Get into the leadership mindset: know who you are and what you stand for
In this episode of Lead the Room, hosts Briony and Lindsay reflect on their journey of launching the podcast and share their personal leadership experiences. They discuss the limitations of traditional leadership models and stress the importance of emotional intelligence, connection, and adaptability in fostering high-performing teams. The hosts also introduce their new segment, 'Walk the Week,' where they celebrate wins, share insights, and discuss the importance of personal growth and leadership community. This episode encourages leaders to rethink their approach, embrace emotional intelligence, and focus on continuous learning and support.
Download our FREE know your values workbook here.
Key Takeaways:
Traditional Leadership Playbooks Need Updating: Standard leadership frameworks often miss the mark in addressing real-world challenges faced by modern leaders.
Emotional Intelligence Drives Effective Leadership: Leaders who prioritize emotional intelligence build stronger connections, foster trust, and inspire better team performance.
Community and Support Are Essential for Leadership Success: A strong, supportive community helps leaders grow, reduces isolation, and encourages ongoing personal and professional development.As leaders, our core values shape how we navigate challenges and influence our teams.
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Full transcript
LeadTheRoom (00:02.826)
you
LeadTheRoom (00:07.38)
Welcome to Lead the Room podcast, where we help those with great ideas and brilliant minds to become amazing leaders and build teams full of purpose, connection, creativity and courage, transforming people's experience of workplaces and leadership. In 2018, we decided that the leadership playbook we saw around us wasn't working for the needs of our teams and our organizations, or frankly for us. So we ripped it up, built a new one.
and watched the incredible impact that came from leading in a completely counter-cultural way. This journey transformed our experience of work, team culture, delivery and felt so, so good to us. And our approach has served us and our teams in the good times and in the tough times alike. So now we're here to share our stories, experiences with you so you can become the leader you want to be.
Build teams that deliver amazing things in amazing environments and inspire those around you to do the same. You and your leadership are what our workplace and people desperately need. We'll be laughing, crying and learning together. Let's get started.
LeadTheRoom (01:24.104)
I always bring my core values to feedback conversations. I specifically bring courage, which means that I don't choose comfort over being respectful and honest. Choosing politeness over respect is not respectful. And we love this Brene Brown quote, don't we, Lindsay? It's this idea that bringing your core values with you every day, you've got to keep them with you. They're like an accessory, you know, like these amazing earrings I'm wearing today.
something you've got in your bag, something you've got in your wallet, in your pocket that you're keeping with you at all times. And that's exactly how values should be viewed because honestly, they never leave you. And when I used to hear people talking about values, you know, my mind instantly went to those like cringy posters around the organization or like banners on the internet pages of like what our organizational values are. And they're always like...
Teamwork, impact, you're like, they mean nothing because they're everybody's values. And so I didn't really think like, what, why do I need to know my values? Like they weren't engaging. didn't feel personal. And it wasn't until I really started to engage with Brené Barron's work, talking to you, Lindsay, it wasn't until then that I really started to realize the power of knowing my personal values.
and then placing them at the core of my leadership. Right, yeah, no, I completely agree. And I think that it brings it alive, doesn't it, that brownie-brown coat and makes them feel like actual practical things, which they are. So you might call them core beliefs, guiding principles, foundations, whatever you want to call them. But here at Lead the Room, Brian and I call them values. And our experience, knowing and understanding your unique personal values, and they are unique. They're not those coats.
like Brian says, on the wall or on the internet. They are personal values unique to us as leaders and knowing them is essential from day one. Again, this is not a nice to have. These are essential because at the end of the day, it's going to make your life easier. Trust us when we tell you this. So when we speak about these values, Brian, we're speaking about the things that matter to us the most, right? This is what we're speaking about.
LeadTheRoom (03:45.678)
And why are they important? Well, they're the things which dictate how you show up every day. So the way that Brian and I are behaving now, the way that we behave as leaders is all driven by your values. So it's not a surprise. It's not coincidence the way you behave. And equally, particularly as leaders. So decision-making is directly influenced by your values, right, Brian? Yeah, exactly. And actually that was quite...
bit of a revelation to me because I did often think, why do people make different decisions? But it is values driven. You will make decisions based on what matters to you most. And when you start realizing that as a leader, you see and practice and it's really interesting, isn't it? Yeah, I completely agree. Because I think when you know your values, you can see why it's driving you to take like a certain action or behave in a certain way in response to something or to make a certain decision.
