Embracing Hidden Differences

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W four WN Radio. This is
Beyond Confidence with your host w park.

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Do you want to live a more
fulfilling life? Do you want to live

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your legacy and achieve your personal,
professional, and financial goals? Well?

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Coming up on dvparks Beyond Confidence,
you will hear real stories of leaders,

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entrepreneurs, and achievers who have stepped
into discomfort, shattered their status quo,

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and are living the life they want. You will learn how relationships are the

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key to achieving your aspirations and financial
goals. Moving your career business forward does

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not have to happen at the expense
of your personal or family life or vice

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versa. Learn more at wwdas don't
divpark dot com and you can connect with

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divant contact at divpark dot com.
This is beyond confidence. And now here's

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your host, div Park. Good
morning, and I'm so excited, just

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excited because I'm here with you and
I cannot tell you, like Tuesday mornings

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are so wonderful. So I may
have shared, but if you did not

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tune in, I want to share
some exciting news. Our podcast is in

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top ten percent globally. Yes,
so we just recently found out through the

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listen notes that yes, our podcast
is in top ten percent of most listen

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podcasts globally. So I know I
was pinching myself and just making sure that,

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like really, did I hear it? Right? So here's the thing.

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It's because of you, listeners.
It's because of you, because you

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reach out to me, you share
with me, and you are listening to

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the podcast. But it's you that
makes us achieve this milestone. And here's

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what I'm going to share with you
is that if you're open to it,

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share with your friends and family,
and let's even go higher and spread the

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message of love and kindness and embracing
different things in our life and just you

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know, growing together as a humanity. So if that's something that speaks to

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you, do share our podcast because
you have made this possible. You are

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the life and stolen blood and like
everything of this podcast. So think you

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think you thank you? I just
wanted to give you my heartfelt things for

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all the support you have shown and
just wanted to to share what has happened.

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So today what we are going to
be talking about is even though we

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are different, we are still the
same. And I want to thank each

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and every one of you for helping
us support Kiva dot org and in Kya

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dot org. We help entrepreneurs all
across the globe because I do believe entrepreneurs

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are the change makers. So we
do so by taking partial profits from our

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books and sharing it with Kiva.
So thank you, folks for all of

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those you who have purchased our books. Think you think you thank you?

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I don't have enough thanks in my
bank, but like I can share with

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you, you have my gratitude from
my heart. And also I'm going to

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invite you to take a minute and
share that one hour of your time with

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anyone or multiple people throughout the month
where you will give back with no strings

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attached. There are no expectations just
that, just let that kindness flow.

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So let's bring on our guests,
Jen Grindlein, Welcome, Jen. Hi,

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I'm excited to be here. Thank
you for having me. Oh,

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I'm excited to have you, so
Jen, Usually we begin at the earlier

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part of our guests. So tell
us. Do you recall a moment or

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a person that has left mark on
you and is still as fresh in your

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memory or in your experience even today. Yeah, I do. My my

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cheerleading coach from high school actually comes
to mind. She just really believed in

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me and wanted the best for me. And I had gone through some really

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tough things in high school and she
saw me persevere through that and celebrated that,

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which was cool because it felt really
isolating at times what I was going

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through. It can, it can, and like what happens like we are

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also listening right that today's youngsters are
feeling more and more isolated. So just

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having somebody by your side who believes
in you can make such a huge difference.

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So definitely that makes sense. And
so how did you feel about your

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coach? I felt like I could
go to her for anything and that no

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matter what, she would still treat
me with love. And respect and understanding,

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and especially at you know, going
through puberty, in the time of

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your life when things are changing so
much. There's a lot of questioning that

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I had at that time, like
who am I really? What's going on?

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Who do I want to be?
And so to have that solid person

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to lean on mental he that's beautiful. So she was an anchor to you

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that helped you stabilize your boat in
those rocky waters and find your way and

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find your destination. And that's so
beautiful. So as you grew out of

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high school, what was the next
step that happened in your life? You

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mean in terms of the next person
or just in gener next person in general,

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that did your life take you?
I felt like I really took that

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experience of high school, of who
I had been shaped into, and took

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that into my college career and beyond
and really was able to feel, you

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know, it was hard still because
there was a lot of questioning of like,

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you know, for me, what
I'm kind of referring to is I

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had some brain injuries in high school, and so I wanted to use that

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experience to help people and learn more
about the brain and study the brain and

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then help other people who had similar
experiences, and there's you know, still

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a lot of questioning with that because
it's it's so unique and misunderstood at times

