. I love spending time with her.
00:03:00
Any way I can get it. So exciting to me.
00:03:02
So my name is Tony and I am have been in leadership for about 30
00:03:07
years in one form or another done.
00:03:09
A lot of different things I've been in operations and a lot of
00:03:13
Startups, hospitals, and surgery centers and such.
00:03:17
But my love and passion is really about teaching other
00:03:20
leaders and doing training and coaching.
00:03:23
And that's really what I'm focused on now.
00:03:26
So really excited for today. Yeah, thank you for coming back.
00:03:29
Tony, we have Mr. She was in episode 40 with us and here, we
00:03:35
share this. Great idea to join Taylor.
00:03:38
And for us to talk about this and I went, yes, it's not
00:03:41
terrific. So let's get started.
00:03:44
Probably it always helps to start with the definition on.
00:03:49
What do we think leadership is? So Taylor, you want to kick us
00:03:53
off throughout my experience? I mean, I've been lucky enough
00:03:56
to be in different positions to experience different types of
00:04:00
leadership, to Define what leadership is to me and
00:04:04
Leadership to me, is having trust in, whoever your Superior,
00:04:09
is that whatever job you're in, and being able to have that
00:04:13
communication, With them and how that person that you really are
00:04:15
looking up to your leader, really should be someone that
00:04:18
you can help guide you through whatever job you're in or
00:04:21
whatever. You're going through at that
00:04:22
time. Whether it's personally
00:04:24
professionally, just that person that you can look up to and help
00:04:27
guide you in whatever you want to do going forward, whether
00:04:30
it's advancing in that specific job or maybe something else.
00:04:34
But just having that person that really is a true leader to you
00:04:38
to help Advance, whatever you want to do Tony anything.
00:04:42
When I add their yeah. I think, for me leadership means
00:04:46
being a role model and really showing both by your experience
00:04:51
and in your behavior. What what leadership is all
00:04:55
about? So I think the job of a leader
00:04:59
is to help the people they lead to be successful, whatever their
00:05:03
needs are, whatever it takes to help them.
00:05:06
And sometimes that's hard stuff and sometimes that's really
00:05:09
motivating and inspiring stuff, but they both have the same goal
00:05:13
is To help them be successful. And what do you think we want in
00:05:18
leaders? I think that's something that I
00:05:22
want to see from leaders is that I haven't had that I mentioned
00:05:25
was the trust and being able to know that in whatever
00:05:28
circumstance your and that you really have that person that you
00:05:31
can trust in your job, it's going to help your daily work
00:05:35
life knowing that you have someone that you can go in and
00:05:38
that you can trust with anything that you need.
00:05:41
That's something that I've always looked for in the I am
00:05:44
hoping to be in my leadership, but that's I'm my most important
00:05:48
thing. I agree.
00:05:49
I think that trust is it's a lot of things so it means that if
00:05:54
I'm leading someone they trust that when I am giving them
00:05:58
advice, or when I'm having expectations that it's for their
00:06:02
betterment and not for my own. So it's I think also that they
00:06:08
can come and ask questions. Not be afraid to ask questions,
00:06:11
not that. I expect them to know
00:06:13
everything. And and then also I think trust
00:06:15
is that helps the people. You need not be afraid to fail.
00:06:19
So yeah, I think trust is a really strong being that leader
00:06:24
should have. I also think leaders need to be
00:06:27
humble. I think there needs to be
00:06:29
humility and I think when when As Leaders we can admit our
00:06:33
mistakes and and show what we learned from them, I think that
00:06:37
also builds trust with the people we leave.
00:06:40
I think that the confidence that comes from humility and having
00:06:45
self-awareness is a different kind of confidence leader.
00:06:49
More confident leader than someone who leads because they
00:06:53
think they have to know everything.
00:06:54
And they have to seem like they never make mistakes that's more
00:06:59
egocentric. And I think it's they bought
00:07:02
there's two kinds of confidence and I think we need comp to be
00:07:05
confident to be great leaders. But that needs to come from a
00:07:08
different place. I think, you know, one thing I
00:07:11
did a little research on Different qualities of leaders.
