Tuesdays: 5:00pm - 6:00pm (EST)
EPISODE SUMMARY:
The audience will learn Laura's Values First Framework (6 steps); How to use your values to build your leadership identity and culture; and How to use your values to make decisions
In this week's episode, we are talking about how you can use your core values to build your leadership identity and your team culture. You'll learn from Laura Eigel, Ph.D., who will teach us about the Values First Framework with tangible examples of things you can do to build your team culture including modeling your values and rewarding and incentivizing behaviors aligned with the team culture you want to build.
Laura Eigel, Ph.D., is the founder of The Catch Group, a leadership coaching firm accelerating women into the C-suite, and the host of the You Belong in the C-Suite podcast. Known for her direct feedback and her passion for living a life guided by her values, she has been an HR executive at Fortune 50 companies, joined the C-suite as a Chief Learning Officer, and now partners with leaders and organizations to build values based cultures.
She's also a mom, wife, and true-crime podcast fan who loves indoor rowing.
#valuesfirst #leadershipidentity #leadershipdevelopment #leadershipcoaching #leadershipconsulting
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On this episode of The Hard Skills, Dr. Brancu is joined by the founder of The Catch Group, Laura Eigel, as they discuss how to use your core values when developing your leadership identity. To start the conversation, Dr. Brancu and Laura reminisce about when they first met and how Laura came up with the name of her company, The Catch Group. From there, Laura shares her own story about progressing in the workplace, which leads Dr. Brancu to ask how Laura sees her own idea progression from where it was to transitioning and connecting with leadership development. Laura highlights the idea of “rowing,” how it inspired the name of her company, and how it is relevant when it comes to terms of leadership development. Dr. Brancu then asks about how our values come into play with everything they have discussed so far.
After the first break, we returned to Dr. Brancu and Laura picking up where they left off, which was discussing a change in values, if they change, and how to adjust when those changes occur. From there, they discuss the priority of values and how they may overrun our lives, but also how we need to lean into those values.
Moving forward into the discussion, Laura shares her VALUES framework and moves on to discuss the letter A in the acronym, which is auditing time. Laura also uses examples from her book that she’s written, to emphasize leadership development and how our values transfer from both inside and outside the workplace. Dr. Brancu also gives examples of her and her client's values and how she was dividing her time inside and outside the workplace. Laura also shares her three-step plan to develop boundaries in order to take care of your personal values. The steps are as follows: tie your value into your daily schedule, then set up a system, and finally set up a reward method to celebrate consistency.
As the episode comes to a close, Dr. Brancu and Laura finish discussing Laura’s VALUES frameworks. Laura discusses about how to build up a culture and how it is important for daily life in the workplace. They also discuss the risks and the challenges one may face when developing values and building a positive culture. Something that Laura wants people to take away from this discussion is to take one intentional step to identify their values and how they show in their daily lives.
00:00:43.760 --> 00:01:00.890 Mira Brancu: Welcome. Welcome to the hard skills podcast and show with me, Doctor Mirabu. I work with leaders in healthcare research stem and other technical fields, who want to develop an authentic leadership identity and create a healthy, inclusive workplace environment to retain the best people
00:01:00.960 --> 00:01:22.140 Mira Brancu: doing their best work, in other words, developing the hard skills needed to make a greater impact. Now, this season, we're focusing on developing identity. The second stage of my strategic leadership pathway, model. And to day we are talking with Laura Eigel, author of Values. First, welcome, Laura.
00:01:22.430 --> 00:01:24.270 Laura Eigel: thank you so much for having me
00:01:24.430 --> 00:01:26.070 Mira Brancu: absolutely
00:01:26.130 --> 00:01:34.700 Mira Brancu: I'm super excited to have you here. We by the way, audience, we value evidence based practical solutions. So be ready.
00:01:34.770 --> 00:01:44.060 Mira Brancu: Take notes. I always do reflect deeply, and identify at least one small step to further develop your hard skill's muscle.
00:01:44.270 --> 00:02:08.019 Mira Brancu: Now. I will warn you. This is like the second week I'm here with a cold, and so I still have my lozenges. I still have my tea. It's sitting in a hot warmer, and I'm gonna do my best not to just cough right into the mic. That is my goal for today. So with that in mind, let me introduce Laura
00:02:08.240 --> 00:02:13.089 Mira Brancu: Dr. Laura Igle is the founder of the Catch group.
00:02:13.120 --> 00:02:19.700 Mira Brancu: a leadership coaching firm, accelerating women into the C suite, and the host of
00:02:19.750 --> 00:02:24.099 Mira Brancu: that you belong in the sea suite podcast which I have been on myself
00:02:24.500 --> 00:02:33.970 Mira Brancu: and known for her direct feedback and her passion for living a life guided by her values. She's been an HR. Executive. At Fortune. 50 companies
00:02:34.160 --> 00:02:40.969 Mira Brancu: joined the C suite as a chief learning officer, and now partners with leaders in organizations to build values, based cultures.
00:02:41.120 --> 00:02:48.510 Mira Brancu: She's also a mom, a wife and a true crime podcast fan who loves indoor rowing. So
00:02:48.780 --> 00:03:06.409 Mira Brancu: welcome Laura, glad to have you on the show. And I'm I was trying to remember. How did we meet again? Well, I know we've crossed paths in lots of different ways. I couldn't remember if it was on your podcast or through that Women's entrepreneurship program, or how we connected
00:03:06.410 --> 00:03:22.039 Laura Eigel: yeah, it was it was through my podcast but then we realized we had a lot of other people that we knew in common. And so it was a very quick and fast connection. And we've been connecting, you know, at least every other month since, I think.
00:03:22.090 --> 00:03:26.230 Mira Brancu: Yes, yes, for God knows how long. What is it like?
00:03:26.550 --> 00:03:54.020 Mira Brancu: I don't know. It's kind of crazy we connected during the pandemic when you know she and I were both continuing to explore ways to build our businesses. Laura is an I/O psychologist that stands for industrial, organizational psychology, whereas I'm a clinical psychologist by training. But we sort of came to the same interests over time, even though we've had very different paths. And so
00:03:54.340 --> 00:03:58.420 Mira Brancu: One thing I bet that people are probably wondering about
00:03:58.440 --> 00:04:03.820 Mira Brancu: is which is what I wondered about when I first met you is the name of your company, the catch group.
00:04:03.850 --> 00:04:05.690 Mira Brancu: Where does that come from? What does it mean?
