Oct. 7, 2025

The Rise Without the Rush: A Woman’s Path to Leading with Power and Peace

The Rise Without the Rush: A Woman’s Path to Leading with Power and Peace
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In this empowering episode of Beyond Confidence, host Divya Parekh is joined by executive leader and wellness entrepreneur Abha Bowers to share the real story behind rising to the top as a woman—and doing it without losing yourself along the way.

Beyond Confidence is broadcast live Tuesdays at 10AM ET on W4WN Radio - Women 4 Women Network (www.w4wn.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Beyond Confidence TV Show is viewed on Talk 4 TV (www.talk4tv.com).

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WEBVTT

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The topics and opinions expressed on the following show are

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solely those of the hosts and their guests, and not

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those of W four WN Radio It's employees or affiliates.

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We make no recommendations or endorsement for radio show programs, services,

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or products mentioned on air or on our web. No liability,

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Radio It's employees or affiliates. Any questions or common should

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be directed to those show hosts. Thank you for choosing

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W four WN Radio.

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This is Beyond Confidence with your host w Park. Do

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you want to live a more fulfilling life? Do you

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want to live your legacy and achieve your personal, professional,

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and financial goals? Well? Coming up on dvparks Beyond Confidence,

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you will hear real stories of leaders, entrepreneurs, and achievers

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

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are living the life they want. You will learn how

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relationships are the key to achieving your aspirations and financial goals.

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Moving your career business forward does not have to happen

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at the expense of your personal or family life or

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vice versa. Learn more at www dot Divpork dot com

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and you can connect with divats contact dants divpark dot com.

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This is beyond confidence and now here's your host, div Park.

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Good morning listeners, It's Tuesday, and of course I'm thrilled

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to be here with you all, and today we have

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a very special surprise in store with so one thing

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I do want to share quickly that life has its

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own way of happening. And just one very quick story

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that I want to share with you. Just past this weekend,

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everything that could go wrong went wrong and everything that

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could go right went right. So I was running with

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my partner, the Confident Leaders co hot. We were connecting

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with the team members, with the ladies like ed Heart.

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I mean, it was a deep connection. So first day's over,

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I'm just Hi Hi, without drinking anything or without taking anything.

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Come the second day, not only my courage showing signs.

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So I take it to the dealer. When I come back,

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you know, then what happens is that I'm opening the

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garage door. It stuttered and falls on my head like

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you know, drop my coffee. And then of course I

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got to show up for my co hod So I

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do show up. I'm like, huh, Universe is definitely testing me,

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I talk about presence and there you go.

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Then I fractured my toe.

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So all in all, what I want to share is

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that when life is fun, yes, we can be present,

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we can be mindful, but the key is how do

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you maintain that presence while you're feeling the discomfort? How

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can you be on that edge of comfort? And that's

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what we are going to be talking about today as

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we speak to our very specially guest Abbah.

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Thank you so much for having me. Good morning, good morning,

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So sorry about your toe.

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Part of life, it's like, you know, we took things

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for granted and then you find out that little toe

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can make a huge difference. Absolutely, But here's I always

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say that without contrast, there's no clarity. So unless you

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know the contrast, you don't appreciate it as much. You

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appreciate but then it kind of brings you back into focus.

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So I'll about share with us. When you are young,

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do you recall a moment or a person who left

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a positive.

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Mark on you? Oh? Absolutely, I'm very lucky to say

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there's several, but I have to shout out my mother.

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She is the core reason why I am so creative

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and why I know there's always a solution to any

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problem or any obstacle, and that also you can find

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ways to make things better. She by far is the

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most just engine like ingenious person I know, and as

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a woman who you know, came from an arranged marriage,

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didn't have the opportunity to finish college. Uh, you know,

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there are these certain stereotypes or standards of you know,

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what you know can provide creativity or intelligence and things

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of that nature. But she is born with just natural

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grit and creativity and literally anything is possible that way.

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So I have to absolutely shout out my mother there.

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Well, that's phenomenal because it's important that we give that

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shout out to those influencers in our life. So, Athew,

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weren't growing up? What interest did you have? And you

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know usually all kids have this different dream So I'm

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going to be this when I grew up, did you

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have any of those I did?

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I have to agree. I wanted to be a teacher,

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I wanted to be a vet, and I wanted to

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be an animal police officer. So advocacy for are those

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who cannot defend themselves or speak for themselves, and teaching

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and being with people and others were clearly things that

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stood out to my folks of what that's what she's

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going to do when she grows up something in this world.

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I love that, And you know, it's just kind of

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fascinating how much we can learn from our pets or

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even nature or like un as you're talking about animals,

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like just sitting and watching there that little board or.

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Yeah, I'm not sure if you've had the chance yet

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to see Jane Goodall's documentary on Netflix that just came

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out as she recently passed on, and it is fascinating.

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But what I love is she said she never understand

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she can never grasp how people would say they could

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be bored, and she'd say, in nature, there's always something

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to watch, observe, and learn. And I find that fascinating

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to when you're saying, when you are going through the

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difficult moments, it's very easy to fixate on exactly what's

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happening to you and feel certain emotions. But if you

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were to just look up and look around, step outside,

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or even just listen, you see that so much is

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going around you to be grateful for, and it really

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helps with that perspective. So she's someone I certainly look

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up to as.

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Well, oh, absolutely, I'll definitely have to. She's one of

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my cheers, and yes, yes, talk about nature for the

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rest of it, and I'm.

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Yes, yes, that's her advocacy for animals too, right. It

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ties in very well. Absolutely.

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I do want to bring back to you, like you know,

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that's that's such a beautiful dream that you had. And

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then as you kind of went through your high school

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and college, what did you interest take you?

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Well, it took me to I love doing musicals and performing,

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so I joined choirs and then my team would go

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and compete, and I love being on stage and doing shows.

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So I think you know the takeaway there looking back

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and reflecting, was I enjoyed public speaking, I enjoyed performing,

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and enjoyed teamwork and all those things. When you're an acchoir,

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you have to work well. I was a soprano, but

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you have to work well with all different levels of

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the alto, tenor and base to make sure that you're harmonizing. So,

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you know, while lots of folks grow up learning teamwork

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via sports, I learned the same tools and mechanisms through

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singing and music, and that that part of harmony, whether

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you're on the field or you're on the stage, and.

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That is so powerful because whether it is sports.

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Or arts, or science or music, that's something that binds

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the whole humanity. Doesn't matter where you're from. Good music,

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you will be nodding your head to the rhythm, doesn't

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matter whether you understand the words or you don't. And

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that is such a powerful thing that you said that

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you learned the lessons from there. What was like, you know,

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a couple of lessons that you've carried with you.

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In today from those experiences. You are better together, stronger together.