00:07:16
That would keep, you know popping up online.
00:07:18
A lot of them were like decision-maker, good
00:07:20
communicator sets. An example motivates others
00:07:24
calls attention to success which I thought was good.
00:07:28
But one one aspect, I did not see come up on any of those
00:07:33
lists was to have a sense of humor, right?
00:07:39
I mean, I think it was episode 2 is leadership funny.
00:07:45
And Karen bucks men and Andrea canny talk to us about laughter
00:07:50
coming from leaders. That really can lighten the load
00:07:54
for everyone, right? And points out the obvious
00:08:02
things that are going on. That everybody is seeing but not
00:08:05
talking about, right? And making it okay, to have that
00:08:12
observation. And And making light of it that.
00:08:16
I mean, Tony, you're laughing. So I'm thinking you present with
00:08:20
us. And I think one of the things
00:08:22
that some leaders might struggle with that is because there's a
00:08:26
perception that the job is serious.
00:08:28
And if we are, they are quite sure how to balance that.
00:08:31
I am no longer at the last job that I was at, but I had the
00:08:35
most amazing team and we had fun together and we could laugh
00:08:39
about things and we I think everyone on the team had a sense
00:08:43
of humor and it It did make a difference, you felt more
00:08:46
connected, you felt more real but I don't, I don't know that.
00:08:51
That's, you know, historically. I don't think that that's been
00:08:55
something that we think about. You think about work more
00:08:57
seriously and and the other outside of work, but I think
00:09:02
those lines are blurring. I think sometimes too, we focus
00:09:06
on the performance evaluation and you don't see aspects on the
00:09:12
performance evaluation lykos. Since if you Murr more or on the
00:09:17
resume, right? Or caring, you know, or trust,
00:09:23
you know, these are you know the soft skills we call them.
00:09:26
They don't show up necessarily on our performance evaluations
00:09:31
because they're the soft skills and we're being assessed on our
00:09:35
competence for the hard skills. Can I say something about that?
00:09:38
Absolutely pleased for probably the last 10 20 years.
00:09:43
I Had this reaction to the term soft skills because they are the
00:09:48
hardest skills in the world for people to master when they're
00:09:52
called soft skills. There's an automatic
00:09:55
diminishment of their value for some reason.
00:09:57
And it just I was like on this Mission.
00:10:00
How can we come up with a different way to what diff
00:10:05
something different to call them?
00:10:06
Because they're not soft. They are hard.
00:10:09
Yeah, you're so important and they are so much deeper and have
00:10:14
Carry so much more weight and they are what help us to do the
00:10:18
other stuff. Yes, thank you to the most
00:10:21
important skills, most important skills and let's change
00:10:25
performance evaluations. So they're reflected in their
00:10:31
right? And there's an actual Dimension
00:10:34
that you're measured on that says, how much you belt trust in
00:10:39
your team. How much did you show empathy?
00:10:44
Passion and care. What what do you think?
00:10:48
Or maybe it would be good to talk about some specific
00:10:51
experiences we've had and Taylor?
00:10:54
What do you think I'm going to start with a negative
00:10:56
experience? Just because it was a recent one
00:10:59
for me and one that I think might hit home to a lot of other
00:11:02
people. So I helped a company kind of
00:11:05
start up a new location in a in a new state and I was super
00:11:09
excited about. I gotta fly out and go meet them
00:11:12
before I kind of decided, if I want to To change my job and I
00:11:15
was happy where I was at. So I wasn't sure if it was going
00:11:17
to be a move, I was going to take or not and so I flew out
00:11:20
and I loved the leadership there and I was really on board with
00:11:23
it and over the period of gosh, I want to say is like four or
00:11:26
five months. They went through some
00:11:28
leadership changes in the entire company changed.