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times. So I felt like I
still felt sometimes like is this really,

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you know, the right path?
Is this what people want from? This

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is what I meant to do?
But I continue to push forward and ended

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up you know, that's what I'm
doing now. So yeah, so thank

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you for sharing that, because it
takes a lot of courage to be vulnerable

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and sharing. So would you be
open to sharing about your brain injuries and

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how did it happen? And yeah, so I've had a few. Actually

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my first one was in high school
when I was fifteen. I was at

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cheeroading when it happened. I had
so young, Yeah, yeah, really

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young for that. So the brain
isn't fully developed until between twenty four and

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twenty six, so I had to
make a lot of choices, you know,

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I didn't. I decided not to
drink until I was much older,

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you know, even though all of
my friends were. And so I backtrack,

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I'm kind of missing the story.
But what happened was I was warming

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up for a football game that we
were going to cheer that night, and

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I had over rotated a backflip m
so the momentum you know, sprung me

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off of the floor backwards, and
then I fell down the floor, dropped

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down a couple of feet, and
then there was concrete wall there. My

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head jammed into the wall, and
and my coach just sprinted over from across

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the other side of the gym,
and and you know, wanted to make

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sure that I was okay, and
she was just so caring and loving when

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I was just like in a complete
days like I didn't you know what just

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happened, Like what is this?
What does this mean? Am I going

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to be okay? So she supported
me, you know, through the next

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couple of years of complete unknown and
and you know, my mom to really

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supported me, helping me go to
doctor's appointments and things like that. You

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know, I wasn't even old enough
to drive yet, so I needed someone

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else to take me to those appointments. And then so if we you know,

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fast forward to college, it really
affected you know, my social life

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how I decided to you know,
like I said, I didn't drink and

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party like all of my friends until
I was almost out of college, and

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I decided to study psychology with a
focus in neuroscience. And then I got

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my master's and I really pushed forward, and you know, I was told,

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like, you're not going to go
to college and even if you do,

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you're not going to graduate in four
years. And I just hated that.

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I was like, I, it's
like you are doing the person and

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like writing their future rather than like
you know it made the same thing could

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be said that it might take longer, you can do it right, right,

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So yes, you want to give
person the reality we understand, like

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you know, doctors, because what
happens is so many times doctors get sued

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if you're not told. But there's
a way of delivering things because I can't

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even imagine a fifteen year old,
you know, you're a child back then

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going through all this and your whole
life is ahead and then all of a

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sudden you are pulled out of the
mainstream. Like you said that you are

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not drinking, and that takes courage. So Jen, I cannot tell you

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how much that inspires me that you
are just kind of able to make that

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decision at such a young age.
And yes, you're absolutely right. The

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brain doesn't develop fully till twenty five, so as a result of the injury.

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What difficulties were you facing, Well, specifically, I was experienced a

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lot of headaches and nausea. I
had anger issues, which I don't know

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if they were one hundred percent due
to the impact on the brain or a

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reaction to everything I was going to
going through, plus the you know,

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puberty and all of that at the
same time. But that's hard to say,

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but there is a correlation between anger
and traumatic brain injuries. So you

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know, I went through that.
It was just mostly I developed a visual

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disorder called convergence in sufficiency disorder,
which essentially means each eye makes their own

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image and they cross over and that's
called converging, so we only see one

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image, and my eyes had a
really hard time doing that, and I

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didn't see double very often. But
what would happen instead was my eyes would

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get tired. After reading a sentence, I would have a headache and nausea

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for four hours. So that's why
school was so difficult for me, because

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I literally couldn't read anymore. And
so I went to vision therapy for a

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while and help, you know,
got some help with that, and you

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know, I still to this day, I have trouble, and I need

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to set timers when I'm working and
don't let myself work for more than twenty

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minutes at a time, and so
that that was one of my symptoms.

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I also was really sensitive to loud
noises and flashing lights. So you know,

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even driving to school with my neighbors
who like to bless the music in

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the car, it was really difficult. I would, you know, not

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always have the courage to say something. I would just kind of deal with

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it. But I know it's hard. It's very hot. I mean,

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you went through such a difficult time
that I it's very inspiring and I'm sure

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that our listeners an audience will think
the same way that. Like here you

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were told that you not even finish
college, and you can see why,

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and yet not only finished bachelors,
you finished your masters. So how did

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you push through during those years as
young as you were a lot of timers

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disseverance. I really did not like
someone telling me that I couldn't do what

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I wanted to do, and so
I was I just set out to prove

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them wrong. And I actually graduated
early. I graduated, congratulations, thank