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You can be powerful and you can perform well, sound

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well on your own, but you are always that much

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stronger and better when you have others alongside with you

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and making sure that you're also aware of others. I'm

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an incredibly empathetic human being, and so you know, being

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cognizant of those around you and how you are incorporating

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them and finding the best superpowers in people, I think

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is one of my strengths. And that's something I learned

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too by observing and listening. So music you have is

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a lot you sing, but you have to listen. I

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think a lot of times in our world we like

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to share our opinions quickly chime in, but a lot

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of times folks need you to pause and listen and

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take in what it is that they're trying to tell you.

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Mm hmm.

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None is such a powerful superpower to have because many

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understand people. Whether it's through listening or through observing. You

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don't have to think how you can support them. It

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comes naturally and that is such a beautiful way to

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be a leader. And so tell us your journey from

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being a soprano to getting into the corporate world.

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Okay, so once my father figured out, all right, medicine

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is not going to be her thing. Business is her thing.

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My dad's an aprologist, and so he had said, you know,

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you take a shine to people. That's your superpower. What

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do you think about business? And business is so broad

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you could do anything. And I am a big data nerd.

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I love numbers, and so really we were debating should

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I go into finance. And I had a mentor in

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college that said you'd be great for marketing, and I

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was like, what's marketing?

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Like?

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I see TV ads, radio ads. And I was led

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to an internship at Merrill Lynch and I'm going to

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call out my very first mentor Angela Ponticello, who absolutely

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changed my life. The internship was at Merrill Lynch and

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it was half marketing, half finance, and I remember him

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sitting me down in his office and saying, you know,

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you really got the numbers thing down. You're taking a

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shine to marketing. I want you to meet someone I

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know and his wife's very best friend, Lisa Feckenhoward, who's

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still a dear front to this day, was working at

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a local ad agency and he had said, why do

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you go meet her for the day? And I think

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they had day internships back then, and I said, all right,

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let's go do this. And I remember walking off onto

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this agency and you have to go through an elevator

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and the elevator door is ding open, and I knew

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I was in love. And it was like he had said,

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you kidnapped your head to music, but also you're feeling

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something and you have to listen to your body and

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the feelings in which it emits. It'll tell you things

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sometimes quicker than even your brain. And I felt like

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this was my home. I belonged here. There was so

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much energy, camaraderie, passion. There was just so much buzz

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and I said, what is marketing? I have to figure

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out what they do here? And so I had this

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day internship. It turned into a week, and then I

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was so fortunate turned into a job offer before I

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graduated college, and that's how I started my marketing role

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in Rochester, New York. So upstate New York. Big shocker,

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I'm from there. You know, Wow, another person from New

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York living in North Carolina, right, But you know, I

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followed my passions through and if you're from Rochester, you

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go to New York City to advance your knowledge and

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career in marketing. It's the biggest hub there. It's a

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big apple. It's exciting. And within my ten years in

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New York, I bopped around from going to my first

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client in house position at Tiffany and Company, and that

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gave me exposure to building and launching new products and services,

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doing marketing on a global level, which was really exciting,

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and it led me all the way to also working

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within startups. I have too dear friends in college that

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were brave and bold enough to start their own startup

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called Brand Networks. I was their third hire in New

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York City and they're still doing fantastic. So shout out

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to them too, and you know, so from there that

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was Corporate America and I ended up boomeranging back to Rochester,

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thinking this is it. I have my house, the kids,

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the dogs, the dream. But after my youngest, my daughter

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turned to this wonderful thing called sleep, came back to me.

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She started sleeping through the night. And yes, I'm one

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of those parents with kids who didn't sleep. And you

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take that for granted, let me tell you, but I

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wanted more than my family here in North Carolina that said,

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this is a really great place to raise your children,

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and the market's booming for marketing, and so we moved

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down and I found walk West and I met Donald Thompson,

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who is a game changer, life changer for me, very

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well known gentleman in the area. And he, you know,

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it came down to him saying, when I was given

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the opportunity to become CMO at a very great bank

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in Rochester to working at walk West back in the

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agency world, he kind of scoffed and said, you think

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you're made for corporate America. You know you want to

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come back in the ring for the agency world. And

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so I did, and it was through Donald's mentorship. That

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becoming a CEH fell into my lap, which is kind

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of a weird thing to say, Like generally speaking, it's

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a goal you obtain and go towards. But my mantra

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is right behind me is work hard and be nice

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to people. And I truly think things fall into place

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with that mindset. And so when Donald you know, went

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off to be CEO at the Diversity Movement, he had said,

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you know, I want you to put your hat in

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the ring to be CEO of walk West. I always

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thought I'd be a CMO being in marketing, but I said,

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you know what you don't know, you don't know, try

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and I was very fortunate. And that's how I fell

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into into that corporate world and my first real exposure

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into the C suite. And it was an experience I

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am so grateful for. I learned so so so much

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and it shaped my life.

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You talk about a lot of transitions, you talk about okay,

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like you know here I am. I love the animals

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from there into music, music to finance, finance to sam

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All and becoming in the CEO and the marketing and

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then the startup. Because a lot of people are very

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very hesitant, so I want us to like, you know,

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talk about like, you know, younger generations, younger generations especially nowadays.

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You know, unfortunately a lot of young college graduates are

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not able to find jobs. Not sure if it is

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AI generated or what it is. Like you know, a

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lot of coding and all of that is happening, but somehow,

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like you know, I was just reading that, what message

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would you have to those youngsters like you have been

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through so many transitions. What are a few things that

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they could do to set themselves up for the next

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few years.

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The world is so beautifully different now, you can't give

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up hope. There there is more flexibility than ever in

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the world. You know, back in my day, you go in,

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it's very strict and what the rules are it is

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you know this time to this time, it is in

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person only. There weren't a lot of entrepreneurs then. There

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were not a lot of contract workers hybrid workers at

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that time. And now I really want to tell the

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younger folks, do not give up, do not give up hope.

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For me. Similarly, I graduated college in two thousand and

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seven and we hit the recession and there were no jobs.

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It was so hard to obtain a job but you

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have to hustle, and you have to believe in yourself,

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and you have to gain that confidence of who you are.

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I would strongly suggest building out your network. You will

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never know where meeting one person for coffee can lead

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you and who they may know. And you have to

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truly believe in yourself and practice gratitude. I can't express

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how much practicing gratitude has changed my life. There is

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so much out there to be grateful for and to manifest,

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you know, the things that you desire and want building

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out a plan. A lot of folks give up hope.