00:11:32
And it really just goes to show with like Leadership is so
00:11:36
important and how much it affects your daily life, even
00:11:39
home life like, I feel like when you have a bad leadership team
00:11:42
at work, it's going to affect everything because it's going to
00:11:44
affect your mood and all that stuff.
00:11:46
So, long story short, they went over some changes for management
00:11:50
and I was in a really bad place just because I don't feel like I
00:11:55
was happy working there anymore and that was really tough and
00:11:58
finding, you know, what exactly it was or kind of figuring out
00:12:01
how, like, it is leadership, or kind of, like, what is that kind
00:12:04
of thing? And I actually Work there
00:12:06
anymore. And I it was the best thing
00:12:07
that's ever happened to me. Just because, like, I'm
00:12:10
somewhere now where I'm very happy and her great leadership.
00:12:13
And I have trust with my manager now, and we do have those soft
00:12:16
skills with each other and we can joke around together and
00:12:19
works fun. And I love it now.
00:12:21
But that's kind of, like experience.
00:12:23
I had just like when management change at a current job and how
00:12:26
much it can affect everybody in the business.
00:12:29
Yeah, they didn't really communicate.
00:12:31
Well, right hat. What that change was about, who
00:12:34
was What it involved. Yeah, communication is a huge
00:12:38
thing that I think gets overlooked a lot of times and
00:12:43
for me that's a me my nana talk about it all the time but
00:12:46
communication is so important, no matter what kind of thing,
00:12:48
you're delivering, it's not always what's being said, it's
00:12:51
how it's being delivered and to your team or, you know, the
00:12:54
company as a whole and the delivering Communications really
00:12:57
important. Yeah, I can remember being at a
00:13:02
company and the whole leadership team.
00:13:05
And the directors, which I was at the time were being actually
00:13:13
replaced. Yeah.
00:13:14
Well, you know, there's always this mood in a company, right?
00:13:17
When those things are going on and close doors are happening
00:13:23
and this person's coming and talking to that person and they
00:13:26
never did before. It's just, you can feel it,
00:13:31
right? The one one.
00:13:32
Good example I can remember was someone from that.
00:13:35
Leadership team brought me into their office.
00:13:38
They weren't my I didn't report directly to them but he brought
00:13:42
me into his office and he said, You should be looking.
00:13:50
And I said, okay got it. And I thought one, he went out
00:13:59
on a limb because he didn't have to tell me that I didn't even
00:14:03
report to the guy. Secondly, he would, he was human
00:14:07
about it. Like, he saw that people thinks
00:14:11
were going on and I, I still admire him greatly for doing
00:14:16
that and being sensitive enough. And I know that in companies,
00:14:22
you're not supposed to do that, you know, like we have our
00:14:25
communication procedure, this group will do first, this group
00:14:29
will know second. Meanwhile, everybody is walking
00:14:32
around with that spiny. Part of their Reptilian Brain
00:14:37
going, something's happening here.
00:14:39
I don't know what it is, but I feel it, but I can appreciate
00:14:45
that. That was not handled well for
00:14:46
you Tony. What about you?
00:14:48
What is there? Yeah.
00:14:50
Yeah, well first I want to say and I don't know if I wanted to
00:14:53
say how proud I am. Taylor has always been very
00:14:57
mature. I mean I even as a young kid I
00:15:00
was always amazed at how mature she was and I just have watched
00:15:05
her grow and she's always been true to herself and she's always
00:15:10
she's respectful when she's when she's even treated
00:15:14
disrespectfully she just handles herself so well and I just know
00:15:19
she's going to be the most Amazing leader and it just makes
00:15:22
me super proud. So just have to throw that out,
00:15:27
my experience I've had and I've been really fortunate because I
00:15:31
have had many, many, many wonderful leaders and who
00:15:37
mentored me, and so encouraged me along the way.
00:15:41
So, I feel really grateful for that example.
00:15:44
And I think I've learned a lot from that.
00:15:47
I've had experience with a Nazi Good leader.
00:15:51
And I think it comes back to all the things yours.
00:15:54
You both are saying I couldn't trust them.
