Build a Relationship: Establish a trusting and supportive relationship with the individual you are coaching. Get to know their strengths, aspirations, and areas for growth. Understand their preferred communication style and any unique needs they may have.

The number one leadership initiative in any organization today is improved coaching. Coaching empowers employees, empowerment drives engagement, and engagement drives performance. At its core, coaching is about transformation. Leading distributed teams requires transforming how we coach and changing our play calls and playbooks to get things done. As a part of our interview series called “Moving From Command & Control to Coaching & Collaboration; How Leaders and Managers Can Become Better Coaches,” we had the pleasure to interview Hanna Olivas, CEO She Rises Studios.

Hanna Olivas is the CEO of She Rises Studios and Fenix TV — an award-winning global multimedia studio that has the following divisions — tv/film, publishing, podcasts, public relations and events with distribution partnerships with Barnes and Noble, Amazon, Walmart and Target as well as Apple TV, ROKU and Amazon Prime.

Thank you for joining us to explore a critical inflection point in how we define leadership. Our readers would like to get to know you better. What was a defining moment that shaped who you are as a leader?

Hiring our very first employee. I was terrified to let go of some of the reigns but it was the best thing we ever did and now we have dozens of employees worldwide.

John C. Maxwell is credited with saying, “A leader is someone who knows the way, goes the way, and shows the way.” How do you embody that quote as a leader?

To embody this quote “A leader is someone who knows the way, goes the way, and shows the way,” you can consider the following principles:

  1. Knowing the way: A leader must have a clear vision and direction. This involves understanding the goals, objectives, and the steps necessary to achieve them. It requires staying informed, continuously learning, and staying ahead of the curve in your area of expertise.
  2. Going the way: A leader should lead by example and take action. It means actively engaging in the tasks and responsibilities required to achieve the vision. By demonstrating commitment, work ethic, and integrity, leaders inspire and motivate others to follow their lead.
  3. Showing the way: Leaders must effectively communicate the vision and guide others on the path to success. This involves providing guidance, support, and mentorship to team members. Sharing knowledge, setting expectations, and offering constructive feedback are important aspects of showing the way.

Additionally, embodying this quote as a leader involves fostering a positive and inclusive environment, encouraging collaboration and teamwork, and empowering others to contribute their ideas and skills. It’s about building trust, developing relationships, and being receptive to feedback and different perspectives.

How do you define the differences between a leader as a manager and a leader as a coach?

  1. Goal Orientation:
  • Leader as a Manager: A manager focuses on achieving organizational goals and targets. They prioritize planning, organizing, and coordinating resources, setting objectives, and ensuring efficiency and productivity within a team or department.
  • Leader as a Coach: A coach focuses on individual and team development. Their primary goal is to empower individuals, unlock their potential, and help them grow both personally and professionally. Coaches emphasize skill-building, providing guidance, and supporting the growth and well-being of their team members.

2. Approach to Guidance and Support:

  • Leader as a Manager: Managers typically provide more directive guidance and supervision. They assign tasks, monitor progress, and make decisions based on their authority and expertise. Managers often have a hierarchical relationship with their team members, where they hold decision-making power.
  • Leader as a Coach: Coaches take a more facilitative and collaborative approach. They empower individuals to take ownership of their work and decisions. Coaches actively listen, ask powerful questions, and provide guidance and resources to help team members discover their own solutions and improve their skills.

3. Time Horizon:

  • Leader as a Manager: Managers often focus on short-term goals and immediate results. They prioritize meeting deadlines, achieving targets, and ensuring operational efficiency.
  • Leader as a Coach: Coaches take a more long-term view. They invest time and effort in developing the skills, capabilities, and potential of individuals and teams. Coaches foster a learning culture and support continuous improvement and growth over an extended period.

4. Relationship Dynamics:

  • Leader as a Manager: The manager-employee relationship is often based on authority and accountability. Managers provide direction, evaluate performance, and hold individuals accountable for their work.
  • Leader as a Coach: The coach-coachee relationship is built on trust, collaboration, and support. Coaches create a safe and non-judgmental space for individuals to explore their strengths, weaknesses, and areas for growth. They focus on building relationships and empowering individuals to achieve their goals.

It’s important to note that these roles are not mutually exclusive, and a leader can adopt both managerial and coaching approaches as needed. Effective leaders understand when to be direct and when to be more supportive, depending on the situation and the needs of their team members.