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But if you can start mapping out again with a

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mentor a friend, your parents, whomever, take it one step

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at a time. One step is adjustable, one step is approachable,

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and build your confidence that way. Like you say, beyond confidence,

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don't lose that confidence and forget who you are and

295
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keep chasing your dreams. Absolutely, and I am going to

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your point. I'm going to add to that, it's not

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just about confidence. You're just starting out in your life.

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Go beyond confidence because you're made for more. And as

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you mentioned that, you know, especially in today's world. I

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personally have lived multiple lives in this life so much. Yes,

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I completely understand.

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More flexible in the sense that there are a whole

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lot more options versus you know, if you were to

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go back, even like two or three decades back, it

305
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wasn't there. So yes, Internet and the web and social

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media it has its down place, but it also has

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it's a lot of like openings and opportunities and possibility.

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It's okay, we've talked about the younger ones now a

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lot of times. You know, women, we still hear that

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women are still being paid. Not sure, like what was

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the current like eighty five cents or whatever to the

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dollar that a man is getting paid.

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What do you say to that.

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You have to advocate for yourself or no one's gonna

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do it personally for myself, I think the number one

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tip also I give people, no matter what your age is,

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is you go into a role and you make yourself

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invaluable where a company. It would hurt a company to

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lose you, right, and so you have to find ways

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to add your own special thumbprint, your own special sauce

321
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to wherever it is that you go. But you must

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always advocate for yourself. You do not settle, and you

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fight for what you are worth, But also what are

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you bringing to the table, right, so making sure that

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you are tracking, documenting, and really showcasing it. What is

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it that you are contributing to the organization. But we

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don't just say oh, this is the gap and it's

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going to take another twenty years to close it. Every

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single person listening can make a difference for us to

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get there faster and in a much more efficient way.

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M hm. So you brought up with some very valuable points.

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You said, make yourself invaluable. What are some of the

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ways where people can find especially sometimes what happens is

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that they may be in a repetitive job and don't

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have different opportunities to shine.

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Yep. So a job is never just a job. You

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could be in accounting and think that your job is

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just numbers and things of that nature. But when you

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look at an organization or organization is way more than

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what it represents. So are you going to be adding

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And I'll give you a very random example. I had

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a director of media. We were in hybrid times. I

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never thought i'd lead an organization during COVID where we

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couldn't even see each other, being an extroverse and our

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culture was hurting. Our connection was hurting. And if you

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don't have people connecting to something, you will see that

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your business will decrease in effort and energy and what

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your output is. Right, and so he had said, you know,

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I know I'm out of media and whatnot, but I

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do believe it's really good for us to bring folks together.

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I would like to start a committee for whether it's meditation, mondays,

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or doing cultural events for us together, or to getting

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happy hours together, whatever it is to bring people and

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productivity together. He then idated with somebody else who had said, Hey,

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I want to do little webinars and get folks up

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to speed on how to learn ABC and D. So

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once we then saw more engagement, more people joining the calls,

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more people participating, you would then see our creativity, our spark,

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our camaraderie increased. That's adding value to a company. So

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truly get creative on what it is that you think

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your company is lacking. It can be in the cultural realm,

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it could be a product or service that you could

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add that would help your revenue goals. Getting creative and

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then contributing is absolutely something anybody can do right now

365
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in this moment, very powerful.

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So what I'm hearing is find the gaps that will

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translate into.

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ROI and the way find the gaps, Yes, and to

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whatever it is that you want to shine in.

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Absolutely and ah, that's a really good point that it's

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not only finding the gaps and going after it, but

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where you want to shine and you want to bring lights,

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so then that makes you invaluable. Now, so many times

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what happens is that people are very hesitant, whether it's

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men or women, to advocate for themselves. I'm sure you

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have heard in your career, and I hear that from

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my clients all the time. You know, what if my

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message doesn't land and when they find like, you know,

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somebody's not nodding their heads, especially if it's not like

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you know, people have.

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The cameras turned off.

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I don't want to ask the question what if people

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think that I'm stupid or what is the perception?

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What would you tell them?

385
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There comes a point in your life And I don't

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want to say you don't care about what other people think,

387
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because you always will care. We're humans. But if you

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truly were to factor in and consider everyone else's one

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million different ways they can respond, how will you ever grow?

390
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How will you ever learn? How are you ever taking

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a risk and getting the reward You're not? So if

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you decide to stay quiet and in your bubble and

393
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in your box, frankly, that's on you. But what's the

394
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worst that could happen? If someone doesn't agree with it.

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Maybe they won't agree, but they could say, hey, this

396
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person's an idea maker, I want to add them to

397
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this conversation and brainstorm with me. Or it could be

398
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the best idea in the world. But the last thing

399
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you want to do is ever have regret for not

400
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speaking up. Or what could also happen is you have

401
00:21:48.920 --> 00:21:51.319
the idea, you stay quiet, someone else says and you're like,

402
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I have the same idea. Whoever wants to be that guy?

403
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Or hear that person say that? Right, there's no harm

404
00:21:58.440 --> 00:22:02.039
in speaking up for yourself. Again, If you don't, you're

405
00:22:02.079 --> 00:22:04.319
going to be that quiet person in the meeting who's

406
00:22:04.359 --> 00:22:07.440
not bringing or adding any value. And we all have

407
00:22:07.720 --> 00:22:10.119
so much more we can add if we can work

408
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on having the courage to do so.

409
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And that's important to know that before you go and

410
00:22:16.480 --> 00:22:20.200
advocate for yourself, it's important to start contributing. It's important

411
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to create that impact that's meaningful to people as well

412
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as to the overall revenue. Now, so many times, a

413
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lot of women and men will you know, a lot

414
00:22:32.359 --> 00:22:35.440
of professionals will say that there are layers between the

415
00:22:35.480 --> 00:22:39.680
C suite leadership and them, so how can they garner

416
00:22:39.759 --> 00:22:40.519
the visibility?

417
00:22:41.559 --> 00:22:44.200
I what I love to do is ask them out

418
00:22:44.200 --> 00:22:46.920
for coffee, ask them out for lunch, because what I

419
00:22:46.960 --> 00:22:49.319
find fascinating is you can learn from anyone, and I

420
00:22:49.400 --> 00:22:52.960
mean anybody, all the way from the CEO to you know,

421
00:22:53.000 --> 00:22:56.039
the janitor to the assistant. Everyone has a compelling story.