00:15:57
I didn't believe what they were telling me because they had
00:16:01
already lost the trust. So everything they said was in
00:16:05
question and they were very manipulative, you know, you
00:16:08
could use it always felt like it's always about them and how
00:16:13
they look. It just was not a fun place to
00:16:16
be. And it did not feel like
00:16:18
motivating or somewhere where I could grow and become the
00:16:23
person. I wanted to be so fortunately I
00:16:25
didn't stay there very long when I was thinking about this today
00:16:29
I had this thought that there's this tension that happens in
00:16:35
organizations, where there's upper management and Leadership
00:16:40
executive leadership you count on your leader, you know that
00:16:44
they care about you. That they will also go and add
00:16:50
Vacate for you and yet their hand you know, it's they're
00:16:56
being squeezed by this upper management kind of Direction
00:17:00
which is, you know, we do things to save the company from being
00:17:06
sued, right? Everything We want to protect
00:17:13
the company but there were human being.
00:17:16
So we want to relate. And so there's this this tension
00:17:20
because I started to think of what do I expect my leader to do
00:17:25
and that is what I wanted them to do was to protect me and to
00:17:30
advocate for me like I would follow them anywhere.
00:17:35
If they did that, what do you guys think about that?
00:17:38
I mean, is that that it's a difficult place to be.
00:17:42
And at times when you're feeling that kind of tension as a
00:17:46
leader, I've actually, I feel like also recently been in this
00:17:49
position position. I feel like, I mean, I totally
00:17:53
agree with you on the aspect of like when you feel that from a
00:17:55
leader like I would follow them anywhere because that's so
00:17:58
important and it's at times really rare to find.
00:18:01
So when you find it, you cling onto it and I've been an
00:18:04
experience as both ways where I didn't feel my manager would do
00:18:08
anything to help me where you kind of had to pry.
00:18:11
Help or you don't have that trust were like you didn't know
00:18:14
if they would advocate for you if a situation happened or give
00:18:18
you the benefit of the doubt and I was kind of becoming a leader
00:18:21
now I felt like I've known exactly what I didn't want to be
00:18:25
and that's what I didn't want to be.
00:18:27
And so I've taken the approach of being more nurturing and
00:18:31
calling out the good things and just being like I'm here to
00:18:34
support you like what do you need for me and that and support
00:18:36
versus like dragging people are down and saying like you're not
00:18:39
doing this this and this like being that Motivator.
00:18:42
And I've noticed a huge difference in success in my own
00:18:45
team, currently under a different change in leadership
00:18:49
compared to a different team that has a different leader that
00:18:53
is a little bit different in how they go about things.
00:18:55
So I really agree with that and I feel like I've been on both
00:18:59
ends of that and I can just truly know like when you have
00:19:02
someone that supports you and has your back and you can trust
00:19:04
that they have the best intentions with anything that
00:19:07
they're doing in regards to you or the whole team him and makes
00:19:11
a huge difference. It's in everything, but the
00:19:13
team. Yeah, I've actually had an
00:19:16
experience where I did, follow my leader.
00:19:19
They moved on to a new company and I followed them because I
00:19:25
and it was not that my job was bad, or I didn't like my job.
00:19:29
I just love working with them so much.
00:19:32
So I do think there's that. I also think that leaders
00:19:35
there's There Is that real challenge.
00:19:37
So in I've been in roles where even at the top.
00:19:41
So, Was a chief executive officer of a hospital.
00:19:44
I still reported to the board and the board had all the more
00:19:50
power. And if they didn't like
00:19:52
something or didn't want something, there was a lot of
00:19:55
pressure from them to take different actions that I may
00:19:59
want to or not. I think because of my style of
00:20:03
leadership and my really strong belief in being that kind of
00:20:08
leader. I've actually made decisions to
00:20:10
leave because I just It didn't feel right and I didn't have the
00:20:14
same values around a decision, but I do think people get put in
00:20:18
a position. I, and I was fortunate because I
00:20:20
could leave. I think sometimes there's that,
00:20:23
that kind of in-between leader that needs the job.