We started our conversation by noting that improved coaching is the number one leadership initiative in any organization today. What are some essential skills and competencies that leaders must have now to be better coaches?

To be a better coach, leaders can develop and enhance the following skills and competencies:

  1. Active Listening: Effective coaches actively listen to their team members without judgment or interruption. They pay attention to verbal and non-verbal cues, seeking to understand the perspectives, concerns, and goals of the individuals they are coaching.
  2. Powerful Questioning: Coaches ask open-ended questions that encourage reflection, exploration, and deeper thinking. By asking thought-provoking questions, leaders can help individuals gain insights, identify solutions, and develop critical thinking skills.
  3. Empathy and Emotional Intelligence: Coaches demonstrate empathy and emotional intelligence by understanding and connecting with the emotions and experiences of their team members. They create a safe and supportive environment that fosters trust and openness.
  4. Feedback and Communication: Coaches provide constructive and timely feedback to help individuals improve their performance and develop their skills. They offer feedback in a respectful and specific manner, focusing on behavior and outcomes, and offering suggestions for growth.
  5. Goal Setting and Action Planning: Effective coaches assist individuals in setting meaningful and achievable goals. They help create action plans that outline specific steps, timelines, and resources required to reach those goals. Coaches provide support and accountability throughout the process.
  6. Developmental Mindset: Coaches approach their role with a developmental mindset, seeing potential and growth opportunities in their team members. They believe in the capacity of individuals to learn, improve, and adapt. Coaches support and challenge individuals to stretch their capabilities and pursue continuous growth.
  7. Self-Awareness and Reflection: Coaches cultivate self-awareness by reflecting on their own strengths, weaknesses, and biases. They continuously seek personal growth and development, recognizing that their own self-awareness contributes to their effectiveness as a coach.
  8. Adaptability and Flexibility: Effective coaches are adaptable and flexible in their approach. They tailor their coaching style and techniques to meet the unique needs and preferences of each individual. Coaches are open to experimenting with different strategies and adjusting their approach as necessary.
  9. Building Relationships and Trust: Coaches focus on building strong relationships with their team members based on trust, respect, and mutual understanding. They invest time and effort in understanding the strengths, motivations, and aspirations of each individual.
  10. Continuous Learning: Good coaches have a thirst for knowledge and seek opportunities for continuous learning. They stay updated on industry trends, coaching methodologies, and leadership practices to enhance their coaching skills and stay relevant.

Remember, becoming a skilled coach takes time and practice. Leaders can develop these skills through training programs, coaching certifications, mentoring relationships, and hands-on experience. It’s important to approach coaching with humility, a growth mindset, and a genuine desire to support the growth and development of others.

We’re all familiar with the adage, “You catch more flies with honey than with vinegar.” How are you inspiring — rather than mandating — leaders to invest in up-skilling and re-skilling?

Some of the ways we can inspire rather than mandate that we feel other organizations and leaders could approach are:

  1. Communicating the Importance: Leaders can emphasize the value and importance of up-skilling and re-skilling in today’s rapidly changing world. They can highlight the benefits, such as increased productivity, improved innovation, and enhanced competitiveness. By effectively communicating the relevance and positive impact of up-skilling, leaders can inspire their teams to invest in continuous learning.
  2. Creating a Learning Culture: Organizations can foster a culture that values learning and growth. Leaders can actively promote and participate in learning initiatives, showcasing their commitment to personal development. By providing resources, time, and support for up-skilling activities, leaders encourage their teams to embrace learning as a part of their professional journey.
  3. Aligning with Individual Goals: Leaders can help individuals see the connection between their personal goals and aspirations and the need for up-skilling and re-skilling. By understanding the individual motivations and career aspirations of their team members, leaders can tailor development opportunities that align with their interests, creating a sense of purpose and relevance.
  4. Providing Access to Resources: Leaders can ensure that employees have access to relevant learning resources, such as online courses, workshops, conferences, and mentoring programs. By investing in comprehensive learning and development platforms, leaders demonstrate their commitment to providing the necessary tools and opportunities for up-skilling and re-skilling.
  5. Recognizing and Rewarding Growth: Leaders can acknowledge and reward individuals who actively engage in up-skilling and re-skilling efforts. Recognizing achievements and showcasing success stories can inspire others to follow suit and invest in their own development. Leaders can also provide growth opportunities and career pathways for individuals who demonstrate a commitment to continuous learning.
  6. Leading by Example: Leaders can serve as role models by continuously investing in their own up-skilling and re-skilling. By sharing their own learning journeys, challenges, and successes, leaders inspire others to embrace a growth mindset and take ownership of their development.
  7. Tailoring Development Plans: Leaders can work with their team members to create personalized development plans that focus on specific skills and competencies relevant to their roles and career paths. By involving individuals in the process and providing guidance and support, leaders show a genuine interest in their growth and development.