And it allows you to step back and say like, is this centering this value like helpful to the situation I'm in or not? But if you don't know them, then like how are you doing that? You're just like being driven by this sort of internal force that you can't really name or describe, but nonetheless, it's driving you. And so I always think about it of like those times when you've been in meetings, when
You know, can see two people, like it's getting a bit tense and friction and heated, and you can see two people in this kind of like face off or whatever. And you may move face off. It's like, because for one or both of them, something at their core, their values is being like hit on by the other and they're responding out of that.
And this is what I find for myself. Like now that I know what my values are in those moments, I'm able in the moment to step back and be like, this is hitting against my value. Now the choices I have to react are X, Y or Z. What's going to be the most helpful way to react so that we don't escalate this into a conflict.
LeadTheRoom (05:56.815)
Or maybe sometimes you actually do want to bring a bit more heat because that's going to help the discussion. But either way, knowing my values gives me a range of choices about how I react in the moment. And I think that is why they're such a powerful leadership tool. I cannot imagine doing this leadership business without them now. Yeah. Yeah. It does seem, once you know them and you understand how to use them and how they show up, it is a bit of a...
How did I do this without knowing? And actually it makes your life so, so much easier. Like we're actually making life difficult for ourselves, not knowing what our values are as leaders. So yeah, it is for us at Lead the Room, is before we go into any of our other skills, it is absolutely essential that we start with values. Yeah. And I think when I think about it more, like for me, you one of the big problems that we hear from leaders is like, I'm just...
So maxed out, I've got so like all of my time is back to back meetings. I don't know how to discern where I can add value most. I'm just like on this treadmill. And actually, again, for me, knowing my values allows me to come in each morning and think, how are my values going to show up today? Like who do I need to prioritize connecting with and how? And that is entirely informed by my values. And it gives my day a whole different feel when I do that to when I don't.
because I can tell the days that I don't because I end the day and I'm like, I've just been on the conveyor belt and things happened to me rather than I did things and I led in the way that was really aligned with my values and I can feel proud and good about. Yeah, absolutely. So if you're listening to this episode and thinking, I have no idea what my values are as a leader, or you might have a little bit of an idea, then we have got an amazing free guide.
for you that you can download from our website that really helps you kind of get under the surface of what your leadership values are and get you thinking about certain scenarios in which you can lean into them. You can really use them to your advantage. Exactly like Bryony said, start your day knowing what your values are, leading with them and the day will end so, so much better. Yeah, 100%. So yeah, head over to our website, leadtheroom.co.uk.
LeadTheRoom (08:20.485)
And you can download that free guide there. And if you're worried, like I don't even know where to start. Well, it's fine because the guide's going to help you step by step to figure out what your values are. But let's, let's dive into some stories, Lindsay, like tell us a story about your values. Yeah, obviously it wouldn't be a podcast without one of our stories. So yeah, so one of my core values, and I say it's been consistent and that's an important point, Brian, isn't it? That values don't have to necessarily be consistent. They can change throughout.
your life and they will. However, one consistent one for me, and I can see it kind of throughout my childhood and into my leadership journey, is generosity. And that as a leader comes in many kind of forms. And I think particularly kind of generosity with my time, which can definitely be a challenge. Time and knowledge, I think, are one of my two key things in terms of a leader being generous with. And you are really generous with both of those things. Yeah.
So I try to be, I hate, and again, this is definitely the reason I hate it is because it definitely triggers a value when people hold that information, people are not generous with their knowledge. No, those people that are like, the knowledge is all mine and they're not giving it to you. Like, I can feel that kind of intense because a core value of mine is generosity, right? But I can think of like one, one situation in particular where
I just, I couldn't be the leader I wanted to be because I was surrounded by other people who did not share my core value of generosity. And I was basically surrounded by people who were not generous, particularly with their time. And at the time, these were people, kind of more senior people to me, who on a daily basis, I'd say, I was kind of made to feel that
They didn't have time for me. I was very much a nuisance. was kind of an inconvenience on their time. They were definitely the people who would cancel the one-to-ones. You'd pass them in the hall. We'd be like, we must catch up, Lindsay. Okay. Well, I've got quite a lot to share with you. I need your help, but you haven't got the time for me. Now, everyone has got time for their members of staff.