422
00:22:56.079 --> 00:22:58.200
You don't know where their paths have led them. You

423
00:22:58.240 --> 00:23:00.640
can learn something from everyone. But if if your goal

424
00:23:00.799 --> 00:23:02.960
is to connect with the c suite, I would advise

425
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you find someone that you look up to and want

426
00:23:05.799 --> 00:23:07.319
to learn from and say I'd love to get coffee

427
00:23:07.319 --> 00:23:09.480
and I'd love to listen to your journey. That is

428
00:23:09.720 --> 00:23:13.720
an incredibly easy way to bring down the wall. And

429
00:23:13.839 --> 00:23:16.359
it's not that you're asking them for a promotion, for

430
00:23:16.480 --> 00:23:18.440
funding or things of that nature. You want to learn

431
00:23:18.480 --> 00:23:21.000
from them. And who doesn't like sharing their story? And

432
00:23:21.039 --> 00:23:22.839
I think that could go a very far away of

433
00:23:22.880 --> 00:23:25.279
saying this is someone who's trying to make a simple

434
00:23:25.319 --> 00:23:27.400
connection with me. How do you say, no, how many

435
00:23:27.440 --> 00:23:29.200
people do you randomly meet at conferences that you get

436
00:23:29.200 --> 00:23:32.839
coffees with rights. It's very disarming, and it's a way

437
00:23:32.880 --> 00:23:35.960
to build a connection, and it gives you a direct line.

438
00:23:35.960 --> 00:23:38.440
But also it allows the person you're meeting with to

439
00:23:38.480 --> 00:23:41.400
get to know you as well. So it's no longer

440
00:23:41.480 --> 00:23:44.079
this terrifying. Oh my god, the CEO's walking in or

441
00:23:44.119 --> 00:23:47.279
the cfo's here, you know, whenever. It's like, at the

442
00:23:47.359 --> 00:23:50.000
end of the day, if people are listening, everybody is

443
00:23:50.039 --> 00:23:52.279
a human. When I used to live in New York City,

444
00:23:52.319 --> 00:23:54.720
there were celebrity sightings everywhere, and at first I'd be like,

445
00:23:54.720 --> 00:23:56.160
oh my god, it's so and so and so and

446
00:23:56.200 --> 00:23:57.880
so I was in the elevator wants to Tier Banks,

447
00:23:57.880 --> 00:23:59.279
and I was like losing my mind. But then I

448
00:23:59.359 --> 00:24:02.359
was like, you know what, she's a person. Everyone's a person.

449
00:24:02.440 --> 00:24:05.519
We're all humans. And when you really put that perspective on,

450
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I'm a human, you're a human, he's a human, it's

451
00:24:07.759 --> 00:24:11.720
not it's not as intimidating I would think is putting

452
00:24:11.759 --> 00:24:14.359
that in that that perspective. So I say, make that contact,

453
00:24:14.440 --> 00:24:17.319
ask for that coffee as for a even a walk

454
00:24:17.359 --> 00:24:19.640
around the building when you're in the office that day.

455
00:24:19.680 --> 00:24:22.079
It can be very simple to make that connection.

456
00:24:22.880 --> 00:24:26.759
Mm hmmm, very powerful. As they say, proximity is power,

457
00:24:27.079 --> 00:24:30.480
m m. You can create proximity with just as simple

458
00:24:30.559 --> 00:24:31.400
as for coffee.

459
00:24:31.720 --> 00:24:34.200
Yes, and I can guarantee you you have three things

460
00:24:34.240 --> 00:24:37.519
in common with anybody in this world. You could like dogs,

461
00:24:37.559 --> 00:24:39.519
you could like traveling, you could like coffee, the same

462
00:24:39.519 --> 00:24:42.440
sports team, sports in general. And when you find those

463
00:24:42.480 --> 00:24:44.599
ways to connect, it really makes.

464
00:24:44.440 --> 00:24:48.480
It powerful and does coming back to your journey as

465
00:24:48.480 --> 00:24:51.519
a CEO, tell us you know what lessons did you

466
00:24:51.559 --> 00:24:56.440
learn during that time? Was the journey solitary because a

467
00:24:56.480 --> 00:24:59.640
lot of people say that it's you know, it becomes

468
00:24:59.720 --> 00:25:03.200
very isolated and what for some learnings and if you

469
00:25:03.240 --> 00:25:05.319
have any stories off, any ups and downs, that would

470
00:25:05.319 --> 00:25:05.640
be great.

471
00:25:05.880 --> 00:25:10.799
Absolutely, it is incredibly isolating. And I was not aware

472
00:25:10.799 --> 00:25:13.160
of that, but my mentor had said, you won't know

473
00:25:13.559 --> 00:25:16.720
until it happens, until you signed that paperwork. Because I

474
00:25:16.799 --> 00:25:18.720
was at the company for several years before I said,

475
00:25:18.759 --> 00:25:21.240
no way, I know that's probably gonna happen everybody else

476
00:25:21.279 --> 00:25:22.960
there's noway's going to happen to me? I've known these

477
00:25:23.000 --> 00:25:25.200
folks for years and years. But she's right because there's

478
00:25:25.240 --> 00:25:29.079
a level of confidentiality decisions you have to make that

479
00:25:29.119 --> 00:25:33.240
can be difficult, and it is incredibly isolating. So my

480
00:25:33.359 --> 00:25:36.720
suggestion there for fellow leaders in those positions is find

481
00:25:36.799 --> 00:25:40.759
others in that role a realm with you to connect with.

482
00:25:40.920 --> 00:25:42.720
And I think what's beautiful is there are a lot

483
00:25:42.759 --> 00:25:45.480
of groups and organizations and folks you can meet to

484
00:25:45.519 --> 00:25:48.839
connect with so you don't feel so alone. So to

485
00:25:48.839 --> 00:25:54.480
answer that question, one, yes, it is absolutely isolating. And

486
00:25:54.559 --> 00:25:58.279
what I learned, you know, is you know, taking the

487
00:25:58.359 --> 00:26:02.559
time to listen to your employees. So an example here

488
00:26:02.759 --> 00:26:05.200
is you may think you know the best way to

489
00:26:05.200 --> 00:26:08.119
do something from your own personal experience, from your own personality,

490
00:26:09.039 --> 00:26:10.960
but you know, I had my mentor come in and

491
00:26:11.000 --> 00:26:15.000
she led a group, and I found out my organization

492
00:26:15.039 --> 00:26:18.519
at the time, let's say, was ninety five percent introverts

493
00:26:18.960 --> 00:26:21.240
and five percent extroverts. You can guess which bucket I

494
00:26:21.279 --> 00:26:24.759
fell into. But if you have an extrovert leader and

495
00:26:25.160 --> 00:26:27.599
most of your employees are introverted, and this is when

496
00:26:27.599 --> 00:26:31.599
we were debating the hybrid scheduling, if their productivity can

497
00:26:31.640 --> 00:26:35.440
excel being introverted within their homes. Why would I demand

498
00:26:35.480 --> 00:26:37.799
they come in five times a week. That's not productive

499
00:26:37.799 --> 00:26:40.000
for anybody. That doesn't work for anyone. And I took

500
00:26:40.039 --> 00:26:42.720
the time to listen to the whys, but you know,

501
00:26:42.839 --> 00:26:44.759
for the folks to make sure I were in X

502
00:26:44.839 --> 00:26:47.519
number of times a week because this is good for

503
00:26:47.920 --> 00:26:51.359
culture and community and brainstorming. But these are the times

504
00:26:51.400 --> 00:26:54.400
in which y'all can be home work on the things

505
00:26:54.440 --> 00:26:56.039
you want to work on in the way in which

506
00:26:56.079 --> 00:26:58.480
you've expressed to me is most productive for you. But

507
00:26:58.559 --> 00:27:00.960
here are the expectations and the ard roles that you have.