Remember, inspiring leaders to invest in up-skilling and re-skilling requires a combination of effective communication, supportive infrastructure, and a culture that values continuous learning. By emphasizing the benefits, aligning with individual goals, and providing resources and recognition, leaders can create an environment where up-skilling becomes an intrinsic part of professional growth.

Let’s get more specific. How do you coach someone to do their best work? How can leaders coach for peak performance in our current context? What are your “Top 5 Ways That Leaders and Managers Can Be Effective Coaches?”

Coaching someone to do their best work involves providing guidance, support, and motivation to help them unlock their potential and achieve exceptional performance. Here are some steps to effectively coach someone in this regard:

  1. Build a Relationship: Establish a trusting and supportive relationship with the individual you are coaching. Get to know their strengths, aspirations, and areas for growth. Understand their preferred communication style and any unique needs they may have.
  2. Set Clear Expectations: Clearly communicate the expectations and standards for their work. Define what “best work” means in terms of quality, productivity, and outcomes. Ensure that the individual understands the goals, objectives, and metrics they are aiming to achieve.
  3. Identify Strengths and Development Areas: Assess the individual’s strengths and areas for improvement. Help them recognize their own strengths and how they can leverage them to excel in their work. Identify development areas where they can focus their efforts to enhance their skills and performance.
  4. Create a Development Plan: Collaboratively create a development plan with the individual. Set specific goals and milestones that align with their strengths and areas for improvement. Define actionable steps and timelines to achieve those goals. Ensure that the plan is challenging yet attainable.
  5. Provide Ongoing Feedback: Offer continuous feedback on their performance. Recognize and appreciate their achievements, and provide constructive feedback on areas where improvement is needed. Feedback should be specific, timely, and actionable, focusing on behavior and outcomes.
  6. Offer Support and Resources: Provide the necessary support and resources to help the individual perform at their best. This could include training opportunities, mentoring, access to relevant tools and technologies, or additional support from colleagues or teams.
  7. Encourage Growth and Learning: Foster a growth mindset and a culture of continuous learning. Encourage the individual to embrace challenges, take calculated risks, and learn from failures. Support their professional development by suggesting relevant learning opportunities and encouraging them to seek new experiences.
  8. Motivate and Inspire: Motivate the individual by highlighting the importance of their work and how it contributes to the larger goals of the organization. Recognize their efforts and achievements publicly. Provide regular encouragement and support to keep them motivated and engaged.
  9. Remove Barriers and Facilitate Success: Identify and address any obstacles or barriers that may hinder the individual’s best work. Advocate for resources, changes in processes, or additional support needed to help them overcome challenges and achieve success.
  10. Lead by Example: As a coach, model the behaviors and work ethic you expect from the individual. Demonstrate a strong commitment to excellence, continuous learning, and personal growth. Show vulnerability and share your own experiences to inspire and motivate them.

Remember that coaching is an ongoing process. Regularly check in with the individual, reassess goals, and adjust the development plan as needed. By providing personalized guidance, support, and motivation, you can help individuals unleash their potential and perform at their best.

How can leaders coach for peak performance in our current context?