LeadTheRoom (10:45.685)
Everyone has time to understand what people are doing. That is a choice, right? And that is a choice, a decision that is driven by your values. So for them, and it was, it took me time to understand the reason that they weren't prioritizing me. It wasn't because of me as a person. Like it wasn't like, we don't want to spend time with her. It was because it wasn't a value of theirs. Like being generous with their time, making the time for me.
sitting down, having that cup of tea and a biscuit, it just didn't matter to them, right? But it mattered so much to me. And I always thought if only they took time to understand who I was, not just as a member of their team who needed meetings, that needed help, but if they really understood who I was and what motivated me, what mattered to me.
even and they didn't need to match my generosity because it's not about matching values like for like, it's about understanding, right, my value. And if they don't honor that even to the slightest, they're not going to get anything out of me as an employee. So the impact of that was I was like, right, screw this. If they haven't got time for me, I'm going to give them 50 % of what I have to offer.
And that's how, when your values get like impacted in that way, and that's how it plays out right. And why knowing your values is so important because like you say, like, you know, you've got the meeting with them because generosity is so important to you. The fact that they cancel it and they aren't generous to you with their time, like that's one cup, right? So it gets moved to the next week. Then it gets moved again. Then it gets moved again.
Then you have it finally, and it's only 20 minutes because they've got another thing. And all the while, this is just like hitting up time and again against your value. And then you get into this like that, well, this is what happens for me. Like I get in this cycle of like, well, if they're not going to do this for me, then I'm not going to do this for them. you can do right. But it's about, then by knowing my values, I can actually step back and try. Like, let's be honest, it doesn't happen all the time. Definitely get caught up in this.
LeadTheRoom (13:00.081)
you can try and think about, what is the most helpful way? Like, how can I stop this value being triggered? like, I noticed that this is happening. What am I going to do about it that's actually going to help me put my boundaries in, but also, you know, stop this value getting impacted in the same way. Or stop allowing this person to have this impact on me, you know? Yeah. Because you can't control others' behaviors. You can only control yourself. But I think your story is a really good illustration of why
knowing why you're getting wound up by someone and what it's hitting up against, what values it's hitting up against is really important. Yeah. And I think also in that situation, going through a range of emotions. So absolutely, I was of the opinion that, these people are more senior to me. I am that nuisance. They don't want to spend time with me. It was upsetting because I'm thinking they don't value me. Like they don't see me as kind of a value to their team.
They obviously don't think I have any potential that, gosh, I'm just kind of, I'm just a number on a spreadsheet to them. Like there's nothing, they don't see the value. So I was really upset to begin with. The more it went on and the more I kind of understood and the whole kind of what this is about and understand, well, this is clearly not a value of theirs. I got angry. And then I went into that mode of, right,
Like my motivation went, I just couldn't be bothered, which again frustrated me because I was like, that's not me as a person. They're turning me into something that I'm not. Do know what I mean? Those things. you just think, this is, this is really uncomfortable. imagine the difference it would have made if that leader at the start of getting to know you had said like, what are the things that you care most about? Like what are your values? What are the things that drive you? And you were able to say,
You know what? Generosity is really important for me. And the way this shows up for me at work is I really try and give people a lot of my time and energy. So I can become quite demotivated when I'm working with people if they don't show that back. Because then as a leader, that person, you know, should have been able to then prioritize the time with you, or at least offer you a different explanation in a way when they like, you know, things come up, right? senior leaders, also humans, know, busy diaries or whatever.
LeadTheRoom (15:23.301)
they would have been able to just handle that situation in a completely different way, in a connected way, rather than it hitting up against your value. And so I think, again, you just bring out a really good point for like all of the leaders listening to the podcast. It's like, this is why knowing your values, but also knowing your staff's values is really important because it can be a game changer for how you connect with and engage with your staff. absolutely. that connection leading to the results. So.
Probably that year, our team performed like average, probably mediocre. Had they maybe given me 30 minutes a week, that's all I was asking for. The productivity, the impact, the results could have been starkly different. Yeah. But they weren't, right? So it is directly linked to the results. So yeah, I think that's from what could have been perceived, I think, Bryony, as a...
she's just a bit upset that people aren't spending time with her. That's a little bit, she's having a bit of an emotional reaction to know that is directly related to the results of your team. Like take note, do something different. Take note. You've heard it from Lindsay. you've lost your chance now. That's it. It's over. I'm done. I'm crying in the corner. No, I'm not. I'm over it now. I've boundaries. I've got boundaries now. Rianey, what about you?
story from you. So one of my values is coalition. And the story that I was thinking about is, so in the job I'm in now, I'm like responsible for a lot of different things, but I don't own really any of the resources, any of the levers of power to get the thing done, working over like really quite a distributed way. So we're not all based in the same place. And so all I've got.