508
00:27:01.599 --> 00:27:05.640
So I think setting expectations and being very clear what

509
00:27:05.680 --> 00:27:10.160
you expect of your people is paramount for success. And

510
00:27:10.240 --> 00:27:12.759
listening to the ways in which they want to work

511
00:27:12.799 --> 00:27:15.880
and doing your best to incorporate that as well. When

512
00:27:15.920 --> 00:27:18.720
you lead with an iron fist and you say this

513
00:27:18.759 --> 00:27:22.079
is the way we're going to do it and that's it. Personally,

514
00:27:22.079 --> 00:27:24.680
speaking from my experiences, that's not the most productive way

515
00:27:24.720 --> 00:27:28.200
to run an organization. So really listening to your folks

516
00:27:28.200 --> 00:27:31.079
and learning about them is Keith.

517
00:27:32.480 --> 00:27:35.400
What would you say, like you know, there was one thing,

518
00:27:35.680 --> 00:27:38.079
like you know, if you were to go back like, Oh,

519
00:27:38.119 --> 00:27:41.359
if I known that, I would have done differently.

520
00:27:44.079 --> 00:27:48.799
If I had known COVID was coming, I certainly would

521
00:27:48.799 --> 00:27:52.359
have set us up a little bit differently, uh for sure,

522
00:27:52.640 --> 00:27:55.559
in getting us you know, ready for the hybrid world.

523
00:27:55.640 --> 00:27:59.440
That's like the biggest thing I can certainly when people ask, like,

524
00:27:59.440 --> 00:28:01.640
what's the one thing if you could have a magic

525
00:28:01.680 --> 00:28:04.440
eight ball, I wish I could have, so I would

526
00:28:04.480 --> 00:28:07.119
have known more. I think I would have done more

527
00:28:07.240 --> 00:28:10.519
things outside and gotten the team you know, more together

528
00:28:10.599 --> 00:28:14.759
regularly and have some more ways to connect. I wish

529
00:28:14.799 --> 00:28:17.680
we had more resources too that we could share, you

530
00:28:17.680 --> 00:28:19.960
know at already. You know, again it was new to

531
00:28:20.000 --> 00:28:23.359
all organizations, but maybe a buddy system would be nice

532
00:28:23.359 --> 00:28:25.960
to have set up things of that. But I certainly

533
00:28:25.960 --> 00:28:28.759
would have would have loved to have changed some things

534
00:28:28.799 --> 00:28:31.759
around in that hybrid work style before COVID hit us. All.

535
00:28:33.559 --> 00:28:35.559
And what are a couple of things that you did

536
00:28:35.599 --> 00:28:37.960
and you take pride in it, like, oh, yeah, you

537
00:28:38.000 --> 00:28:39.680
know I did that.

538
00:28:39.680 --> 00:28:41.079
That has put a big impact.

539
00:28:41.319 --> 00:28:44.920
When I my biggest pride in my career, I will

540
00:28:44.960 --> 00:28:47.279
say is that we didn't have to let go of

541
00:28:47.319 --> 00:28:51.440
anyone during COVID, And it's because thank you it's not.

542
00:28:51.519 --> 00:28:54.160
I applaud my team too, because what we did was

543
00:28:54.160 --> 00:28:57.160
we banded together and we got creative. So being a

544
00:28:57.200 --> 00:28:59.960
marketing firm, you know, we were building websites and things

545
00:29:00.079 --> 00:29:03.680
of that nature, but we quickly pivoted and said, all right,

546
00:29:03.759 --> 00:29:06.519
for our clients to succeed, you know, one of them

547
00:29:06.680 --> 00:29:10.359
is in the beverage space, we had to quickly incorporate

548
00:29:10.359 --> 00:29:12.640
e commerce into their platforms and their sites and their

549
00:29:12.680 --> 00:29:15.480
system because you couldn't go out and purchase any more

550
00:29:15.519 --> 00:29:18.440
in person. And so when we found ways in which

551
00:29:18.519 --> 00:29:22.519
we could bring our especially brick and mortar organizations to

552
00:29:22.640 --> 00:29:26.480
e commerce, everybody you know, won And so I really

553
00:29:26.519 --> 00:29:29.440
credit my team the hard work, the learning that they

554
00:29:29.480 --> 00:29:33.039
put in to help our clients succeed and our organizations succeed.

555
00:29:33.039 --> 00:29:35.759
But it's it is my most my most problem in

556
00:29:35.799 --> 00:29:39.240
my career because my team, we were twenty five, so

557
00:29:39.799 --> 00:29:42.880
they were family to me. You know, they weren't just

558
00:29:43.079 --> 00:29:46.000
numbers by any means. I knew their family members, their children,

559
00:29:46.079 --> 00:29:48.839
they have mortgages, benefits. It's a lot of weight on

560
00:29:48.880 --> 00:29:51.960
your shoulders in this role. But I was really glad

561
00:29:52.000 --> 00:29:52.960
that we could see that through.

562
00:29:54.240 --> 00:29:54.480
Yeah.

563
00:29:54.599 --> 00:29:56.599
No, and it's such a beautiful way to look at it,

564
00:29:57.000 --> 00:30:00.400
and for me, that would be the utop. Yeah, in

565
00:30:00.440 --> 00:30:03.799
the corporate world, because whenever I hear people being laid off,

566
00:30:03.799 --> 00:30:07.920
I just cringe because being a people person, there's always

567
00:30:07.920 --> 00:30:11.720
a story. There's somebody it could be, like you said,

568
00:30:11.759 --> 00:30:13.680
you know, mortgages and all of that, and if you

569
00:30:13.720 --> 00:30:17.359
could find ways to work around it, and even if

570
00:30:17.559 --> 00:30:21.640
people so so many times what happens is that you

571
00:30:21.759 --> 00:30:24.359
hire people but they're not right for the job. It's

572
00:30:24.359 --> 00:30:28.000
not that they're not good, they're just not the right fit.

573
00:30:29.480 --> 00:30:35.359
What would you encourage the leaders to do in those situations.