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you. So so I graduated each
program a semester early. So I ended

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up getting my bachelor's and masters in
only five years. And it just to

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me, like I've always been a
hard worker, you know, good in

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school and and so I just didn't
want this injury to change the course of

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my life in what I wanted who
I was really, which, to me,

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my identity very strongly was a hard
smart kid, a hard working smart

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kid. And so I was determined
to keep that up and keep doing that

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and just you know, change what
I studied because of the brain injury,

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I was. I was super interested
in learning more about the brain because you

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know, my doctors told me you're
a mystery patient. We don't know how

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to treat you. And I was
like, not something anyone ever wants to

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hear, right, So I was, you didn't how to define you?

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And and then that that's what tells
us, like, you know, things

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will happen in your life, but
don't let that define you because the person

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you are that doesn't change, and
you are a living example of that.

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Yeah, the core of who you
are doesn't change, but maybe that how

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you use it changes, maybe your
life experiences definitely. So you finished your

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masters then, so then I went
working, working working professional and for a

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couple of years, and then I
had two more brain injuries. Oh so

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they were within six months of each
other, so essentially back to back.

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And so that really is what shaped, you know, the work that I'm

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doing now, you know, supporting
people in the workplace, because through that

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experience, you know, I really
witnessed people having no idea how to support

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me, what to do with me, and not to any fault of their

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own. It's just not something ever
taught or talked about. You know,

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we don't. It's really hard for
us to support people who are, you

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know, different from us in a
way that we can't actually see. So,

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you know, you can't see a
brain injury, correct, So it's

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hard to support it absolutely. So
can you share with us, like,

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how what happened within a span of
six months? Sure? Yeah, I

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the first one, I was snowboarding
and I I actually, this is probably

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going to surprise a lot of people
listening here. I actually did not even

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hit my head. I fell on
my butt and the the bounce like jolted

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up my spine and bounced my brain
against my skull. Mmm. She gave

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me a brain injury. And because
if we think about the brain in the

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skull. Compare it to an egg
and the yolk inside of an egg.

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If you shake the egg mm hm, the yolk is going to bounce against

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the shell, and the same thing
happens in the brain. And we don't

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necessarily have to have an impact to
the brain to get a brain injury.

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So that was my first one while
I was working. Technically my second one.

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And then so I miss a lot
of work how to deal with,

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you know, all of the paperwork
and things like that. And then I

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that was in March, that was
St. Patrick's Day actually, and then

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September ninth, I want to say, or seventh something around there, I

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was driving to work and I got
rearended. Oh no, so then this

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was again another jolt. Yes,
so this one I did hit the back

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of my head against the rest and
I was confused and I didn't get the

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person's insurance, and I just kept
driving to work and I realized, you

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know, I knew something happened.
You know, I got there and I

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was like, I think I just
got a concussion or you know something.

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And so I actually had someone at
work who could evaluate it, and she

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said, yeah, you run your
value need to probably go home. So

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the timeline kind of reset of recovery, I kind of, you know,

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the previous six months of recovery didn't
really matter anymore. Kind of started over

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in September with the second one.
And you know, if you have one

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brain injury, you're more likely to
get another one. It doesn't take as

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hard of a hit to have the
same action. So that being my third

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one, with several little concussions here
and there throughout my lifetime. As you

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know, a lot of active people
likely get over time, and it was

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difficult. I missed a lot of
work. Once I started to go back,

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there was a lot of questions like
why aren't you better yet? Because

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it was you know, several months, right, it was probably two years,

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and so I was able to work
full time. So as a result,

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like you know, you already had
the vision and other issues as a

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result of the next two brain injuries, what else, Like you know,

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so those symptoms as you were facing, Yeah, those symptoms kind of just

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came flooding back. So I had
gotten to a part where I was able

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to manage them pretty well, but
the subsequent brain injuries kind of just brought

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them back into a full force.
So I was unable to read again,

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be in front of a screen,
things like that, and I went to

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physical therapy vestibular therapy in particular to
help with that. I I didn't I

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wasn't able to get into a vision
therapist here and I live in a different

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state than I did when I was
just growing up, so my same doctor

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wasn't an option. But yeah,
that that helped me a lot. And

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I got really involved with the Brain
Injury Alliance of Colorado. I'm in Colorado,

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and it was just a great support
network and I continue to volunteer with

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them. And so I would say
symptoms wise, it was about the same

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as what I experienced before, so
I kind of knew what to do.