00:20:28
Desperately is really fearful, and there's this pressure for
00:20:33
them to take an action even if they don't feel good about it,
00:20:36
sometimes they have to do things that You know, they wouldn't
00:20:40
otherwise. Yeah.
00:20:42
So and there is a definite tension that happens now and I
00:20:47
think good leaders find a way of helping their teams.
00:20:54
Understand, You know, that they've asked a lot of questions
00:21:00
in advance of communication so that they have anticipated,
00:21:06
Taylor's going to ask and what Tony's going to ask and how to
00:21:10
address some of that. It leads us to another question
00:21:13
which is when we're leading others especially those of
00:21:17
different Generations. How we communicate and what are
00:21:22
the what are the some of those challenges?
00:21:25
Because we were not always the same, we didn't we didn't
00:21:29
experience the same things. Taylor what have you faced
00:21:34
challenges so far? So it's, it's honestly, kind of
00:21:38
crazy. I feel like in every leadership
00:21:39
job I've had, I think I've always been the youngest person
00:21:44
leading all these people that were older than me, but I also
00:21:47
think people don't never knew how old I was or don't like
00:21:50
obviously didn't know, they're not going to ask but I think you
00:21:53
know how I present myself as a huge thing with you know,
00:21:56
leading people that are older than me and kind of the same
00:21:58
things we talked about if I can make it so that each person on
00:22:02
my team regardless of age, trust me, I feel like that as that.
00:22:06
That's the biggest battle. If someone trusts me and knows
00:22:09
that I'm going to do what's best for them.
00:22:10
Regardless, it doesn't matter how old or young you are.
00:22:15
That's where I found my success as far as just like when you
00:22:19
build that Bond. Someone, it doesn't matter if it
00:22:21
does, age, doesn't matter. Obviously there's going to be
00:22:23
times where you do find things that are difficult.
00:22:26
Whether they think that they know something that's different
00:22:29
or you know, kind of like oh I've been around longer.
00:22:31
I know x y z but I don't feel like those are really questions
00:22:34
and you have that trust with somebody regardless of their
00:22:37
age. Well said, yeah.
00:22:42
I think when we're talking about the kinds of leaders, what we
00:22:45
think, is important in a great leader, and I think, they'll
00:22:49
Those skills are transferable or let's say they kind of transcend
00:22:55
age in most ways, but I, but I do think one of the things
00:23:00
Taylor you should talk about this, because we kind of chatted
00:23:02
about the difference in Jen's ears and the speed at which they
00:23:10
want things to do. And I think, as far as younger
00:23:13
Generations go, they're growing up in a world that's
00:23:17
significantly different. As far as like, Like over
00:23:20
stimulated with social media and things like that, especially
00:23:23
with things like Tick-Tock and stuff out there.
00:23:26
Their brain is going a million miles a minute and they're just
00:23:29
ready to go on to the next on to the next and it's harder for
00:23:31
them to sit down and focus for a longer period of time.
00:23:35
So I think being in leadership in general knowing who your team
00:23:41
is and who your audience is and how to being a good leader is
00:23:45
finding ways that you can accommodate both right.
00:23:47
A lot of people can sit down for a long period of time.
00:23:49
Of time and focus on one thing. But a lot of the newer like
00:23:53
younger Generations, can they're not used to having to sit in one
00:23:57
spot and do something for a period of time until it's done.
00:24:00
It's more like they're having to take more frequent breaks or
00:24:02
things like that so that they can stay engaged in the work
00:24:05
that they're currently doing. So I think in that aspect you
00:24:08
have to find different things that can make it more engaging
00:24:11
for them so that they can stay on task and doing what they need
00:24:15
to do. My work currently has a
00:24:18
ping-pong table downstairs. There's four people to take
00:24:21
breaks and to be up and moving a different way so that they can
00:24:25
take a break and come back and be able to sit down and focus.
00:24:28
And I think that's actually super awesome.