574
00:30:35.160 --> 00:30:38.799
Find the strengths of that person and see where they

575
00:30:38.799 --> 00:30:42.000
can apply. Right, So you know, someone can come in

576
00:30:42.400 --> 00:30:44.960
as one realm and you say, all right, this is

577
00:30:44.960 --> 00:30:47.279
the experience they had, this is why we hire them.

578
00:30:47.319 --> 00:30:49.279
But how much of a person can you know within

579
00:30:49.279 --> 00:30:51.599
two interviews, two or three interviews, right, Like, you don't

580
00:30:51.640 --> 00:30:56.079
truly know everything about them. But everyone does have strengths,

581
00:30:56.079 --> 00:30:59.839
So can you find strengths that would apply and help

582
00:30:59.880 --> 00:31:03.200
them business? But if not, you know, you do have

583
00:31:03.279 --> 00:31:04.759
to make sure you're not trying to you know what

584
00:31:04.799 --> 00:31:07.160
they say, ram a square peg into a round hole

585
00:31:07.240 --> 00:31:10.440
or vice versa. So, but I do believe that everyone

586
00:31:10.519 --> 00:31:13.000
has strengths they can contribute. So getting to know that

587
00:31:13.160 --> 00:31:17.640
person and what is their passion people perform what are better,

588
00:31:18.279 --> 00:31:22.000
much better when they do things that align with their values,

589
00:31:22.039 --> 00:31:24.720
their goals and their passion points. So in listening to

590
00:31:24.759 --> 00:31:26.519
someone and say what makes you tick, what do you

591
00:31:26.640 --> 00:31:28.119
like about the job, what do you do in your

592
00:31:28.119 --> 00:31:31.079
spare time, you can learn a lot about people to say, oh,

593
00:31:31.279 --> 00:31:33.240
you didn't mention you did this in the past, or

594
00:31:33.279 --> 00:31:35.880
you have this skill set. This could help the organization

595
00:31:35.920 --> 00:31:38.000
in this way. What do you want to talk about

596
00:31:38.000 --> 00:31:39.960
with a B and c AD. I know you were

597
00:31:40.000 --> 00:31:42.359
in this role, but have you considered potentially going into

598
00:31:42.440 --> 00:31:45.319
project management? If you say you are very organized and

599
00:31:45.480 --> 00:31:47.759
love to keep people you know up to date on

600
00:31:47.799 --> 00:31:50.440
schedules and things of that nature. But I think you

601
00:31:50.559 --> 00:31:53.720
really have to take a full chance on getting to

602
00:31:53.720 --> 00:31:55.759
know someone and their skill sets to see where you

603
00:31:55.759 --> 00:31:58.519
can apply them.

604
00:31:58.599 --> 00:32:01.440
You have mentioned that you know you and startups so

605
00:32:01.440 --> 00:32:04.119
so many times what happens is that people are in

606
00:32:04.200 --> 00:32:07.119
startup mode and then the cultures can be really, really

607
00:32:07.160 --> 00:32:11.079
good because you can accommodate it's small team and then

608
00:32:11.279 --> 00:32:14.480
fast forward it becomes a mid size company. Fast forward

609
00:32:14.519 --> 00:32:19.079
a little bit. They go for IPO and so many

610
00:32:19.519 --> 00:32:24.240
millennials and gen zs. It's about growth and financial compensation

611
00:32:24.480 --> 00:32:27.640
and the culture. So what happens is that, you know,

612
00:32:27.720 --> 00:32:29.920
now they're vested in the stocks, they see the company

613
00:32:29.960 --> 00:32:34.880
is doing good, very happy, very excited, low and behold.

614
00:32:34.880 --> 00:32:37.119
Fast forward maybe six months down the road.

615
00:32:37.640 --> 00:32:41.160
Now the shareholders and the board members eyes, the eyes

616
00:32:41.200 --> 00:32:45.559
around the company. Let's say, you know, some something tanks,

617
00:32:46.640 --> 00:32:52.039
the share falls, and the leadership who's brand new in

618
00:32:52.119 --> 00:32:55.200
that role, like having all those eyes on them. Then

619
00:32:55.240 --> 00:32:59.079
they start creating all these retrics and during this what

620
00:32:59.200 --> 00:33:01.319
happens is, and I've seen this time and time again

621
00:33:01.480 --> 00:33:07.799
as of coach, is that the same professionals and leaders

622
00:33:07.799 --> 00:33:09.720
who had put them in their sweat like yeah, you know,

623
00:33:09.799 --> 00:33:12.240
this is going to be my equity and of course,

624
00:33:12.279 --> 00:33:13.759
like you know, they're not going to be vested for

625
00:33:13.759 --> 00:33:17.319
another two to three years, but they're not feeling recognized.

626
00:33:18.519 --> 00:33:22.119
You know, how can they understand? Right, the leadership is

627
00:33:22.200 --> 00:33:27.000
new to it and the mid tier is also new

628
00:33:27.039 --> 00:33:30.640
to it. So now they're going from a culture of

629
00:33:30.759 --> 00:33:34.920
that wellness and like you know, care caring for each

630
00:33:34.960 --> 00:33:39.000
other into this fast paced What could they do to

631
00:33:39.160 --> 00:33:40.759
tie through these tough times?

632
00:33:41.200 --> 00:33:46.119
You have to really you, I mean you know you

633
00:33:46.200 --> 00:33:49.000
have to really It's like time and time again. There

634
00:33:49.039 --> 00:33:52.720
are these videos and quote inspirations you see of we

635
00:33:52.799 --> 00:33:56.200
all have fire in us, but is someone lighting that fire?

636
00:33:56.440 --> 00:33:58.640
Are you lighting that fire? Who? You know? You can

637
00:33:58.680 --> 00:34:00.960
be at the bottom of the total and recognize the

638
00:34:00.960 --> 00:34:04.880
culture's tanking, the company's tanking. Who is going to go

639
00:34:04.960 --> 00:34:08.000
and inspire and light the fire and the flame and

640
00:34:08.159 --> 00:34:10.960
motivate people. I mean that is on leadership one hundred

641
00:34:11.000 --> 00:34:13.880
percent to be sure that that's happening. But if you

642
00:34:13.960 --> 00:34:16.079
do see a void and you're not in leadership, step

643
00:34:16.159 --> 00:34:18.480
up and you have to get the team together to

644
00:34:18.599 --> 00:34:22.519
go behind the same cause. So what I mean by

645
00:34:22.559 --> 00:34:24.800
that is it I was in a lot of m

646
00:34:24.840 --> 00:34:27.400
and A so a lot of acquisition in the banking world,

647
00:34:27.519 --> 00:34:29.920
and we were very fortunate to acquire a lot of banks.