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It doesn't really make it any easier, but of course not. I'm so

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sorry I've had to go through.
And it sounds like, you know every

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time you've looked at in the eye
and said, you know what, I'm

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not going to let it define me
or defeat me. So you mentioned that

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you know there were issues at work
where you know you were asked why aren't

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you better? So how did you
deal with that self advocacy and communications strategies

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and really trying to do my best
and communicate what I needed to succeed mm

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hm. And you know, for
example, I needed to work in a

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quiet setting at home so that I
could take frequent breaks in a comfortable setting.

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You know, so taking breaks in
an office isn't comfortable. You know,

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you sit around and just like stare
at the wall, and you know,

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what are you going to do for
a break, whereas at home,

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I can lay down on the couch, you know, pet my dog.

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So that was an example I really
pushed that, you know, I needed

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to work from home, and this
was an office where working from home was

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not normalized or allowed normally. So
and then did that work out or you

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yeah, that worked out as long
as I had a doctor's note. So

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I worked really closely with my my
vestibular therapist to provide updated weekly notes about

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what I can and can't do and
what I need at work in order to

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you know, to complement my recovery
process. And so you know, it

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worked to an extent. I would
say that my my peers and supervisors still

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didn't understand really what was going going
on. And it's difficult when you are

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trying to heal your brain to go
above and beyond and explain everything to someone

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or to everyone your coworkers. So
you know, I had a hard time

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not going to lie and they you
know, didn't. There was a lot

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of tension in the team and I
ended up leaving that position. So yeah,

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so after you left, and it's
very hard, and we will kind

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of dive deep into how we can
bring that advocacy because if somebody is suffering,

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whether it is you know, mental
illness or chronic illness as you have

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mentioned, or injury that people cannot
see, how can we embrace those differences

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and just bring it together where and
I can share with you Jen that I've

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got several kids whose stories are very
similar and yet very different, and they

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are a performers. It's just that
when they are pulled into the fold,

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then we accept that, like there
are differences and it's okay, things can

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change and when we're inclusive. So
I've got fullfaith in that. So share

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share with us what did you do
next? And where are you now right

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now? Sure? Yeah, So
that experience really inspired me to start a

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business teaching people, teaching organizations leadership
skills to support hidden differences so that you

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know, encompasses a lot of different
types of differences and we don't need to

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get into all the specifics, but
you know, just teaching people that there's

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differences you can't see. You know, statistics show average of thirty percent of

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the workforce has some sort of difference. So how can how can we support

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something that we don't know is there? And so that's what I do now.

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So I got my master's in organizational
leadership, and so I combined the

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leadership degree with my psychology degree and
my experience to create this business where I'm

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specifically putting it all together teaching leadership
skills designed to support hidden differences in the

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workplace. Oh that's beautiful. So
let's kind of go, okay, you're

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an organization we are going to look
at I'm going to bring in like,

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you know, maybe three different types
of organization and see how what message you

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can give them. So one is, let's say it's a very small mom

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and pops business. They may have
maybe ten to fifteen employees, not many

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resources at hand, and they have
got a couple of employees who maybe face

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saying something that they need accommodation.
And there are like you know, for

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example, like one of my clients
has ADHD and it's not that he doesn't

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want to focus or she like she
doesn't want to focus. It's just that

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they're different, and it's just the
working style is different, which needs to

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be accommodated. So that's one scenario. The second scenario is like, you

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know, submit to growing a startup
which is growing, and then there is

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a lot of work which is very
very fast paced that needs to happen,

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and now you have a few employees
who need just some adjustments and adaptations.

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And then there are companies that are
very well established. So leaders at the

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home of these type of companies,
how can they go about where we can

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include and embrace those differences and allow
them to you know, where we can

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nurture our people and let them blossom. I would say for all three organizations,

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the first step would be to learn
more about the ways that people are

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different from one another and how they
can be a compliment to the organization.

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So, for example, you mentioned
ADHD, and yes, while it can

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be difficult for someone to with ADHD
to focus, they also typically are very

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creative and when it's a topic that
they really are interested in, they hyper

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focus and can get an insanely impressive
amount of work done on a specific topic.