All I've got is my influence. And in some ways, like this is an ideal job for me and really energizing because it is all about like to get things done, to deliver amazing results. You have to build coalitions. Like you have to build that network and that team of people that are going to help you deliver the project. You have to like get them on board, connect with them, understand their motivations, you know, all of that stuff, which I really.
LeadTheRoom (17:46.219)
like, and for me, I just find it really energizing. And often when I think of the jobs that I've done and the ones I'm going for, they've got this theme of coalition where the leadership skill I really need to bring is about building teams across boundaries. Like, don't know, stripey teams is the buzzword that people would use. But we don't like a buzzword, but like those multidisciplinary teams, different skills that are not just in your immediate
area of control, but you need to bring in, you know, so and so and someone from over here and that kind so good at that. You're so good at that. Well, good to hear. But the way it shows up then, when like, on the flip side, is that when I see other leaders not leading in this way, like they've got their little empires, you know, and every workplace has these people, don't they? Where you look on, you're like,
They're just building their little silos and their empires. And it's all about like, you know, who you know, and that's how you get promoted. I just, it like, it does something in my core. Like it makes me feel sick. Sometimes when I see it, like I have a physical reaction. This is how I know it's like a value for me because like, this is an extreme reaction. Not everybody sees these things and has that kind of like gut feeling. it can change like.
I can become like really quite disruptive with those people. So I'm like a bit naughty, know, like so I'll try and like subvert the thing, you know, to try and get them on board. But I'm just being honest, right? Because this is what happens when your values get impacted, you know, when behaviors of other people hit up against things that are so important to you, you know? And so what I've learned is to really...
I'm really good now at noticing it when it's happening. I am getting better back to your kind of point of like growth mindset and we'll come to work the week in a bit, but I'm getting better at being able to manage myself and manage that value of coalition being impacted when I see it playing out. And the most effective thing I can do is just not react in the moment. Just be like, okay, this is happening. I'm feeling it.
LeadTheRoom (20:10.997)
I'm going to tap out for half an hour and take a walk or you know what I mean? And that's like, that's where I've got to on that. And we'll come back later. How open, Bryony, are you or how kind of upfront with people are you about coalition being such a, such a strong value of yours? I think
Like for my immediate team, like the first thing I do when I come into a role is quite often I'll share my values and a bit about why, because I think that's really important. Like it helps staff understand immediately like, this is what this person is about. Like, I tell them like the good side and the dark side, because it's also showcasing that kind of like that vulnerability, that authenticity, both of which are really important for building trust. So I'm quite upfront with some people, I would say.
But then, you know, other people, if I'm being honest, like I am more guarded because what you don't want is for these things to be weaponized against you, right? And that is what sometimes like in these some, know, and this really has only happened maybe I can think of like one time. But in cultures which aren't always positive in workplaces, which we know that they're not.
Like I do think you need to be careful, don't you? like to your point on boundaries, like you do need to judge, like this is quite, can be quite personal information. Like, do I want to share this? But for me, a safer way or a less risky way, because we talked last week about the risk in leading this way, didn't we? A less risky way of sharing my values is by just how like, if I'm framing a new project, just saying as a, you know, to deliver this thing successfully,
And this is what success like the thing that we all agree to, we're going to have to work as like a team across boundaries. And so I'll bring the coalition language in without saying like, and this is a core value for me, you know, because that it's not actually relevant. know, it's my coalition value is going to be really helpful to the success of the project, but not everybody needs to know that that is my core value, right? I can just harness it and bring it into the language I use.