648
00:34:29.960 --> 00:34:33.760
But you had to be so careful when you acquired.

649
00:34:33.840 --> 00:34:37.440
You're not just taking someone taking off the name, slapping

650
00:34:37.480 --> 00:34:39.519
and you one on and saying this is your new name,

651
00:34:39.639 --> 00:34:42.599
role and whatnot. You are bringing them into a family,

652
00:34:42.679 --> 00:34:46.000
into the fold into the culture, making them feel like

653
00:34:46.039 --> 00:34:48.039
they're a part of something, because if you don't feel

654
00:34:48.199 --> 00:34:49.719
or you don't make someone feel like they're a part

655
00:34:49.719 --> 00:34:52.480
of something, why would they care. Of course, they're going

656
00:34:52.519 --> 00:34:54.440
to burn out, they're going to feel resentful, they're going

657
00:34:54.519 --> 00:34:57.639
to feel underappreciated. You have to make sure that you're

658
00:34:57.679 --> 00:35:01.280
consistently setting the tone to what is the north star?

659
00:35:01.719 --> 00:35:04.480
And by leadership, you need to be transparent and saying

660
00:35:05.000 --> 00:35:08.119
this is why we're all working so hard. We are

661
00:35:08.159 --> 00:35:11.559
going towards this cold together and every single person here

662
00:35:11.559 --> 00:35:14.360
plays a part in hitting this goal for the company

663
00:35:14.400 --> 00:35:17.639
to succeed and do well. Then everyone is united. They

664
00:35:17.719 --> 00:35:20.760
understand the what and the why, and you have that

665
00:35:20.880 --> 00:35:24.639
motivation and focus to work together to get there. But

666
00:35:24.719 --> 00:35:29.559
a lot of times I see leadership very behind the scenes,

667
00:35:29.760 --> 00:35:32.679
not sharing where the progress of the company is, why

668
00:35:32.760 --> 00:35:34.880
we're doing this the way that we're doing it, And

669
00:35:34.920 --> 00:35:37.320
then you're going to hear the people and nevily say, well,

670
00:35:37.360 --> 00:35:38.760
I don't know why we're doing this. We should be

671
00:35:38.840 --> 00:35:40.960
doing it this way because this way is better, right,

672
00:35:41.079 --> 00:35:44.320
But if you explain the why, then people will understand why.

673
00:35:44.320 --> 00:35:46.840
It's literally almost like having children, you know each other.

674
00:35:47.320 --> 00:35:50.079
Don't touch the stove why because you're going to burn

675
00:35:50.119 --> 00:35:53.239
your hands. There's a repercussion to that. Hey, we need

676
00:35:53.280 --> 00:35:55.199
to do homework why so we can make sure we're

677
00:35:55.239 --> 00:35:57.480
learning to read, you know what I mean? So you know,

678
00:35:57.519 --> 00:35:59.280
with children, if you just say don't do that, the

679
00:35:59.280 --> 00:36:01.039
first thing they're going to say is why, and they're

680
00:36:01.079 --> 00:36:04.760
going to want to do it. So we deserve explaining

681
00:36:04.840 --> 00:36:08.400
things to people so they know why and keeping them motivated,

682
00:36:08.480 --> 00:36:11.039
and also making sure you're retaining the people who are

683
00:36:11.079 --> 00:36:13.559
behind the why, because if they aren't behind the why,

684
00:36:13.599 --> 00:36:16.119
they're going to add toxicity and that's not good for

685
00:36:16.159 --> 00:36:17.000
any company either.

686
00:36:17.320 --> 00:36:24.320
Yeah. Yeah, now, and you captured it very powerfully that

687
00:36:24.440 --> 00:36:27.000
if you've bought into the why, then what and how

688
00:36:27.079 --> 00:36:27.679
don't matter.

689
00:36:28.159 --> 00:36:28.480
M M.

690
00:36:28.639 --> 00:36:32.400
So it's be a coming close to wrapping up our show.

691
00:36:32.800 --> 00:36:35.840
Share a little bit about what might be next for you.

692
00:36:35.960 --> 00:36:37.320
How can people connect with you?

693
00:36:39.039 --> 00:36:41.119
Well, I've been very lucky. So when I was going

694
00:36:41.159 --> 00:36:44.239
through profession training at walk West to be CEO, I

695
00:36:44.320 --> 00:36:48.960
had a passion with walness and I had said, you

696
00:36:49.000 --> 00:36:50.800
know what, I may not get this job, so what

697
00:36:50.840 --> 00:36:52.199
do I want to do? And I said, this is

698
00:36:52.239 --> 00:36:54.920
the time for me to jump and leap. Leap is

699
00:36:54.920 --> 00:36:56.760
my one of my favorite words, and my mentors said,

700
00:36:56.800 --> 00:37:00.400
leap in the net will appear. And so I got

701
00:37:00.440 --> 00:37:04.599
my nutrition coaching certification and a client at walk West

702
00:37:04.639 --> 00:37:06.199
and said, okay, well I'm going to be your first

703
00:37:06.239 --> 00:37:09.159
client in nutrition. Figure it out. Even though I did

704
00:37:09.199 --> 00:37:11.679
it for my own education. So I ended up opening

705
00:37:11.679 --> 00:37:14.760
my own LLC. So to all my folks listening, to

706
00:37:14.880 --> 00:37:18.320
fill your cup and have passion because we have to

707
00:37:18.360 --> 00:37:21.000
work to survive at times. Right, you can't always have

708
00:37:21.039 --> 00:37:23.119
your dream job, but you can find ways to find

709
00:37:23.119 --> 00:37:26.360
passion and make your heart happy. So for me, opening

710
00:37:26.400 --> 00:37:29.400
an LLC was very scary how easy it was and quick.

711
00:37:29.400 --> 00:37:32.119
It took me twenty seconds online, but there you go.

712
00:37:32.159 --> 00:37:34.519
I'm a small business owner and now I have nutrition clients.

713
00:37:34.519 --> 00:37:37.840
And then I got my personal training degree as well,

714
00:37:37.920 --> 00:37:40.360
so I can also incorporate in that way. I learned

715
00:37:40.360 --> 00:37:43.360
that I could coach part time in gym, so there

716
00:37:43.400 --> 00:37:45.679
are manageable ways you can do this, my friends, to

717
00:37:45.840 --> 00:37:48.599
make sure that you are following a passion in learning

718
00:37:48.639 --> 00:37:52.239
and growing. Because just because you decided to have one job,

719
00:37:52.559 --> 00:37:55.000
to my young folks, just because you decided to go

720
00:37:55.039 --> 00:37:56.639
into finance doesn't mean you're married to finance for the

721
00:37:56.679 --> 00:37:58.519
rest of your life, like you're saying, Divia. We have

722
00:37:58.599 --> 00:38:01.920
so many different lives and people that we were and

723
00:38:02.000 --> 00:38:04.719
able to be, but we decided that right. We took

724
00:38:04.760 --> 00:38:07.280
that leap of faith. So I am excited. In the

725
00:38:07.320 --> 00:38:09.400
next week, there's going to be a fun announcement coming out,

726
00:38:09.519 --> 00:38:12.199
so stay tuned for that on where my next journey goes.