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So knowing, first off, knowing
that these differences can actually be an

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asset to the company is the first
step. So before we go into further

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deep, like, let's go because
for social media whatever reason, you know,

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we do find a lot of employees
with ADHD, and then what happens

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is when the routine stuff is given
to them, they're not able to do

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it. They get unmotivated, there's
very low lying desire to do things,

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and then they fall behind. So
can you go a little bit deeper as

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to how could people accommodate them?
And even before we go into that,

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what's the best way? Like,
you know, so many people are hesitant

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sharing that, Oh I don't want
to look different than somebody else. It's

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very hard for them to open up. So what could a manager do that,

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Hey, you know, a new
employee comes in or even if there's

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an existing employee, even before they
start struggling, what are the steps a

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good manager, good leader could do
so that they're nurturing and allowing everyone,

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including people who may have differences,
to flourish. Love that question, being

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open about the fact that as a
leader they support all different types of differences

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and having a conversation regarding success and
saying asking questions such as, I want

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to set you up for success,
Let's talk about how we can do that

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in what scenarios and what environments are
you the most successful? What topics excite

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you the most? What do you
want to work on? Especially if we're

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using the example of ADHD, Yes, they need to have a topic that

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they care about. Otherwise, as
you said, they're not going to be

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motivated to work on it because their
brain just can't. You know, it's

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really difficult. It's so difficult to
push yourself when you really just don't care

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about a specific topic. So asking
those questions and letting the employees be a

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full partner in those decisions and those
communication strategy, using those communication strategies together

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to talk about success as an individual, success as a team, department,

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and company at large. We want
each person to use their skills and not

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hide them to get tedious work done, you know, if we're using continuing

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to use the example of ADHD.
A similar difference in the brain is autism.

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And sometimes and typically people with autism
really want very direct and focused instructions.

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And maybe that's too maybe that's too
boring. Quote unquote boring for someone

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with ADHD. So maybe that's the
way we can split up the work.

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But we can't just assume that because
there's a lot of people who have both,

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and every person with each diagnosis is
different, such as you know,

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same with brain injuries. There's this
saying in the brain injury community, if

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you've met one person with a brain
injury, you've met one person with a

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brain injury, you know, they're
all so different. Of course, even

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you know within one person having multiple
each one is a little bit different.

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So it's communication. Is the biggest
strategy for a leader is to directly talk

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to that each employee and ask them
those questions I mentioned earlier, how can

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we set you up for success?
Offer ideas that's not you know, all

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00:32:42.759 --> 00:32:45.200
on that employee to come up with
everything, because that can feel like a

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00:32:45.200 --> 00:32:50.480
lot of pressure, right right.
It's like you mentioned that having that partnership

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and creating a safe space where they
feel that they can express themselves, where

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they feel creating that culture and that
organization that everyone is welcome because regardless regardless

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of the brain injuries, because that's
one thing, that labeling, that's one

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thing that I say that a human
being is much more. A person is

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much more than their differences or whatever
they're experiencing. That, so we don't

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want to like identify them by that. It's everybody. Everybody comes with a

359
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different experience, and so everybody's going
to be different. I mean when you

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look at a general family, four
or five kids, or even two kids

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or like you know, three kids
from the same family are so different.

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So we are different. And it's
about embracing those differences and creating that safe

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space that it's okay, it's okay
to be different, and we are not

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somebody. You're not your label,
you're not your diagnosis, you're not whatever

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it is. It doesn't matter whoever
you're not that your core is different.

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And then I really like what you
said is that bring them into the fold.

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Have that partnership you take also some
ownership, so and moving it step

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by step. So okay, So
let's say you discover the employee opens up,

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you discover how they may need different
circumstances. Let's see if the company

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is not for it, what can
a manager or a leader do to support

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their employees if the culture is still
growing and not fully where it needs to

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00:34:37.000 --> 00:34:45.920
be. Yeah, we can't unfortunately
always give all the accommodations that someone might

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request. It's not always in our
control as the leader to do that,

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and if it's against company policies,
so that's the time that we can get

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creative and continue that conversation. Sample
might be for someone is much more successful

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when they work from home, and
let's say the company doesn't allow work from

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home. Okay, what else can
we do? So let's think about why

378
00:35:15.400 --> 00:35:21.519
is work from home successful for this
person? It's likely quiet, it's probably

379
00:35:21.840 --> 00:35:25.840
comfortable. Maybe they let's say they
have a dog and they you know,

380
00:35:25.960 --> 00:35:31.679
they do well with their dog while
they're working, and they have access to

381
00:35:31.719 --> 00:35:37.880
food. Okay, well, can
we find an office that's really quiet for

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00:35:37.960 --> 00:35:43.800
them? Can we give them an
enclosed space? Even if we maybe most

383
00:35:44.280 --> 00:35:46.159
typically work in cubicles. Can we
find them in a closed space? Is

384
00:35:46.199 --> 00:35:51.639
that allowed with the company policy?
Do we have a dog friendly office?