00:04:05.860 --> 00:04:13.629 Laura Eigel: Yeah, thanks for asking. II love I love a a good name. And so this is II figured. You know
00:04:13.630 --> 00:04:37.490 Laura Eigel: I am going to be using this as part of my identity. So let's make it meaningful. So in the intro you mentioned that I am an I like indoor rowing, and so indoor rowing is something that I've been doing so like that means like just exercising on a rowing machine. And so I've been doing that for over 10 years now, and and through that I learn lots of new terminology, and one of those is
00:04:37.630 --> 00:04:50.310 Laura Eigel: this idea of the catch, and the catch is a part of the rowing stroke. It is, you know rowing is a repetitive motion, right? And so the catch is right before it's the rest right before you push off.
00:04:50.470 --> 00:05:07.759 Laura Eigel: and that's in in the water in a real boat with a real, or that is the point in which the the ore makes contact with the water, and then you push off so the catch has become kind of like a a metaphor for me to really think about.
00:05:07.760 --> 00:05:31.500 Laura Eigel: you know, to make sure that I have that rest, and then to remember it doesn't have to be perfect that, you know. I get to do this again and again, and it's that reminder that I get to push off. And I can be intentional. And it's just a reminder to me and to the people that I coach and companies that I work with. You know that we have to be intentional about these things. So you do get another chance, though.
00:05:31.500 --> 00:05:43.270 Laura Eigel: and so I love that meaning, and I love that reminder for myself to to use and to utilize my values and and to just be intentional with my leadership as well.
00:05:43.600 --> 00:05:47.409 Mira Brancu: Brilliant, brilliant. yeah, I mean.
00:05:47.550 --> 00:05:54.880 Mira Brancu: boy, you could apply that metaphor to so many things, and it's so unique. It's so unusual. And
00:05:55.120 --> 00:06:13.539 Mira Brancu: I'm pretty sure that you've sort of upped your game with your rowing, you know II recently have. And so I had said for years and years that I want to eventually like, get out on the water in an actual boat, and I had not done it
00:06:13.590 --> 00:06:36.700 Laura Eigel: for whatever reason, like, I had a back injury, and then really, I kind of had romanticized it like. Well, what if I don't like it? I've been saying that I love indoor rowing for so long like. What if I don't actually like being on the water? But this summer I I got out on a real boat, and I've been learning how to row with like in a in a boat, and I've done some sculling and
00:06:36.700 --> 00:06:58.989 Laura Eigel: a double. And so I am now. You know, learning really what it's like, and let me tell you, I'm glad I can try again and again, and and it's it's filled with even more metaphors for teams and for learning and the things that like I thought that I was gonna be good at, because I have so much rowing, indoor rowing experience
00:06:58.990 --> 00:07:11.889 Laura Eigel: erez agmoni actually made made it harder for me to row on the water, because I have this muscle memory of something that isn't exactly the same out in the water. So it's been really interesting, 120
00:07:11.890 --> 00:07:29.319 Laura Eigel: to like. Understand those expectations for myself, like thinking, oh, I'm going to be good at this, because I'm good at it. And really it's very humbling and really nice to be able to say, Hey, I have a lot to learn. I need to unlearn some things. So I can relearn some things
00:07:29.540 --> 00:07:46.710 Laura Eigel: cause that technique has to be really good out there. And so so yeah, so it's, it's been really fun to actually see, you know, when the when the or really does hit the water, what is that really like, and how to do that in unison with others. So it's it's been a fun experience.
00:07:47.150 --> 00:07:52.200 Mira Brancu: I love that again for the metaphor. So
00:07:52.220 --> 00:08:01.390 Mira Brancu: because this is the season of developing leadership identity. How do you see this idea
00:08:01.610 --> 00:08:05.909 Mira Brancu: of your own progression from what it was like
00:08:06.640 --> 00:08:16.380 Mira Brancu: transitioning from indoor rowing to outdoor rowing, what you learn and how that connects with leadership, identity development. I will tell you what I think. But I'm curious to hear what you think.
00:08:16.380 --> 00:08:36.959 Laura Eigel: Yeah, it's it's I think it's it's a. It's a continual evolution. Right? So what I loved about indoor rowing also is that like you can always get better? You're kind of in competition with yourself. You like you you can do it with other people if you wanted to, because there's kind of like a spin class you could like grow with other people, but like it. Is actually really an individual thing.
00:08:36.960 --> 00:09:05.969 Laura Eigel: But rowing in a boat mostly it's with other people. You can do an individual like individual boat. But you have to do it with others, and you have to depend on each other. And then even just my own, like the things that think you you think make you great are actually the things that kind of don't. And you need to unlearn. So I think it's like a a very interesting parallel to leadership. Right? It's like you are not alone the things that you do
00:09:05.970 --> 00:09:13.639 Laura Eigel: absolutely have an impact on others, right? And you just have to be super aware and intentional with every single step.
00:09:13.980 --> 00:09:18.369 Mira Brancu: absolutely. And I can also think about things like.
00:09:18.720 --> 00:09:22.879 Mira Brancu: you can go to lots of leadership development programs.
00:09:23.310 --> 00:09:37.519 Mira Brancu: And at some point. You're gonna need to practice these things among other people right? And what got you here won't get you there right? So just because you got really, really good
00:09:37.650 --> 00:09:41.580 Mira Brancu: at being a leader within a specific context
00:09:41.870 --> 00:09:43.470 Mira Brancu: and situation.
00:09:43.620 --> 00:09:55.020 Mira Brancu: And now it's rote memory, right? Doesn't mean you'll be able to apply all the same skills in exactly the same way at your next level up leadership role. Right?
00:09:55.270 --> 00:10:04.700 Laura Eigel: That's absolutely true. And it and it will probably be the things that you think will make you successful might be the things that are holding you back. Oh, yeah.
00:10:05.210 --> 00:10:11.920 Mira Brancu: absolutely, absolutely. So. Now I'm gonna throw yet another thing in there. You wrote the book on values first.
00:10:12.020 --> 00:10:14.639 Mira Brancu: how does values play into all of this?
00:10:15.080 --> 00:10:23.280 Laura Eigel: Yeah. So I really think that that values are a huge part of your identity, and they can be. And so I think that
00:10:23.280 --> 00:10:46.399 Laura Eigel: it's a way to connect back to something that's of significant importance to you. And generally, we're probably doing this. And we don't even realize that within our leadership style. But what I love about values is that everybody has them. And it's a language. But it's most importantly, it's a grounding. It's a grounding to get back to our identity and who we are.