727
00:38:12.320 --> 00:38:14.719
But if I can advise anything to anyone, it's be

728
00:38:14.800 --> 00:38:18.360
open minded, listen to your heart, listen to the voice

729
00:38:18.360 --> 00:38:21.039
in your head. You are so much stronger or more

730
00:38:21.079 --> 00:38:23.679
capable than you are aware of, but you have to

731
00:38:23.719 --> 00:38:25.480
go get it. So you've got to put in that

732
00:38:25.559 --> 00:38:29.559
work and those steps and make those connections, and beautiful

733
00:38:29.639 --> 00:38:32.440
things will come when you manifest, when you have hope,

734
00:38:32.480 --> 00:38:36.159
and when you stay routine. I love this quote I

735
00:38:36.239 --> 00:38:39.360
shared today and it was along the lines of willpower

736
00:38:39.599 --> 00:38:42.960
is a muscle you can strengthen. So I'm talking even

737
00:38:43.000 --> 00:38:46.000
outside of the gym, my friends, your brain, your willpower,

738
00:38:46.119 --> 00:38:49.599
your energies, it's something you control and you can strengthen

739
00:38:49.639 --> 00:38:50.719
and use in a powerful way.

740
00:38:52.039 --> 00:38:57.239
That's beautiful. And any last thoughts or anything else you'd

741
00:38:57.280 --> 00:38:57.760
like to share.

742
00:38:59.320 --> 00:39:02.960
Do you know anyone here is feeling hopeless or that

743
00:39:02.960 --> 00:39:05.760
they're stuck in a rut? You got this, Take it

744
00:39:05.880 --> 00:39:08.639
day by day and set little goals for yourself to

745
00:39:08.679 --> 00:39:10.920
help you get to where you want to be. Just

746
00:39:11.000 --> 00:39:13.760
don't give up. You can absolutely do this, all right, y'all,

747
00:39:13.880 --> 00:39:16.719
So hang in there, you got this, find your dream,

748
00:39:16.800 --> 00:39:20.119
go beyond the confidence like we always say here, and

749
00:39:20.159 --> 00:39:23.760
you can make any goal attainable. And I just I

750
00:39:23.800 --> 00:39:28.400
hope everyone for the best there and connect keep connecting absolutely.

751
00:39:28.480 --> 00:39:32.559
Thank you so much Abba for being so open and sharing.

752
00:39:32.199 --> 00:39:33.599
Your thoughts and wisdom.

753
00:39:34.199 --> 00:39:36.760
So I'm sure listeners that you know you're looking forward

754
00:39:36.760 --> 00:39:43.159
to connecting with Abba. She is on LinkedIn and our

755
00:39:43.199 --> 00:39:46.719
LinkedIn profile. If you want to just kind of read

756
00:39:46.760 --> 00:39:49.599
it out and also like share your email, that'll be great.

757
00:39:49.920 --> 00:39:53.280
Oh yes, you'll find me Abba b ours Abh last

758
00:39:53.320 --> 00:39:55.800
name Bowers. I'm the only one you'll find on LinkedIn

759
00:39:56.880 --> 00:40:02.360
and my email is Abba Abh Reach and metal dot com.

760
00:40:02.639 --> 00:40:05.599
Well, lovely, you know, it was such a pleasure to

761
00:40:05.679 --> 00:40:09.199
have this conversation with you. You bring so much joy

762
00:40:09.239 --> 00:40:12.639
and hope to people. Thank you and we wish you

763
00:40:12.719 --> 00:40:15.440
the best in your journey and I'm sure and positive

764
00:40:15.440 --> 00:40:17.360
that really continue to light the way for others.

765
00:40:17.639 --> 00:40:19.800
Thank you, Thank you so so much. I've been fortunate

766
00:40:19.800 --> 00:40:21.519
have before, so we have to remember to reach back.

767
00:40:22.920 --> 00:40:25.159
Thank you, Thank you for having me. It was a pleasure,

768
00:40:26.159 --> 00:40:28.119
my pleasure and joy.

769
00:40:28.239 --> 00:40:30.960
And thank you wonderful audience because without you the show

770
00:40:31.000 --> 00:40:33.800
would not be possible. So reach out, let us know

771
00:40:34.559 --> 00:40:37.400
who can we bring with stories? Do you want to hear?

772
00:40:37.840 --> 00:40:39.679
What do you want to learn so we can make

773
00:40:39.760 --> 00:40:44.880
your life the best you can because you deserve to

774
00:40:44.960 --> 00:40:48.320
live the life you want to. And thank you one

775
00:40:49.079 --> 00:40:52.480
for being our visitech and make it much as possible.

776
00:40:53.000 --> 00:40:54.840
Yeah, BiVO until life's time.

777
00:40:55.400 --> 00:40:55.679
Thank you.

778
00:40:56.360 --> 00:40:58.760
Thank you for being part of Beyond Confidence. With your

779
00:40:58.760 --> 00:41:01.079
host d W. Park, we helpe you have learned more

780
00:41:01.119 --> 00:41:03.800
about how to start living the life you want. Each

781
00:41:03.800 --> 00:41:06.760
week on Beyond Confidence, you hear stories of real people

782
00:41:06.840 --> 00:41:09.920
who have experienced growth by overcoming their fears and building

783
00:41:09.960 --> 00:41:14.559
meaningful relationships. During Beyond Confidence, Vapark shares what happened to

784
00:41:14.639 --> 00:41:16.800
her when she stepped out of her comfort zone to

785
00:41:16.840 --> 00:41:19.920
work directly with people across the globe. She not only

786
00:41:19.960 --> 00:41:23.320
coaches people how to form hard connections, but also transform

787
00:41:23.360 --> 00:41:27.159
relationships to mutually beneficial partnerships as they strive to live

788
00:41:27.199 --> 00:41:29.599
the life they want. If you are ready to live

789
00:41:29.639 --> 00:41:32.440
the life you want and leverage your strengths, learn more

790
00:41:32.639 --> 00:41:36.679
at www dot dvpark dot com and you can connect

791
00:41:36.719 --> 00:41:41.079
with vat contact at dvpark dot com. We look forward

792
00:41:41.159 --> 00:41:42.519
to you joining us next week.