385
00:35:52.800 --> 00:35:55.599
Could we maybe push for that if
it's not allowed, you know, they're

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not allowed to work from home.
And you know, we can go through

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each of the qualities of why this
particular request would help them and see if

388
00:36:04.880 --> 00:36:12.199
we can find those qualities in a
different setting that would be allowed and allow

389
00:36:12.239 --> 00:36:15.519
that person, I'll allow the employee
to again be a partner in that conversation

390
00:36:15.800 --> 00:36:20.639
because maybe it's not the fact that
they have their dog. Maybe it's the

391
00:36:20.639 --> 00:36:23.199
fact that they have access to a
couch and they work well on a couch,

392
00:36:23.239 --> 00:36:25.480
and so okay, can we put
a couch in their office? You

393
00:36:25.519 --> 00:36:30.679
know, am At my last employer, that was a request that I got

394
00:36:30.679 --> 00:36:35.320
approved. I got a couch in
my office so that I could take my

395
00:36:35.679 --> 00:36:40.320
breaks in a comfortable situation. Is
setting So you know, it doesn't have

396
00:36:40.519 --> 00:36:44.440
to be. I don't want to
you know, I don't want people to

397
00:36:44.599 --> 00:36:50.440
think from this conversation that we need
to say yes to all accommodations because,

398
00:36:50.639 --> 00:36:53.400
like you said, Tbia, that's
just not always a reality and we can't

399
00:36:53.400 --> 00:36:58.440
always control that even if we want
to give someone an accommodation the requesting.

400
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So it's a continual, creative conversation
about how we can support someone doing the

401
00:37:06.480 --> 00:37:09.400
best you can. Because here's like
you shed right, like one thing that

402
00:37:09.519 --> 00:37:15.320
told you, oh, you can't
even finish, you'll not be able to

403
00:37:15.400 --> 00:37:17.119
graduate from college. Just saying that, hey, I believe in you,

404
00:37:17.639 --> 00:37:22.639
I'm here for you. Giving them
that support is going to go So much

405
00:37:22.719 --> 00:37:30.039
more than just giving them the office, being there with them and educating the

406
00:37:30.119 --> 00:37:37.400
team members, bringing an empathy and
bringing in gratitude because you know, so

407
00:37:37.480 --> 00:37:39.920
many times, like you know,
people are just sitting and complaining, oh

408
00:37:40.000 --> 00:37:44.599
I'm working nine hours. Oh you
know she said this, all of this

409
00:37:44.760 --> 00:37:51.039
happened, and just kind of helping
people see that, yes, you know

410
00:37:51.719 --> 00:37:58.159
what you're complaining about, it's only
like five percent of your life, whereas

411
00:37:58.760 --> 00:38:01.599
it is somebody else, it could
be so much more difficult for them.

412
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So creating that culture, that harmonious
culture which welcomes people. So I think

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that and you come from psychology also, so to share with us, like

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00:38:15.840 --> 00:38:21.360
you know, us a little bit
about mindset and how could okay, accommodations

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00:38:21.360 --> 00:38:27.280
cannot be made, physical things may
not be possible. What could the leader

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00:38:27.599 --> 00:38:32.360
do to create that harmonious culture.
I think you really said it. You

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00:38:32.400 --> 00:38:38.960
know, being that kind person who
is there to support the employee is huge

418
00:38:39.199 --> 00:38:46.199
because especially as that employee going through
the accommodation's process. If you're going through

419
00:38:46.480 --> 00:38:52.840
HR to you know, fill out
all the formal paperwork and get the doctors

420
00:38:52.880 --> 00:38:59.280
know and all those things. Usually
you're kind of by yourself filling out all

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00:38:59.280 --> 00:39:05.800
of that paper work because it's kind
of an unknown topic from the leader standpoint.

422
00:39:05.960 --> 00:39:12.360
A lot of team leaders who don't
work in HR don't really know how

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00:39:12.360 --> 00:39:14.920
that works. They kind of just
let HR deal with it and they take

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00:39:14.920 --> 00:39:21.360
a step back. And so regardless
if it's the accommodation process or it's just

425
00:39:21.400 --> 00:39:27.599
someone's just having a hard day,
whatever it is, being that kind reliable

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00:39:27.880 --> 00:39:35.239
support system is huge. It can
really make someone feel like, Okay,

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00:39:35.280 --> 00:39:39.719
this is a place that supports my
differences. This is a place that I

428
00:39:39.920 --> 00:39:51.920
can feel supported and that even if
you know the accommodations aren't possible and the