00:10:46.400 --> 00:10:53.630 Laura Eigel: So I know that you know, in times when I'm have been trying to be the person I think I need to be.
00:10:53.750 --> 00:11:31.760 Laura Eigel: or the leader I think I need to be when it's not really who I am. Authentically, then I'm not showing up how I want to. And so the times that I am truly authentic and am truly living my values is when I'm grounded in them in my leadership. And so for me, be like using values as kind of a a grounding mechanism. To be the leader that I know I can be, and that I wanna be is that kind of shortcut. It's that grounding and the tie back to identity, because there are so many things that can get in our way
00:11:31.760 --> 00:11:50.249 Laura Eigel: to being linked to identity. There's just there's just so much noise right? There's so many kind of should, or what we think we should do. But really, the times that I'm at my best, it's when I'm really who I who I, who I am at my core, and that is living a life of my values and leading with those.
00:11:50.300 --> 00:11:55.200 Mira Brancu: Yeah. So now I have a couple of questions about that number one is.
00:11:55.370 --> 00:12:08.720 Mira Brancu: have you ever met a leader who didn't know what their values were like? They just were not aware about how they were functioning in terms of what was important to them. And like, what does that look like? What's the effect?
00:12:09.070 --> 00:12:22.789 Laura Eigel: Yeah, I think it's it's it's common. Actually, I think you know, if I ask somebody, hey, what are your? What are your values? You might say something like honesty, integrity, living? My word, those kinds of things?
00:12:22.820 --> 00:12:50.159 Laura Eigel: But sometimes we don't have the specific language about, okay, well, how is that? How is that different than somebody else? And like, how do I know that I see that in you and your behavior? Often we also describe our our values on what we're good at? I think often like our strength, and sometimes those are absolutely linked. But sometimes they're not. And so I think that that language
00:12:50.320 --> 00:13:04.109 Laura Eigel: If you haven't done that work of really understanding what your values are. You can probably give a general couple of words or phrases that generally describe them, but they're not going to be as meaningful or impactful.
00:13:04.260 --> 00:13:18.970 Mira Brancu: Yeah, yeah. And you know, I've done these exercises with people where you give them like a whole bunch of value cards and have them like sort through what's the top 5. And what's always interesting is like.
00:13:19.050 --> 00:13:22.510 Mira Brancu: you don't realize that.
00:13:23.450 --> 00:13:31.390 Mira Brancu: a lot of times you you can relate to almost every single one of them like they're all my values. Every 50, all 50, are important to me.
00:13:31.500 --> 00:13:38.849 Mira Brancu: and there's probably some that really drive your behavior a whole lot more. And you don't even realize it right.
00:13:38.940 --> 00:14:06.600 Laura Eigel: absolutely, absolutely. That's right. And I think there's in different seasons some things might bubble up more. So I think it's important to really think about them. Be intentional, and check in with them. Every quarter or so. But to your point there's lots of things we can resonate with. But what are the ones that are really of central importance to you? And how can you connect that to your leadership behaviors. I think that's the the question and what we can answer
00:14:06.780 --> 00:14:14.330 Mira Brancu: absolutely. And you're touching on something that I want to ask you after this coming break. So we are nearing an ad break. I'm going to ask you about
00:14:14.500 --> 00:14:40.370 Mira Brancu: do values change? How do they change? How do you know like when to focus on that. So when we come back from the break, let's talk about that. You're all listening to the hard skills with me. Dr. Mira Branku, and with our guest, Dr. Laura Eigle. We air on Tuesdays at 5 Pm. Eastern time. If you'd like to join us on our online audience and ask questions we can answer in real time. Just come. Join us on Youtube right now. Live
00:14:40.370 --> 00:14:48.130 Mira Brancu: at Talkradio, Nyc. And we will be answering your questions. Live if you'd like. So we'll be right back with our guest in just a moment.
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00:17:00.810 --> 00:17:17.639 Mira Brancu: Welcome back to the hard skills with me, Mira Bronko and our guest, Laura Eigel. We've been talking about the intersection of values and leadership, identity development. And where we left off is we were kind of talking about
00:17:17.650 --> 00:17:28.439 Mira Brancu: change in values. When do values change? How do you know if you're supposed to be be thinking about your values?
00:17:28.620 --> 00:17:30.650 Mira Brancu: tell us more about this process.
00:17:30.920 --> 00:17:55.350 Laura Eigel: Yeah. So so first and foremost, I think, just understanding what they are. So there's lots of ways to do that. You mentioned a card sort activity. In my book. I have a a worksheet that that you can fill out. Basically, just a couple of writing prompts picking those right words. In addition to that, I also have you tag kind of your secondary values, a couple of things that still kind of resonate. But maybe aren't those core?
00:17:55.350 --> 00:18:19.259 Laura Eigel: And so, as you identify values, I want you to have a list of 5 to 7, but no more than that, because that's just a lot. And so I want you to, you know, be able to prioritize that. So as you first get them, you want to think about like, where do these show up? How do you know what? What does even kind of success and fulfillment in these look like. So within that there's a little bit of digging, and I think
00:18:19.260 --> 00:18:29.079 that's what changes the most over time, as I think about that, even my own personal experience. So my values are family growth, development.
00:18:29.190 --> 00:18:53.530 Laura Eigel: achievement, advocacy, and balance. And so those have remained relatively stable over time. But what has changed are how that? What that looks like in my life? Right? So as I, as I used to work in corporate growing. My family now entrepreneur, doing different things with my time, like things, mean a little bit more and are different, but the
00:18:53.530 --> 00:19:01.909 Laura Eigel: but the value remains constant. So I see that often as there's sometimes an evolution of the meaning of that value over time.
00:19:02.180 --> 00:19:26.240 Laura Eigel: other times I see clients that say, you know, I. This value used to be more salient. But now the secondary value has kind of risen, and that big that's become more interesting sometimes. Just kind of the there's certain ones that are are gonna be more salient in a season of life. And so to understand what those are, I want you to check in on them, and I want you to do that
00:19:26.240 --> 00:19:50.730 Laura Eigel: every 90 days or so. I probably do it a little bit more often, because I'm kinda this is kind of my world, right? So it's almost like a a weekly reflection. Out of that. I do now to understand. Like, how am I spending my time or my values being reflected each week or each month, but at minimum, I'd love for you to do it. Do a values check in exercise every 90 days. So every quarter. So
00:19:50.730 --> 00:19:53.819 to just say, Hey, are these things still really important to me?