00:24:30
And really helpful, especially when we have a wide variety of
00:24:33
generations working with us, it definitely is a way that they
00:24:37
can kind of have that busyness that they're looking for.
00:24:40
But that's something that's significantly different that I
00:24:42
don't know that we've had to deal with much and until
00:24:45
recently. Yeah, I think I think it's I
00:24:49
think the awareness factor is the most important, the
00:24:52
awareness of the leader, knowing who, you know, the needs of the
00:24:57
people you lead and that they're not the same.
00:25:00
Don't have an expectation that everyone has the same needs or
00:25:04
goals or understanding or whatever, just being able to
00:25:09
recognize the differences. And you have to sometimes learn
00:25:13
as a leader to be able to know how to manage different lie with
00:25:17
different people. People yet because sometimes
00:25:19
it's not add a function of age necessarily, right?
00:25:24
Can be a function of culture, I can be a function of all kinds
00:25:28
of things that you're trying to understand where the other
00:25:32
person is coming from. You know, I'm wondering how
00:25:37
experienced laters Can help newer leaders.
00:25:42
What would you love to see Taylor to help you along?
00:25:46
I think just my leader is being an example when I see other
00:25:50
people succeed, in what they're doing, it makes me be like,
00:25:54
okay, what are they doing? How can I do what they're doing?
00:25:57
Or what isn't working for someone?
00:25:59
And so, I think it comes down to like, obviously, even if I am a
00:26:02
leader, I'm always going to have other leaders and having someone
00:26:05
I can like, look up to and kind of just see.
00:26:07
How are they doing things? I don't know.
00:26:10
Saying I never will but kind of finding different ways like oh
00:26:12
maybe I should try this or I like the way that they go about
00:26:15
doing this. I think just having someone to
00:26:19
kind of bouncy their ideas off of or just like having that role
00:26:22
model and my Nana has been a huge role model for me even
00:26:25
though we haven't been in the same state most of my life she's
00:26:29
definitely been someone that I've looked up to and helped me
00:26:32
be the leader. I am today and almost like
00:26:35
helped me want to like know what I wanted to do, she's always
00:26:37
been in management. I've always admired That I'm
00:26:40
like she's so cool. She gets to lead all these
00:26:43
people and she's so good at it. She talks about wanting to
00:26:45
Mentor or mentoring and stuff like that and she's phenomenal
00:26:48
at it and definitely been my mentor growing up.
00:26:57
Get the tissues for a moment. Okay, God Tony.
00:27:04
Wow. I think that I don't know, I'm
00:27:09
just trying to think about that the different experiences that
00:27:12
I've had. I think that I do love mentoring
00:27:16
but I feel like what makes me a better leader.
00:27:20
And what I actually love the most is getting to learn from
00:27:24
those. I lead because it's sort of like
00:27:27
when you teach right when you're especially at the level that
00:27:30
you're teaching at the college level, there's so much they can
00:27:34
teach us. And I think when, when when
00:27:38
First come to their teams, wanting to learn from them as
00:27:42
well, that also builds trust and that also builds confidence in
00:27:47
them. I think I learned more, I've
00:27:50
always learned more from my staff or my kids or my students,
00:27:56
then then probably the people that were leaving me.
00:28:00
Yeah, I got this list. I think we've touched on so many
00:28:04
of the aspects of how we can help.
00:28:08
The younger generation of leaders and I'll just list them.
00:28:13
One was to listen without judgment.
00:28:16
You know, just hear what's going on and just really listen, give
00:28:22
your time, give quality feedback was another one.
00:28:28
Offered to do some tasks or some projects to help things out.
00:28:33
Oh, be an accountability partner, which is kind of a cool
00:28:38
way to look at mentoring. Somebody like being able to just
00:28:42
hold space for you on, something like that.
00:28:46
Teach Empower, and I loved the last one which was care.
00:28:53
I have to start with that. Yeah, let's put that one at the
00:28:57
top, but I thought that list was pretty good because I do think
00:29:05
sometimes you just need to vent change the emotion from inside.