429
00:39:51.960 --> 00:39:58.280
technical side of things are difficult,
this is so much more emotional than it

430
00:39:58.320 --> 00:40:00.840
is technical. And we all always
say, you know, everyone has heard

431
00:40:00.880 --> 00:40:07.519
this before, likely that people don't. People leave teams or they leave their

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00:40:07.639 --> 00:40:14.400
their supervisor rather than the actual job. So say the actual job can't let

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00:40:14.440 --> 00:40:20.719
you work from home or whatever it
is, but your boss is so supportive

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00:40:20.760 --> 00:40:25.239
and willing to talk with you about
other options or just you know, let

435
00:40:25.320 --> 00:40:30.840
you complain invent about it, you
know, even if other options aren't available,

436
00:40:31.719 --> 00:40:36.079
But just someone you can count on
and talk to like a real human

437
00:40:36.199 --> 00:40:42.320
being. Sometimes it can feel so
formal, and and you know, there

438
00:40:42.440 --> 00:40:46.480
is a line. You know,
we don't want to be necessarily like buddy

439
00:40:46.519 --> 00:40:52.000
buddy with everyone all the time.
There is a line of professional professionality we

440
00:40:52.119 --> 00:40:55.199
need to have. But that doesn't
mean we can't be kind and supportive and

441
00:40:55.320 --> 00:41:00.239
caring. Yeah, and you said
it that, Yeah, being there as

442
00:41:00.280 --> 00:41:08.519
a support and then the employee knows
that yet they're being supported and also identifying

443
00:41:08.599 --> 00:41:13.280
as you mentioned that those questions are
very powerful, you know what environment,

444
00:41:13.360 --> 00:41:17.320
what topic, and then assigning them
those areas and then they are going to

445
00:41:17.360 --> 00:41:22.719
outperform other people or I mean,
there's no comparison here. What I'm saying

446
00:41:22.760 --> 00:41:30.199
is that they will be a very
valuable member because the key is that people

447
00:41:30.239 --> 00:41:34.199
want to be heard, people want
to be recognized, people want to be

448
00:41:34.320 --> 00:41:38.679
valued, and people want to belong. So rather than isolating them, as

449
00:41:38.679 --> 00:41:42.920
you mentioned, you know, when
you're having that inclusive environment, when they're

450
00:41:42.960 --> 00:41:47.159
part of the team, it will
go long ways. So share with us,

451
00:41:47.360 --> 00:41:51.800
Jen, how do you help organizations? How do you help people?

452
00:41:52.480 --> 00:41:55.119
You're doing such valuable work out there
in the world, so needed, so

453
00:41:55.280 --> 00:42:02.280
needed, Thank you. So I
teach organizations in the format of workshops.

454
00:42:02.440 --> 00:42:08.679
So I have introductory workshops where I
talk about hidden differences and how it relates

455
00:42:08.719 --> 00:42:13.639
to team culture and what you can
do about it. But then for organizations

456
00:42:13.639 --> 00:42:16.320
who really, you know, want
to move beyond the awareness step and actually

457
00:42:16.400 --> 00:42:22.440
learn the skills that we talked about
today to transform their team culture and make

458
00:42:22.440 --> 00:42:25.079
it inclusive and really support it one
another, I have a program. It's

459
00:42:25.119 --> 00:42:30.880
a five part workshop series with optional
add ons for one on one coaching or

460
00:42:30.920 --> 00:42:38.440
small discussion groups where we get into
the details of leadership skills, communications skills.

461
00:42:38.800 --> 00:42:45.079
There's one on hidden differences inclusivity,
so like what technical practices can you

462
00:42:45.159 --> 00:42:51.840
add in and to your policies or
whatever it is, or just your your

463
00:42:51.920 --> 00:42:54.440
practices such as how can you email
more you know, in a way that's

464
00:42:54.480 --> 00:43:00.559
more inclusive. And then the fourth
one is self advocacy and the fifth is

465
00:43:00.760 --> 00:43:07.559
energy management. So it helps everyone
from from the top of the chain to

466
00:43:07.599 --> 00:43:13.920
the bottom. If all of the
material is relevant to everybody. I firmly

467
00:43:14.239 --> 00:43:20.360
believe that leadership is not positional and
an entry level employee can be a leader.

468
00:43:21.159 --> 00:43:27.440
So these workshops are for everyone to
learn all of these skills together.