00:19:53.940 --> 00:20:21.159 Laura Eigel: And what what might that the meaning be? And has anything changed and allow for change to happen? It's not bad. If it does, we're ever changing people, we're evolving, and some things might be more important or something else might come up, and so, just giving yourself space to first know what those are, and then to check in on them regularly, with some kind of intentional cadence to allow for change to happen.
00:20:21.700 --> 00:20:36.249 Mira Brancu: Yeah. And I I really like what you said about recognizing that the values are tied to how you define success like, what does success look like for you? Which is a very individual personalized thing? Right?
00:20:36.250 --> 00:20:59.849 Laura Eigel: Oh, absolutely so. You and I might have the same value, but we describe it very differently, and success might be absolutely different. And that that should be the case right? And so just because it's it's different, doesn't mean one is better. One is good, just like in your own life, like you defining it one way and one season and another way in another season. That's okay, too.
00:20:59.850 --> 00:21:20.670 Laura Eigel: And just this idea of success, success does not have to be like living this perfect life of this perfect thing it might be making you know. Balance for me means like getting, you know. Ha! Having some alone time sometimes, because I'm an introvert, and just making sure that I get that.
00:21:20.670 --> 00:21:33.639 Laura Eigel: And that might mean a 10 min walk. Or it might mean like a a trip like those kinds of things like it doesn't have to be all or nothing. But it's it's what do I need in that season?
00:21:34.280 --> 00:21:55.819 Mira Brancu: Yeah, yeah, it. You know, I'm also thinking as you're talking about. The women in my towers Scope Leadership Academy program, and how? You know. One of the things that I asked them to do is not just like identify some values that they wanna lean into, but some that they wanna dial down that like maybe serve them in the past, but no longer serve them now. And one of the
00:21:55.950 --> 00:22:16.640 Mira Brancu: members mentioned courtesy, and it was all based on how it was defined. Now you know, all of us kind of value courtesy, right? But it is how, how you use it, and how it affects you, and how you engage in it. Right. That makes all the difference in terms of. Is this a value that I
00:22:16.700 --> 00:22:21.540 Mira Brancu: should be leaning into or leaning out of? And for her she felt like. She was
00:22:21.720 --> 00:22:33.640 Mira Brancu: always over accommodating so much that it was almost like she was over emphasizing courtesy over other things that were really important to her, and it was like causing her to feel lost
00:22:33.740 --> 00:22:35.620 Mira Brancu: in her own identity.
00:22:35.740 --> 00:22:40.150 Mira Brancu: And so, yeah, I'm I'm curious to hear, like your thought on that.
00:22:40.230 --> 00:23:06.540 Laura Eigel: I love. I love that reflection of what do you want to lean into or out of? Here's the thing. Especially for women. I think a lot of our values are serving other people. And so another another reflection that I love to have my clients do is, you know, is to is to look at these for a lens. Is there at least one just one minimum, maybe more. That's just for you
00:23:06.540 --> 00:23:17.759 Laura Eigel: that serves nobody else but you. And so, and then maybe leaning into that more often and often I find that sometimes leaders do not have that
00:23:17.980 --> 00:23:40.670 Laura Eigel: right. They haven't explicitly stated one that's just for them. And so I think that's an important lens. And just this oh, also, just this idea of the dialing back or the reinvention. I had one client that her her value was achievement, and over time she she reinvented it and evolved it to contribution
00:23:40.670 --> 00:24:04.610 Laura Eigel: because achievement was taking away, and those behaviors were taking away from, you know some of her other values which were family and some of her balance. And so II think even that reflection of what is, what does that look like in addition to art, is that is there at least one for me is a is a really good lens to think about. Yeah, absolutely. So
00:24:05.140 --> 00:24:06.460 Mira Brancu: given that
00:24:06.740 --> 00:24:13.550 Mira Brancu: it sounds like we have values that might be important to us, but
00:24:13.630 --> 00:24:15.519 Mira Brancu: there's a way to
00:24:15.580 --> 00:24:20.240 Mira Brancu: develop them, to lean into them, to
00:24:20.380 --> 00:24:30.680 Mira Brancu: like, embrace them or put your energy into them right? How do you? How do you, once you identify values? How do you lean into them? And how do you develop them?
00:24:30.790 --> 00:24:54.709 Laura Eigel: Yeah. So I've developed the values first framework. And so I love a good acronym. So it spells out the word values. Of course, right, of course. And so so the first the V stands for values first. So that's where you identify those values. And the A is for audit time, and that's where you try to understand what is success for me.
00:24:54.750 --> 00:25:21.180 Laura Eigel: So like those are like, do. Where is the gap you trying to understand like, where are the rank, the ranking of them? Am I getting them met, am I not? You find some happy surprises here, some things that are absolutely aligned to your values that you didn't connect before, and the L. Is for life, boundaries and boundaries is sometimes this really hard. It feels like a hard thing to do like a a a wall you have to put up. But really I like to think of boundaries
00:25:21.180 --> 00:25:34.769 Laura Eigel: as a way for caring for our values. So as we think about actions that we need to take, it's like, how can you live your about values? What accountabilities might I need to put into place, and those are the boundaries that we're building.
00:25:34.770 --> 00:26:04.259 Laura Eigel: And then the U is for uplifting others, so helping others along the way with their values journey, and then as a leader, this is where you are modeling your values for your team, and the magic here is in the modeling. You're giving others permission to do the same. Such a strong leadership way, a way to live your values through your leadership really and where it shows up into team culture.
00:26:04.260 --> 00:26:19.539 Laura Eigel: Then the E is experiencing conflict, and that is where sometimes I've we've already started to mention like this idea of conflict. Sometimes we feel like it's going to be external conflict, and I will tell you more often than not. It is this internal conflict that we have
00:26:19.540 --> 00:26:45.279 Laura Eigel: either with values, our own values, you know, kind of bumping up against each other, or our perceptions of who we're supposed to be or how we're supposed to be. And then the S is all about sustaining values. And so it's all about the intentional work and intentional plan you have. So it's not rocket science. It is about intentionally doing some of these small things which really add up in the long run.
00:26:45.400 --> 00:26:47.200 Mira Brancu: Yeah,
00:26:47.280 --> 00:27:04.150 Mira Brancu: it's not rocket science, but it is hard skill stuff. It is because, like not easy. So I was I literally just got off a coaching call with a leader who is
00:27:05.030 --> 00:27:12.280 Mira Brancu: going through this experiencing conflict piece that you just mentioned, right part of values.