  1. Set Clear Expectations: Clearly communicate performance expectations and goals to your team members. Make sure they understand what success looks like in the current context and how their performance contributes to overall organizational objectives. Clarify priorities and provide guidance on how to achieve peak performance in the current circumstances.
  2. Foster Resilience and Well-being: Support the well-being of your team members by promoting work-life balance, self-care, and stress management. Recognize and address the challenges they may be facing in the current context. Encourage open communication, provide resources for mental health support, and help individuals build resilience to navigate uncertainties effectively.
  3. Provide Continuous Feedback: Regularly provide feedback on performance, recognizing strengths and areas for improvement. Offer specific and actionable suggestions to help individuals enhance their skills and performance. Feedback should be ongoing, constructive, and timely to maximize learning and growth.
  4. Tailor Support and Development: Understand the unique needs and preferences of your team members and provide tailored support and development opportunities. Offer individualized coaching sessions to address specific challenges, provide guidance, and help individuals maximize their potential. Consider their strengths, weaknesses, and career aspirations when designing development plans.
  5. Encourage Growth Mindset: Foster a growth mindset culture by encouraging individuals to embrace challenges, learn from failures, and continuously improve. Emphasize that setbacks are opportunities for learning and development. Support individuals in expanding their skills, exploring new approaches, and taking calculated risks to achieve peak performance.
  6. Promote Collaboration and Learning: Encourage collaboration and knowledge sharing among team members. Create opportunities for cross-functional projects, peer learning, and skill exchanges. Foster a culture of continuous learning and innovation where team members can leverage each other’s strengths and expertise.
  7. Recognize and Celebrate Achievements: Celebrate milestones and accomplishments to motivate and inspire your team. Recognize individual and team achievements publicly, reinforcing a culture of excellence and acknowledging the efforts put in to achieve peak performance. Encourage a sense of pride and satisfaction in the work accomplished.
  8. Lead by Example: Model the behaviors and attitudes you expect from your team. Demonstrate a strong work ethic, commitment to excellence, and a growth mindset. Show vulnerability and a willingness to learn from mistakes. Your own dedication and passion can inspire and motivate others to strive for peak performance.

Remember, coaching for peak performance requires a combination of support, feedback, development, and a conducive environment. By employing these strategies, leaders can empower their team members to reach their highest potential even in challenging circumstances.

What are your “Top 5 Ways That Leaders and Managers Can Be Effective Coaches?

  1. Active Listening: Leaders and managers should practice active listening by giving their full attention to the person they are coaching. They should listen without interrupting, show empathy, and seek to understand the perspectives and concerns of the individual. Active listening creates a safe and supportive environment for open communication and trust.
  2. Asking Powerful Questions: Effective coaches ask open-ended and thought-provoking questions that encourage reflection, critical thinking, and self-discovery. By asking questions that prompt individuals to explore their goals, challenges, and potential solutions, leaders and managers can help them gain insights and develop their problem-solving abilities.
  3. Providing Constructive Feedback: Coaches offer constructive feedback that is specific, timely, and actionable. They focus on behavior and outcomes, highlighting strengths and areas for improvement. Feedback should be delivered in a respectful and supportive manner, emphasizing growth and development rather than criticism.
  4. Supporting Goal Setting and Action Planning: Leaders and managers can assist individuals in setting meaningful and achievable goals. They help individuals clarify their objectives, break them down into actionable steps, and create realistic timelines. Coaches provide guidance, resources, and support to help individuals develop effective action plans and hold them accountable for their progress.
  5. Empowering and Developing Others: Effective coaches empower individuals by giving them autonomy, trust, and ownership over their work. They create an environment that encourages growth, innovation, and learning. Coaches provide opportunities for skill-building, mentorship, and career development, fostering the personal and professional growth of their team members.

We’re leading and coaching in increasingly diverse organizations. And one aspect of workforce diversity on the rise is generational diversity. What advice would you offer about how to effectively coach a multi-generational workforce? And how do you activate the collective potential of a multi-generational workforce?

Coaching a multi-generational workforce can be a rewarding but complex task. Here are some advice and strategies to effectively coach individuals from different generations:

  1. Embrace Diversity and Individuality: Recognize and appreciate the diverse backgrounds, experiences, and perspectives that individuals from different generations bring to the workplace. Understand that each generation may have unique strengths, values, communication styles, and work preferences. Avoid making assumptions or stereotypes based on generational labels.
  2. Tailor Your Approach: Understand that coaching is not a one-size-fits-all approach. Adapt your coaching style and techniques to accommodate the preferences and needs of individuals from different generations. Some may prefer face-to-face interactions, while others may prefer virtual communication. Be flexible and open to different communication and coaching methods.
  3. Foster Collaboration and Mentoring: Encourage collaboration and knowledge sharing across generations. Create opportunities for reverse mentoring, where younger employees can share their technological skills and fresh perspectives with older colleagues, and vice versa. Encourage mentorship programs that facilitate cross-generational learning and development.
  4. Promote Cross-Generational Learning: Provide opportunities for continuous learning and skill development that cater to the needs of different generations. Offer a mix of traditional and technology-driven learning methods to accommodate various learning preferences. Foster a culture of learning where individuals from different generations can share their expertise and learn from one another.
  5. Be Open to New Ideas and Innovation: Recognize that individuals from different generations may approach problem-solving and innovation differently. Embrace new ideas and approaches that emerge from the diverse perspectives and experiences of your multi-generational workforce. Encourage a culture of innovation and collaboration where all voices are heard and valued.
  6. Effective Communication: Communication is vital when coaching a multi-generational workforce. Be mindful of generational differences in communication styles and adapt your approach accordingly. Some individuals may prefer face-to-face conversations, while others may be more comfortable with digital communication channels. Clearly communicate expectations, goals, and feedback in a way that resonates with each individual.
  7. Encourage Mutual Respect and Understanding: Foster an environment of mutual respect and understanding among team members of different generations. Encourage open dialogue and create opportunities for individuals to share their experiences, challenges, and successes. Help individuals appreciate and learn from each other’s perspectives.
  8. Lead by Example: As a coach, demonstrate inclusivity, open-mindedness, and respect for all generations. Lead by example in embracing diversity and creating a positive work culture that values and leverages the strengths of individuals from different generations.
  9. Bridge the Generation Gap: Actively address any potential generation gaps by facilitating team-building activities, collaborative projects, or social events that encourage interaction and understanding among team members. Encourage individuals to appreciate and learn from the unique skills and experiences each generation brings to the table.
  10. Continuously Learn and Adapt: Stay informed about generational trends, preferences, and workplace dynamics. Continuously educate yourself on the characteristics and needs of different generations to effectively tailor your coaching approach. Be open to feedback and adapt your coaching strategies as needed.

By embracing the diversity and unique perspectives of a multi-generational workforce, and by adopting flexible coaching approaches, you can create a collaborative and inclusive environment that brings out the best in individuals from all generations.

How do you activate the collective potential of a multi-generational workforce?

Activating the collective potential of a multi-generational workforce involves creating an environment where individuals from different generations can collaborate, leverage their strengths, and contribute their unique perspectives. Here are some strategies to activate the collective potential:

  1. Foster Inclusive Leadership: Encourage leaders at all levels to adopt inclusive leadership practices. This involves creating a culture that values diversity, encourages collaboration, and appreciates the contributions of individuals from all generations. Inclusive leaders actively seek input from team members, value diverse perspectives, and ensure equal opportunities for growth and development.
  2. Promote Cross-Generational Collaboration: Create opportunities for individuals from different generations to work together on projects, task forces, or cross-functional teams. Encourage knowledge sharing, idea exchange, and collaborative problem-solving. By facilitating collaboration across generations, you can tap into the collective wisdom and experiences of your workforce.
  3. Encourage Mentoring and Reverse Mentoring: Implement mentoring programs that facilitate cross-generational learning and development. Encourage older employees to mentor younger ones, sharing their knowledge, experience, and wisdom. Simultaneously, create opportunities for younger employees to mentor older colleagues, particularly in areas where they possess expertise or technological skills. This exchange of knowledge and perspectives can activate the collective potential of the workforce.
  4. Create Learning Opportunities: Offer learning and development programs that cater to the needs and preferences of individuals from different generations. Provide a mix of traditional and technology-driven learning methods to accommodate different learning styles. Ensure that the training and development initiatives are inclusive, relevant, and accessible to all employees.
  5. Encourage Open Dialogue and Communication: Create a safe and open environment where individuals from different generations can openly communicate, share ideas, and address any potential generation gaps. Encourage active listening, respect for diverse viewpoints, and constructive feedback. Facilitate regular team meetings, forums, or town hall sessions where employees can voice their opinions and contribute to decision-making.
  6. Embrace Technology and Innovation: Leverage technology to bridge generational gaps and foster collaboration. Encourage the use of collaboration tools, digital platforms, and virtual communication channels that enable seamless information sharing and teamwork. Embrace innovative practices and initiatives that can be driven by the collective expertise and creativity of individuals from different generations.
  7. Recognize and Value Contributions: Ensure that individuals from all generations are recognized and appreciated for their contributions. Celebrate achievements and milestones, highlighting the diverse talents and skills of the multi-generational workforce. Acknowledge the unique perspectives and experiences that each generation brings and create a culture of appreciation and respect.
  8. Lead by Example: Leaders should model the desired behaviors by actively engaging with and respecting individuals from different generations. Demonstrate inclusive leadership practices, seek diverse input, and visibly value the contributions of all employees. Encourage other leaders and managers to do the same, creating a ripple effect throughout the organization.