469
00:43:28.760 --> 00:43:32.320
Agreed. I say that you can
be a leader where you are at And

470
00:43:32.599 --> 00:43:37.960
as we had started talking about in
the beginning, if you just kind of

471
00:43:37.000 --> 00:43:40.559
give somebody a smile, you are
a leader that day, because you don't

472
00:43:40.679 --> 00:43:45.599
know what kind of a day they're
having, just showing kindness. Starting out

473
00:43:45.639 --> 00:43:52.639
with little and energy management really sounds
well because it's an energy that parks us

474
00:43:52.760 --> 00:43:58.679
up, an energy that gives us
the coping mechanisms to go through difficult times

475
00:43:58.679 --> 00:44:02.599
that everybody's going to have to dificult
times. So that really sounds great.

476
00:44:04.480 --> 00:44:09.360
So yeah, you know, listeners, if you are listening, and if

477
00:44:09.360 --> 00:44:15.159
there's a need, I'm sure you'll
be contacting Jin so Jin there can they

478
00:44:15.159 --> 00:44:20.880
get in touch with you a few
different ways. So I would start with

479
00:44:20.920 --> 00:44:27.719
my website, which is the working
well dot us and on there, I

480
00:44:27.920 --> 00:44:31.360
have a few resources there's you know, you can contact me through there.

481
00:44:31.400 --> 00:44:37.000
But I also have a few free
resources such as an inclusive communication checklist where

482
00:44:37.000 --> 00:44:42.519
you can audit your own communication practices
and see what's missing, what can you

483
00:44:42.559 --> 00:44:45.639
add in, what are you already
doing great at and good job? And

484
00:44:45.760 --> 00:44:53.320
I also have a free support group
for employees with hidden differences to get the

485
00:44:53.440 --> 00:44:59.199
support that they feel like maybe they're
missing in their workplace. We can we

486
00:44:59.239 --> 00:45:05.000
all come together one a month.
It's actually tomorrow is our next one.

487
00:45:05.119 --> 00:45:13.639
Tomorrow, twelve to one pm Mountain
time. It's virtual. And then you

488
00:45:13.679 --> 00:45:22.159
know, I'm also on LinkedIn and
I don't honestly use LinkedIn a whole lot,

489
00:45:21.800 --> 00:45:24.159
but I am on there. If
someone prefers to reach out to me

490
00:45:24.280 --> 00:45:30.079
that way or email me, it's
just my first name, Jen with two

491
00:45:30.239 --> 00:45:35.960
ends at the Working Wild dot us. Well, thank you Jin for sharing

492
00:45:37.159 --> 00:45:45.599
your wisdom and bringing this important topic
to light, because it's important that we

493
00:45:45.639 --> 00:45:51.719
move forward with kindness. Because it
doesn't matter how different we are, all

494
00:45:51.760 --> 00:45:54.039
of us want us to be happy. We all have the same dreams,

495
00:45:54.039 --> 00:45:59.360
we all have the same pains,
and we all have same aspirations. So

496
00:45:59.440 --> 00:46:07.199
by that, bea connected and be
a one. So thank you and thank

497
00:46:07.239 --> 00:46:09.360
you listeners for joining us, because
without you, the show would not be

498
00:46:09.480 --> 00:46:16.960
possible. And keep on sharing the
chair and the kindness. Thank you a

499
00:46:17.000 --> 00:46:22.119
lot and thank you one for making
the show possible. So be val and

500
00:46:22.199 --> 00:46:29.039
take care until EXI thank you.
Thank you for being part of Beyond Confidence

501
00:46:29.079 --> 00:46:31.159
with your host did via Park.
We hope you have learned more about how

502
00:46:31.199 --> 00:46:35.920
to start living the life you want. Each week on Beyond Confidence, you

503
00:46:35.960 --> 00:46:40.000
hear stories of real people who've experienced
growth by overcoming their fears and building meaningful

504
00:46:40.039 --> 00:46:45.760
relationships. During Beyond Confidence, Divia
Park shares what happened to her when she

505
00:46:45.840 --> 00:46:49.719
stepped out of her comfort zone to
work directly with people across the globe.

506
00:46:49.880 --> 00:46:53.639
She not only coaches people how to
form HERD connections, but also transform relationships

507
00:46:53.679 --> 00:46:59.239
to mutually beneficial partnerships as they strive
to live the life they want. If

508
00:46:59.320 --> 00:47:01.760
you are ready to live the life
you want and leverage your strengths, learn

509
00:47:01.800 --> 00:47:08.280
more at www dot wpark dot com
and you can connect with want contact at

510
00:47:08.360 --> 00:47:13.079
dwpark dot com. We look forward
to you joining us next week.