00:27:12.370 --> 00:27:14.879 Mira Brancu: and the thing that she is
00:27:15.120 --> 00:27:20.400 Mira Brancu: torn between us. She's a very relationally oriented person, and so.
00:27:20.770 --> 00:27:24.780 Mira Brancu: but she's also trying to be a really good leader and hold people accountable.
00:27:24.850 --> 00:27:31.060 Mira Brancu: and her holding people accountable is causing her to
00:27:31.220 --> 00:27:35.820 Mira Brancu: have this internal conflict between being liked.
00:27:35.990 --> 00:27:37.740 Mira Brancu: wanting to be liked.
00:27:37.820 --> 00:27:51.150 Mira Brancu: but also wanting to do a good job as a leader, holding people accountable to what they're supposed to be doing. And so we really like started. I didn't realize I was like using values as as a thing, but really started teasing apart like
00:27:51.380 --> 00:27:54.300 Mira Brancu: being liked
00:27:54.410 --> 00:27:59.869 Mira Brancu: versus gaining trust versus gaining respect.
00:28:00.080 --> 00:28:04.749 Mira Brancu: and they don't. They overlap, but they also have
00:28:04.830 --> 00:28:18.080 Mira Brancu: different looks and feels like you can develop trust and not be liked. You can gain respect and not be liked. So which is more important to you, right like. And
00:28:18.130 --> 00:28:21.840 Mira Brancu: she realized, like she'd rather develop trust
00:28:21.950 --> 00:28:33.589 Mira Brancu: from her people and feel like she's a reliable, consistent leader who is respected. and she'd have to sometimes let go of being liked if she were to do that.
00:28:34.480 --> 00:28:48.539 Laura Eigel: Yeah, II love that because you got it down to the behaviors right? It's the behaviors like once you get it down to that behavior level, and then and then routed back into her value of accountability.
00:28:48.880 --> 00:28:49.680 Laura Eigel: It
00:28:49.860 --> 00:29:05.829 Laura Eigel: when you do that, that that conflict kind of dance like you lay it all out there at the end of the day it still goes back to one of the things that she values most right. And so it becomes a lens to which we can make some decisions
00:29:05.830 --> 00:29:21.649 Laura Eigel: and prioritize some of our behaviors that we're okay with it than some that we're not. And most of it is not just other people, what we're okay with them doing. But what we're okay with us doing. And so it's more important for her to show up consistently with that lens of accountability, respect, right?
00:29:21.650 --> 00:29:32.860 Laura Eigel: And trust and that is what will get her her, her people to understand right what what is expected. And how should what should I do here?
00:29:33.020 --> 00:29:37.710 Mira Brancu: That's right. And I hadn't thought about the fact that accountability
00:29:38.110 --> 00:29:46.290 Mira Brancu: was is another value that she was holding onto. That's what caused the cognitive disconnect for her is that it's just as important to her to hold people accountable.
00:29:47.270 --> 00:29:59.549 Mira Brancu: Yeah. Good one. Okay, so we're nearing another ad break. And so I wanna dig into a couple of other pieces of this framework when we come back. The audit
00:29:59.800 --> 00:30:05.099 Mira Brancu: was really interesting. I wanna dig into that one auditing time
00:30:05.170 --> 00:30:27.369 Mira Brancu: and perhaps also the boundary one. So we're nearing this, add break. You're listening to the hard skills with me, Dr. Mirabanku and our guest, Dr. Laura Igel. We are on Tuesdays at 5 Pm. Eastern. If you would like to join us online. You could join us at youtube@talkradio.nyc, and we'll be right back with our guest in just a moment.
00:32:27.870 --> 00:32:41.320 Mira Brancu: welcome back to the hard skills with me, Doctor Mere Broncu and our guest, Doctor Laura Eigel. We've been talking about her values framework. which, by the way, uses the words, the letters in values
00:32:41.370 --> 00:33:10.969 Mira Brancu: and we just got done talking about the E in there, the experiencing conflict. But I wanna know a little bit more about this auditing time. Piece and yes, I have read her book. I would pull it up, but it's on my phone. I got it as a kindle book when it first came out, so I can't pull it up, but if I did I'd have it all tagged up. And one of the things that I had sort of quote digitally tagged up is
00:33:11.240 --> 00:33:20.309 Mira Brancu: not just auditing time. But you have this values calendar thing that you use. So I'd love for you to just share a little bit more with with folks about what this is.
00:33:20.450 --> 00:33:30.659 Laura Eigel: Yeah. So I think there's lots of ways that people track their time and look at different things. And so this is a lens of once you've identified your values.
00:33:30.660 --> 00:33:55.650 Laura Eigel: I want you to kind of track your time and then put the overlay on. Where am I living my values? And so you track your time for several days, maybe a week, and not just what's in your calendar, in your outlook like the whole thing. So if you binge Netflix, write it down like all the things and increments of like, you know, 30 min or something. And so you're tracking what you've actually done
00:33:55.650 --> 00:34:20.150 Laura Eigel: hopefully in a representative week, so don't do it when you're like on vacation things like that. But just in general, how are you spending your time? And then I want you to see if you can tag that and see some themes based on your values. So for me, in a given day, if I have, you know, done my walk or been out on the water rowing. Then I'm gonna tag that time to my value of balance.
00:34:20.330 --> 00:34:43.970 Laura Eigel: you know. If I you know, if I have had coaching calls with my clients, I'm gonna tag that time to my value development, because I'm developing others right? Those kinds of things. And so what you're looking for here is where am I living? My values, you know you don't have to tag. There's gonna be time where you you're not tagging it to a value. And that's okay. But I want you to see the themes that comes up.