00:29:11
You getting it out and someone saying totally get it.
00:29:16
I totally get it. Yeah, well, is there anything?
00:29:23
Else? I just have loved to sew this
00:29:25
conversation so much. I think we checked all our boxes
00:29:29
but just want to check in with you.
00:29:32
I don't one of the thought that I think it's really important
00:29:35
for people who either are leaders or want to be leaders.
00:29:38
And that's ask yourself why like, why do you want to be a
00:29:42
leader? Because your motivation will
00:29:45
determine the kind of Leo you are and how successful and I
00:29:50
think we're talking about all the things that matter to us and
00:29:53
what we would want in a leader. And so that's the kind of leader
00:29:57
we want to be and I think my like, my reason for wanting to
00:30:02
be a leader isn't to have power. I really, really don't care
00:30:07
about that. I really, really want to help
00:30:10
people and I love seeing people succeed and being part of that.
00:30:13
So I think asking ourselves that question helps us kind of figure
00:30:19
out. Now we'll do as a leader.
00:30:22
So I guess on that note ladies we will bring our conversation
00:30:28
to an end. Although I think we could keep
00:30:30
going all night on this. I'll have it in the show notes
00:30:34
in case anybody wants to ask you some questions or follow-up.
00:30:39
How will do that anything else before we head out?
00:30:43
Hey, maybe. I got one idea.
00:30:45
What may be one leader. Whoo-wee.
00:30:51
Who you admire can be somebody today or somebody in the past.
00:30:57
That really kind of symbolizes a lot of these aspects for you.
00:31:02
Who would that be? I'll go first for me.
00:31:06
I mean I've already kind of said it but for me it really is my
00:31:09
Nana just because I feel like I am still really early in my
00:31:13
different careers that I've tried to go through and I've
00:31:17
actually I feel like had A lot of leaders that I struggled with
00:31:22
and someone that always got me through those hard times was my
00:31:25
nana and knowing that it is possible to lead a different
00:31:28
way. And there's not just one way
00:31:29
things can be done and seeing her example on how she leads her
00:31:34
teams or, you know, whatever job she was in at the time, just
00:31:37
made me have a new awareness. Like I can choose what kind of
00:31:40
leader I want to be. And I don't have to just stand
00:31:43
by and, you know, be unhappy in the situation I made I can go
00:31:47
out and find a new way and, you know, Oh, I can be that leader
00:31:50
that. I feel like I'm lacking or that
00:31:52
I haven't seen or felt from my other jobs so growing up, she's
00:31:55
always really been something that I've always looked up to
00:31:57
and in all aspects of things. So that's really hard to talk
00:32:04
after that. I think so too.
00:32:06
I think that's a really great place to end.
00:32:10
Thank you again for being with us.
00:32:12
Ladies and, and getting us started here in 2023.
00:32:17
So I hate you being here. Great.
00:32:19
Thank you. Thank you.
00:32:26
Thank you for listening today and we sure hope you enjoyed
00:32:28
this episode. If you did, please leave us a
00:32:31
comment wherever you listen to your podcast and also join our
00:32:36
public Facebook group. Girl, Take the Lead can also
00:32:39
visit our website girl, Take the Lead pod.com.
00:32:45
If you ever want to hear any of the episodes and we'd love to
00:32:50
hear about your Audience with other Generations that you might
00:32:56
manage. Definitely just drop me a line
00:33:00
at yo at yo, can e.com it be great to hear from you and we
00:33:05
have our winter quarterly newsletter about ready to send
00:33:09
out. So if you haven't gotten one in
00:33:11
the past, you can also contact me at my email and I'd be happy
00:33:15
to add you to our list and we don't share your email with
00:33:18
anybody next week. We'll have a special episode to
00:33:22
celebrate the completion. A number first year.
00:33:25
Well, who can you believe it will look ahead to how our
00:33:29
personal brand is changing and pivoting a little bit.
00:33:34
Can't wait to share that all with you next week so take care.
00:33:38
Talk to you soon. Bye.