LeadTheRoom (22:25.295)
the behaviours I show up with and being really intentional with all of that. Yeah. And like we say, it is driving your actions, whether you realise it or not. And the more you realise it, the better, because like you say, they're going to get crossed. You cannot be in a situation at work in your whole career that someone is not going to cross your values and you're not going to have a reaction. yeah. So if you're listening now, you're gosh,
Something happened to me at work today and I had that reaction. Why was that? Go and do our exercise. Go and find out what your values are and think, and now I know. Yeah. Cause it's so powerful. So powerful. So like Lindsay said, we've got this amazing free resource on our website, this Know Your Values workbook and like a podcast that goes with it. That's going to walk you through it every step of the way, just like we're doing now. And so you can download it. Yeah. Go and have a look at that.
try it out and get to know your values. And we'd love you to tell us, like send us a DM on Instagram at leadtheroomcoaching or send us an email to hello at leadtheroomco.uk and let us know how you got on with it. Like, what did you find out about yourself? We really look forward to hearing. Yeah. And I think like, it's not the easiest thing to do. I remember the first time I did it thinking, this feels really awkward. And now I'm like really embarrassed. I don't know what my core values are. What are they? But actually we've put some examples in there. Some like,
questions to kind of guide you through it because it's not just picking words off a list. It's much more than that. And hopefully you've articulated that in today's episode. But before that, Brian, you've got some tips and ideas that people can experiment with this week. What have you got? Kick us off with one. So I think the first one is to think about your week and think about the thing in your week that you've been dreading because I guarantee you when you look, you will find the thing you already know.
Right? I'm talking and you already know that thing that you're dreading. Now think about having done the values exercise, like how could bringing one of my core values help me with the thing I'm dreading? Like one of my other core values is courage. And so quite often, like if I'm dreading a meeting or dreading some feedback, I can like just give myself a courage up pep talk and it helps me approach that thing I've been dreading much better with a much more positive mindset.
LeadTheRoom (24:50.071)
And yeah, really helpful. So that's the first thing is have a look at the thing you're dreading and see if one of your values can help you. That sounds good. And I can, I mean, I'm already thinking of what my, what my meeting is this week that I'm dreading. I know, right? Yeah, exactly. We've all got them, multiples, but that's bad that we have them, isn't it? Yeah. Maybe that's another podcast. And the second thing you might want to think about trying is sharing one of your values with your team. So this would look like, like,
Perhaps like, again, this will be happening loads. So thinking about when you're discussing maybe a really sticky, tricky problem with them, like you can be playful with it and kind of say, look, one of my core values is whatever is X. So I see the solution to this problem in this way, to really explain the kind of perspective you're coming at it from. Or once you're sharing some difficult news, you could absolutely say like, look, one of my core values is
Whatever. So I'm finding this thing specifically, the specific thing hard and I expect you're finding it hard in your own way too. So it's not about imposing your values on others and thinking they're feeling or doing the same. It's explaining you're coming at something from a particular angle perspective because of your core value. And it's a really good way of, it's not a cringy way because we're not asking you to turn up to your meetings with a list of your values.
and put it down and post it. Like, please don't do that. We don't want you to do that. But this is a really like, hopefully a really practical but helpful, like this should, like we've said from the beginning of this episode, it's about making your life as a leader easier. And I love it because when you're doing that, know, the value sits under our purpose skill because it's linked to delivery, but you're also really using your values to build connection with people.
Right. And in that example, so love that. And then the final one that we have is back to a bit on those opportunities that we talked about at the end of last week's podcast. It's like someone comes up to you, you know, that your time is full. You're probably over capacity and someone comes up to you and offers you an opportunity. And it can be really hard to say no to those things. Like I'm definitely a recovering people pleaser.
LeadTheRoom (27:13.777)
I just want to be helpful. Just want to say yes. Really hard to say no. So I think, think about like, actually, as we said last time, like, is this an opportunity for me or for you? And then think about, how can your values help you say no or turn someone down on an offer that you've been given that actually really isn't for you right now. It's not aligned with your core values. It's not aligned with your purpose as a team. It's not aligned with your growth ambitions for your, for your leadership and for your career.
Think about how you can use one of your values to help you with that. So it's again, that intentionality, isn't it? Being really intentional with what you're doing, guided by your values. So we hope there's some really helpful stuff in there for you and that it's resonated with you and you've thought, yeah, that's exactly what I'm experiencing or something similar. So every week we will always end our episodes with our feature Walk the Week to really make you feel like you're on your week with us. Celebrate.
learn and grow together as a community of leaders. So Bryony, what are you celebrating this week? So I'm celebrating this week. It's like, I've had a massive calendar win. Sounds dry and boring, but no, let me tell you, I blocked out a whole day to do some really like some big thinking to map out this big new project that I've got going on. And I was really proud of myself because A, this was one of my goals for myself being able to do this. Not someone else's goal, my goal.