00:34:44.100 --> 00:34:53.799 Laura Eigel: and that a lot of the themes that come up are, oh, wow! I really am living my value of balance or family, or whatever it might be. You might also see a gap
00:34:53.850 --> 00:35:13.990 Laura Eigel: right? There's also some really fun surprises that you might not have thought about before, like, oh, my goodness, I volunteer at this thing, and this is my tied to my value of advocacy. I've never really thought about that before, right? Or my my you know my book club that I go to every month
00:35:14.000 --> 00:35:36.830 Laura Eigel: happened to be when I did that. And that is, you know, growth and development for myself, right? So different things like that that, like the fun, surprises that you never really realized. But here we're really looking for themes of where am I living? My values and where I'm not? And I think this is just a a big eye opener. I had one client, and I share the story in a book, but in the book. But she
00:35:36.910 --> 00:36:00.570 Laura Eigel: She did this and did this values calendar review and she realized that. She was in all these meetings and this matrix organization. And after she kinda did some of these, she realized like, Hey, I'm not living some of my values of influence because I'm on these calls. And I have, like the 5 min that I get to contribute, and
00:36:00.570 --> 00:36:24.819 Laura Eigel: some of the other times I'm really not. And so she audited like a couple of her meeting many of her meetings, and she found that, like the way that she wanted it to impact her with her leadership in that organization, it really wasn't being met. And so that was a big eye opener for her. And so she thought about that in terms of am I making the impact that I want to at this organization or in this role
00:36:24.820 --> 00:36:49.710 Laura Eigel: which led her to think about different different ways where she could use her leadership in other ways at another organization. So I think it's interesting to like. Look at that, for you know, inside and outside of work, we are whole people right? And where our values do not have to be explicitly only met at work. I think it's inside and outside. But if you are not meeting some of those in, you know in your work.
00:36:49.710 --> 00:36:57.530 Laura Eigel: you're you're potentially not being. You're not in a place where you can lead with your full impact
00:36:57.980 --> 00:37:03.249 Mira Brancu: absolutely. Oh, my gosh, this is bringing up so many sort of I ideas here, and
00:37:03.670 --> 00:37:06.730 Mira Brancu: I can't emphasize how important
00:37:07.140 --> 00:37:19.149 Mira Brancu: doing this one activity is, and I'll give you 3 examples that immediately came to mind as you are sharing your own experiences and the experiences of your client. The first
00:37:19.600 --> 00:37:22.120 Mira Brancu: is I did it for myself
00:37:22.240 --> 00:37:37.669 Mira Brancu: for my own business. Early early on I was trying to figure out like where all my time was going, cause I was like busy all the time, right? And so many business owners are busy all the time, but at some point you reach like a certain capacity like
00:37:37.820 --> 00:37:42.249 Mira Brancu: should I be hiring someone? And if so, for what? And so
00:37:42.530 --> 00:37:59.640 Mira Brancu: I used this online platform called Toggle. They don't pay me to sponsor but toggle. If you want to pay me that that would be great but I used it because toggle is great at like putting those increments in and labeling everything and providing reports to you. So I did that.
00:37:59.660 --> 00:38:09.550 Mira Brancu: and I realized that I needed to hire a virtual assistant for very specific social media tasks that I was like spending so much time on right, so
00:38:09.680 --> 00:38:16.319 Mira Brancu: reminded me of that. I have sometimes I take on clients that are leaders with Adhd.
00:38:16.330 --> 00:38:29.239 Mira Brancu: and they're always having challenges with organizing their time. They have time, blindness. They get like wrapped it up into something and they lose the time. And so I had
00:38:29.580 --> 00:38:56.030 Mira Brancu: one of them track their hours for 2 weeks. And just tell me, like, when is your best time to focus? When is your worst time to focus? What are you learning and like it, helped them change the entire way that he works, so that he could be a lot more efficient and productive. The final which you just gave me an idea on. And I'm just gonna like, literally, I I'll probably apply it to my next iteration of our leadership. Academy is
00:38:56.030 --> 00:39:09.950 Mira Brancu: last night we had office hours, and one person asked like, How how do I pull all of this information about what I learned about myself? You know, from our assessments and values, and all of this goals stuff
00:39:10.430 --> 00:39:12.889 Mira Brancu: into like one cohesive
00:39:12.920 --> 00:39:14.520 Mira Brancu: goal.
00:39:14.590 --> 00:39:34.179 Mira Brancu: And you gave me an idea for another activity to help them lean into looking at. Well, how? How are you doing this now? How are you spending your time now? And is it aligned with where? Where you just pointed to me. That you want to be doing this stuff right? So
00:39:34.570 --> 00:39:42.550 Mira Brancu: brilliant idea! Now, The second piece of this, though, which I think is critical. As you talk a lot about boundary setting
00:39:42.980 --> 00:40:09.160 Laura Eigel: in relation to all of this. Right? Yeah, I love the topic of boundary setting. Let's go there. Yeah. Yeah. So I think so once we do this review, there's gonna be some themes right? And you're gonna want to make potentially some changes you might want to lean in. You want to leave now, you might want to do something differently, and behavior change is just that it is change. And so the way that you have been showing up
00:40:09.400 --> 00:40:31.699 Laura Eigel: for yourself or for others. If you want to change that, then you need a plan, and I have a 3 step method for for building a boundary, and remember building a boundary is to care for your values. It's a way to prioritize your values. It centers you, you and your values.
00:40:31.700 --> 00:40:56.230 Laura Eigel: And so the idea is to review that values calendar review. Come up. I want you to start with just one thing, do not boil the ocean. This is not like a big like New Year's resolution kind of deal. This is something that you can start with. So you might look at something that you want to be more consistent in. Say, you are trying to you're trying to
00:40:56.240 --> 00:41:12.809 Laura Eigel: prioritize a value that's just really important to you that you used to do. But you don't do anymore. Right? Usually it's something with like help, self care like those all those kinds of things that we know what to do. But we kind of aren't doing them right because work gets in the way life gets in the way all those things.
00:41:13.020 --> 00:41:30.549 Laura Eigel: So I want you to build a boundary around that. And that is basically setting yourself up for success for behavior change. So 3 steps. First, I want you to tie that that thing. I want you to tie it to a value. This is where we get back into the science of this and of motivation. You're creating intrinsic motivation
00:41:30.550 --> 00:41:46.179 Laura Eigel: because you're tying it to something that you care about. And when it gets hard and you don't wanna do it, or you think it's gonna be impossible. I want you to remind yourself of why you're doing it, because it matters to you because it is of central importance to you. It is tied to your values.
00:41:46.220 --> 00:41:50.040 Right? Then I want you to set up a system. That's the second thing. Set up a system.
00:41:50.290 --> 00:42:13.340 Laura Eigel: The system could be a buddy. It could be time tracking. It could be paying somebody to do something. II love. I know that when I pay for something. I'm a little bit more accountable to it, right? So I'm paying for rowing lesson. Those kinds of things I'm gonna show up. If I, if I know somebody else. Yeah.