By implementing these strategies, organizations can harness the collective potential of their multi-generational workforce, leveraging the strengths and experiences of individuals from different generations to drive innovation, collaboration, and overall success.

What are two steps every leader can take to demonstrate a higher level of emotional intelligence?

  1. Self-Awareness: Develop self-awareness by actively reflecting on your own emotions, triggers, and reactions. Pay attention to your thoughts, feelings, and behaviors in different situations. Regularly engage in self-reflection exercises, such as journaling or mindfulness practices, to enhance your understanding of your own emotional state.
  • Take time to identify and understand your emotions: Notice and label your emotions accurately. Consider how they influence your thoughts, decisions, and interactions with others.
  • Recognize your triggers: Identify the situations or circumstances that tend to evoke strong emotional responses in you. By recognizing your triggers, you can proactively manage your emotions and choose more effective responses.
  • Seek feedback: Ask for feedback from trusted colleagues, mentors, or coaches to gain insights into how others perceive your emotional responses and behaviors. Be open to constructive criticism and use it as an opportunity for growth.

2. Empathy: Cultivate empathy by seeking to understand and appreciate the emotions and perspectives of others. Empathy allows you to connect with and relate to others on a deeper level, fostering stronger relationships and more effective communication.

  • Active listening: Practice active listening when engaging with others. Give them your full attention, maintain eye contact, and genuinely listen to their thoughts, feelings, and concerns. Seek to understand their perspective without judgment or interruption.
  • Put yourself in their shoes: Try to see situations from the other person’s point of view. Consider their background, experiences, and emotions to gain insight into their thoughts and behaviors. This helps develop empathy and a more compassionate approach.
  • Validate emotions: Acknowledge and validate the emotions of others. Show understanding and empathy by acknowledging their feelings and letting them know their emotions are heard and respected. This can help build trust and rapport.

By focusing on self-awareness and empathy, leaders can enhance their emotional intelligence and create a more inclusive and supportive work environment. These steps enable leaders to better understand their own emotions and effectively connect with and support the emotions of those around them.

Words matter. And we’re collectively creating a new leadership language right now. What are the most important words for leaders to use now?

  1. Empathy: Leaders who can demonstrate empathy and understanding towards their team members can build stronger relationships and create a more positive and supportive work environment.
  2. Collaboration: With remote work becoming more prevalent, collaboration has become even more important for success. Leaders who emphasize collaboration can help to foster teamwork and drive better results.
  3. Growth: In today’s rapidly changing business environment, the ability to adapt and learn is critical. Leaders who focus on growth and development can help their team members build new skills and capabilities and stay ahead of the curve.
  4. Accountability: Leaders who hold themselves and their team members accountable for their actions and results can create a culture of responsibility and ownership, which can lead to better outcomes.
  5. Vision: Leaders who can articulate a clear and compelling vision for the future can inspire their team members and align their efforts towards a common goal.

By using these words and others that are appropriate for the situation, leaders can communicate effectively and inspire their team members to achieve great things.

I keep inspiring quotes on my desk. What’s your favorite “Life Lesson Quote,” and why does it mean so much to you?

Honestly, one of my favorite’s is Nike’s slogan “Just Do It”. It’s so simple yet profound. I believe that we waste more energy when avoiding the thing that we want to do than if we were to just start. We spend time thinking of why we can’t or shouldn’t, or now is not the right time, etc. People will spend their whole lives putting off their passion when they can just make TODAY be THE day that they start. One day at a time, conquer something new towards that goal, dream, aspiration.

Our readers often like to continue the conversation. What’s the best way for readers to connect with you and to stay current on what you’re discovering?

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Thank you for giving us the opportunity to experience a leadership master at work. We wish you continued success and good health!