And I blocked out the whole day, which is again, it's quite hard to do when you're quite a busy senior leader. So I was really proud that I did that. And knowing that I've done it and had all that time planning, it's going to make my life easier. It's going to make my team's life easier. It's going to really help us be clear on our purpose as we get into this project. So all good things. What about you? Well done. I had a really wonderful moment where, well, it started off not so, it could have gone either way, but again,
I read the room, I used my skills as my emotional intelligence skills and thought, no, this could work. And I challenged another leader to maybe to approach a problem in a different way, because I could see that they were just having a bit of an issue with it. I like volunteered to support them through it. They were reluctant to begin with, but actually it didn't take too, too long for them to realize, okay, they might, this might have legs. And actually had a really, I mean, it's not finished yet, but I can see them. They've quickly saw the benefits.
LeadTheRoom (29:37.681)
and the kind of quick outputs that they're having already. yeah. Really good. Definitely a win there. What about learning? What have you been learning, So this week, also, I a sort of calendar win actually. Like I really intentionally made some time to connect with like a subject matter expert, again, linked to this project, to really understand like the technical details of the project and the technical aspects in a way that's going to help my own learning and development as a leader and be like credible in my organization.
but also is going to help me make sure that the project is shaped in the right way and driven by the technical advice that I've been given. So it's easy not to do these things. Yeah. So the learning is like, actually I made time for some actual learning in a way that like, I left with a whole bunch of new things I didn't know before. Great. And the learning is prioritizing having those conversations.
LeadTheRoom (30:35.035)
So this week, I don't know what had kind of possessed me, but I really put myself out of my comfort zone and I did volunteer. So it's not someone coming to flatter me. I volunteered to get involved in something at work, which I know absolutely nothing about. Okay. But I was like, I need something that I know nothing about and I'm not going into as an expert or anything. So, I mean, I already feel slightly sick about the first meetings because I'm like, I know absolutely nothing.
Again, you've got to challenge yourself. So that's my kind of mini challenge of the week. It's not going to consume too much time, but yeah. Amazing. Well done. Getting out of the comfort zone can be hard. So well done. Yeah. And that was a big, that's a big one. That is a big one. And I think mine is kind of related to that, like about that comfort zone. So I've been really thinking about where I need to ask for help more. And I find this really hard because I just like, I'm
Very independent and capable. And I like to just be able to do things really, I'm being honest, I like to be able to do everything myself, but actually, Briony, there are some things that as amazing as you are, you cannot do and you need to ask for help. And so I've been challenging myself to really identify like three pain points that I've got at work that actually I could really do with some help with and then to go and ask for the help. So that's my one for growing. What about you?
Yeah. So I think linked my learning one. my, do feel that was a kind of a bit of a plateau possibly like, so I recently had maternity leave. I think kind of gearing up to maternity leave. wasn't in a grow state of mind because, for obvious reasons. We're growing in one way, but not another. Blossoming. And yeah, I've now got space to grow again. Yeah, no.
I definitely don't. I've got room to grow. I think that, but again, with boundaries, growth with boundaries is kind of my, my mantra for this second half of the year. I love that. And I reckon that's going to resonate with loads of people because I think you're completely right. Like coming back from parental leave.
LeadTheRoom (32:56.461)
is a real moment, isn't it? Where you don't want to stagnate. How learning, thinking about, how do you kick into that growth mindset? How do you reenergize yourself is really tough. So good for you. And I love the mantra. Absolutely. Fab. So as ever, we would love to hear about how you're getting on and covering your values, how you got on with our exercise, feedback on it would be wonderful as well. Head to our website.
Download your guide there for free and then join us in the comments on Instagram, on YouTube, send us a DM to share your walk the week. Connect, ask us any questions. We'd just absolutely love to hear from you on all channels and hear what you've been taking away from our conversation today and our other episodes. Yeah. Can't wait to see you next week. We've got another good one for you. All right. Bye. Bye.
A team full of purpose and results, people who are buzzing with ideas and the courage to try them out and a place where you and the team can't wait for the weekly meeting. By listening to this episode, you were building your skills to become the leader that can make all this and more happen. But we want to hear from you. Tag us in your stories, send us a DM about your walk the week on Instagram so we can learn what's resonating with you most.
And if you're up for helping us out and taking a moment to rate and review the podcast, send us a screenshot to hello at leadtheroom.co.uk so we can send you our 90 day leadership refresh as a thank you. Keep experimenting and we can't wait to see you next week.