00:42:13.340 --> 00:42:20.610 Laura Eigel: totally. Yeah. Personal trainer, whatever it is. And then I want you to set up
00:42:20.610 --> 00:42:33.670 Laura Eigel: of reward system. So on the other end. I want you to celebrate consistency. And so I want you to kind of double down on this reinforcement and and track positive reinforcement, and we know that if we even think about
00:42:33.670 --> 00:42:57.780 Laura Eigel: or reflect on the things that we do, we're going to hopefully bring those forward. And I also want you to just give yourself some praise for doing the boundary. So sometimes it feels like I'm kind of double dipping here like you're gonna get the in intrinsic motivation of I did the thing I said I was gonna do. But then I want you to also reward yourself on the other side, too, to create some of that external motivation as well.
00:42:58.690 --> 00:43:04.480 Mira Brancu: Brilliant. Yeah. And for those of you who are finding this
00:43:04.580 --> 00:43:14.020 Mira Brancu: overwhelming. this is exactly the purpose of finding someone to help you with this, whether it's an accountability partner.
00:43:14.200 --> 00:43:21.020 Mira Brancu: you know a personal trainer, if that's you know. related to your goal a coach.
00:43:21.120 --> 00:43:27.399 Mira Brancu: you know a consultant. Things like that. Will help you pull it down right into something manageable.
00:43:27.610 --> 00:43:30.629 Mira Brancu: So that's right. Yeah.
00:43:30.890 --> 00:43:32.740 Mira Brancu: Now, what?
00:43:32.880 --> 00:43:42.270 Mira Brancu: what does this have to do with. Actually, I'm gonna I'm gonna I'm gonna hold onto this question until after the break comes up. I want you to think about
00:43:42.560 --> 00:43:54.900 Mira Brancu: and we'll come back after a break about what all of this has to do with leadership, success. and importantly, the benefits that it could have on
00:43:54.970 --> 00:44:00.029 Mira Brancu: an entire organization and organizational culture and the teams within it.
00:44:00.070 --> 00:44:10.799 Mira Brancu: So we'll be right back after this break. You're listening to the hard skills with me. Dr. Maya Branku and our guest, Dr. Laura Eigel, will be right back in just a moment.
00:45:12.020 --> 00:45:31.569 Are you a business owner. Do you want to be a business owner? Do you work with business owners? Hi, I'm Stephen Fry, your small and medium-sized business, or Smb. Guy and I'm the host of the new show. Always Friday, while I love to have fun on my show. We take those Friday feelings of freedom and clarity to discuss popular topics on the minds of Smb's today.
00:45:31.630 --> 00:45:37.759 Please join me at my various special guests on Friday, at 11 A. M. On Talkradio, Nyc.
00:46:09.400 --> 00:46:21.649 Mira Brancu: welcome back to the hard skills we have been talking with Laura Eigel about values and leadership, identity, development and that connection and her framework
00:46:21.830 --> 00:46:24.620 Mira Brancu: which has the acronym values.
00:46:24.810 --> 00:46:28.350 Mira Brancu: it is easy to
00:46:28.540 --> 00:46:40.109 Mira Brancu: understand how easy, how it connects with our personal success and satisfaction. Life satisfaction, you know, outcomes things like that.
00:46:40.460 --> 00:46:49.730 Mira Brancu: let's talk more about why a leader would want to lean into a values first, framework.
00:46:50.360 --> 00:46:56.539 Mira Brancu: In terms of how they might imagine it impacting their teams and their organizations.
00:46:57.150 --> 00:47:07.550 Laura Eigel: Yeah, absolutely. I love this question. And so when you think about you leading your team, you're leading with your values, and that is creating a culture.
00:47:07.750 --> 00:47:09.930 Laura Eigel: And so if you are
00:47:09.960 --> 00:47:39.359 Laura Eigel: intentionally leading with your values. Then you're intentionally building team culture. And so I love the connection here to team values connectivity which can then be linked back to organizational values. But just this idea of you know, if you develop your team culture based on what you do, what you model you, what you incentivize right? That's your culture, right? So back to your client on accountability.
00:47:39.430 --> 00:48:09.210 Laura Eigel: and she leads with values and behaviors of accountability, then she can build a culture of accountability. Right? So she's she's showing people she's modeling the behaviors of what it means to be accountable to be an so her team can be known for being accountable, being consistent, being trusted partners right? And so you know, why not build that intentional team culture built on your values, which also can map to the organization's values, and I love that this can be done
00:48:09.210 --> 00:48:15.090 Laura Eigel: and should be done together with your team. So again, everybody has values.
00:48:15.090 --> 00:48:36.650 Laura Eigel: whether they know it or not. I love starting this journey with just values, identification and doing that in in a team meeting. So really talking about that, starting with some team connection, understanding what each other's values are, and then based on that building some team values. But really your leadership
00:48:36.750 --> 00:48:51.410 Laura Eigel: can be very intentional into the culture that you create and the behaviors that you incentivize, and whether you do it or not, you're building a culture. And I and I'd want you to build an intentional one, not an unintentional one.
00:48:51.700 --> 00:48:54.970 Mira Brancu: Yeah, I was just gonna say that.
00:48:55.110 --> 00:49:13.539 Mira Brancu: if you don't value values as a thing in your organization, The risk of not engaging in just at least an intentional review of what the team and organizational culture is is that you are.
00:49:13.610 --> 00:49:20.539 Mira Brancu: You might be reinforcing unintentionally behaviors. You don't actually want to see
00:49:20.680 --> 00:49:26.299 Laura Eigel: exactly. Exactly. Yeah, because the culture is what we do and what we allow.
00:49:26.630 --> 00:49:51.500 Laura Eigel: and whether whether we want it or not. So there's oftentimes you see that organizations or leaders have values. That are, you know, written on the wall, right words on walls, and that's kinda all they are. Are these kind of fluffy things that we use for marketing or external. They're posted on the website, those kinds of things. But people really don't know what it means to live those values.
00:49:51.570 --> 00:50:20.890 Laura Eigel: And what we find is that you know it. It's not just what we say. It's what we incentivize is what we reward. It's how we bring people in our organization. And so I think it needs your your values need to be need to be connected, and if they're not, then that's the risk of then the unintentional consequences of what happens when we are incentivizing different things. It's confusing for people it sets. So it sets the expectations
00:50:20.890 --> 00:50:28.490 Laura Eigel: of of how we do things here. Right? And I think your leadership is part of that, because a culture is
00:50:28.540 --> 00:50:48.270 Laura Eigel: basically a bunch of people, how we work together, what we do and so values again, is just another way. And to codify some of those behaviors. And another way for you to bring intention to that and your own leadership style. And who you are to that team culture as well.
00:50:48.350 --> 00:50:52.980 Mira Brancu: Yeah, absolutely. And you know, I see this
00:50:53.140 --> 00:50:57.969 Mira Brancu: often in organizations that
00:50:58.770 --> 00:51:06.479 Mira Brancu: ha, you know, mean well and have the best of intentions. And, for example, I work with a lot of
00:51:06.730 --> 00:51:11.420 Mira Brancu: academic academic medicine. You know, industries.
00:51:11.470 --> 00:51:14.289 Mira Brancu: And there's an incredible
00:51:14.420 --> 00:51:18.280 Mira Brancu: high pressure for high achievement in all areas.
00:51:18.320 --> 00:51:25.900 Mira Brancu: And part of it is, of course, because you want to create be the top
00:51:26.050 --> 00:51:40.050 Mira Brancu: you know, in the world for improving cancer care, for example, right? And that is a noble cause, a noble goal. And at the same time, if you overemphasize
00:51:40.660 --> 00:51:47.569 Mira Brancu: achievement, productivity by by publication and grant getting. But then you're not
00:51:47.630 --> 00:51:50.800 Mira Brancu: really focused on.
00:51:50.820 --> 00:51:58.260 Mira Brancu: you know the relationship part, the the caring about each other, the supporting, the addressing burnout. You know all of that stuff.
00:51:58.370 --> 00:52:15.939 Laura Eigel: Then it's still an unhealthy environment. And what happens is you lose all of those talented people because they burn out or they're feeling undervalued, or things like that right? Absolutely. Oh, my goodness! And I think that is just such a case in point, like the mission at the expense of what.
00:52:16.070 --> 00:52:30.140 Laura Eigel: and usually it's at the expense of the people. And and so I, the way that I think about it, we can have the best mission and the best thing or high results culture. But it's the how. It's the how we do it.
00:52:30.350 --> 00:52:48.150 Laura Eigel: That is important. And that's the values. And that's the culture. And so be very intentional about the culture that you want to build, and that will create the results that you want. So it's not just about being leading edge or the highest, and XYZ. It's the how we do it to get there.
00:52:48.680 --> 00:53:02.500 Mira Brancu: I love it. Okay, that is my big takeaway mission at the expense of culture. And it's really more about the how. What is the one thing you want people to take away from all of this.
00:53:02.870 --> 00:53:16.730 Laura Eigel: you know. Again I go back to this idea of it is not rocket science, but it is hard, and so take one intentional step, and the first. The easiest thing to do is to identify what your values are.
00:53:16.730 --> 00:53:39.649 Laura Eigel: I think that's I think that's an actionable step that you can. You can do that work, and we'll make it easy for you and show you how to how to do that. And there's a way to do that on my website where you can download a free values worksheet and spend 15 to 20 min to do that, to really try to understand what are your core values? And how is that showing up in the way that you're leading now.
00:53:39.940 --> 00:53:59.180 Mira Brancu: absolutely. And while we're on the topic of your website, those of you who are watching live are gonna watch the recording later on. Here is her website, the catch group.com. Where can they find that worksheet that you just mentioned? Yeah, if you scroll all the way down to the bottom. There you go right there.
00:53:59.510 --> 00:54:03.770 Laura Eigel: grab that values worksheet. It'll be sent right to you in your in your email.
00:54:03.990 --> 00:54:10.639 Mira Brancu: That is awesome. Thank you so much for all of this.
00:54:10.700 --> 00:54:19.269 Mira Brancu: just golden nuggets and takeaways. There's many insights we can pull from today's conversation. But audience, what did you take away?
00:54:19.370 --> 00:54:46.459 Mira Brancu: And, more importantly, what is the one small change you can implement this week, based on what we learned from Laura. She already gave you a clear option to just go to her website and get this downloadable sheet on values. But whatever you choose to do, share it with us ideally on Linkedin. That's where we live most of the time online at Mirabranku or Laura Eigel, or@talkradio.nyc, so we can cheer you on.
00:54:46.490 --> 00:54:51.950 Mira Brancu: We are also on Facebook, on Instagram. Twitter twitch all over the place.
00:54:52.030 --> 00:54:56.950 Mira Brancu: But Linkedin is where I live online and where I will respond.
00:54:57.000 --> 00:55:10.540 Mira Brancu: in addition to being a live show a reminder, we're on ituned and spotify as a podcast so please go, subscribe to the podcast leave a review share with others to help us increase our visibility, our reach and our impact.
00:55:11.020 --> 00:55:22.550 Mira Brancu: Next Tuesday, please join us November 20 eighth, when we will be talking with Dorie Clark about reinventing yourself. It is not to be missed
00:55:23.080 --> 00:55:31.159 Mira Brancu: as a reminder. In this episode we discuss one of many aspects of developing the nuanced hard skills needed to become an exceptional leader
00:55:31.210 --> 00:55:32.890 Mira Brancu: who can drive significant
00:55:33.100 --> 00:55:41.749 Mira Brancu: systemic change. We talked about that from a cultural perspective as well as an individual and team perspective to make real impact.
00:55:42.470 --> 00:55:53.430 Mira Brancu: If you would like to explore how we can help you with your leadership and team development services. check me out@www.goerscope, dot com.
00:55:53.500 --> 00:56:08.250 Mira Brancu: Our Tower Scope Leadership Academy. Full membership program will be opening up again in early 2024. So be sure to subscribe to our newsletter to hear about the application process when it goes out. It is a competitive process, so you don't want to miss out on that information.
00:56:08.530 --> 00:56:11.509 Mira Brancu: Thank you to Talkradio, dot Nyc. For hosting.
00:56:11.690 --> 00:56:20.300 Mira Brancu: I'm Dr. Maya Bronka, your host of the Hard Skill show. Thank you for joining us today with our guest, Laura Eigel. Laura, thank you so much for joining.
00:56:20.530 --> 00:56:26.489 Laura Eigel: Thank you so so much. I love spending time with you, and I can't wait to to do it again soon.
00:56:26.760 --> 00:56:41.389 Mira Brancu: Absolutely excited. Laura and I now meet about once a month to keep pushing each other to the next level. For all of you have a great rest of your day wherever you're tuning in from, and thank you again for joining us
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