Episode #11 – PART II – Mastering Work Relationships Through Expectations Management

 

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[00:00:00] Taty Fittipaldi: In the previous episode, we discussed about expectations management, and the 80 20 strike of healthy work relationships. If you didn’t get the chance to listen to that episode yet, my suggestion is that you start with that part one first, then come back to listen to this episode. Because in today’s episode, we will dive into the second part of this conversation where we will dwell into the importance of cultural competence in light of expectations management, talk about what elements to consider in a healthy work relationship, and we will wrap up discussing the art of leaving an unhealthy work relationship. So, whether you are on your daily commute or just relaxing at home, pour yourself your favorite drink, settle in and let’s continue this intriguing discussion.

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[00:00:50] INTRODUCTION: Hello and welcome to the Leadership Nest Podcast. The podcast that nests stories, [00:01:00] knowledge, and science to soar the leadership in you. I’m your host, Taty Fittipaldi. As always, our podcast will be divided into three phases. A story, a lesson, and its application. This way, you can have structure and information while also having some fun.

[00:01:20] INTRODUCTION: This program is brought to you… by Coaching Expatriates.

[00:01:24] TODAY’S STORY

[00:01:24] TODAY’S STORY: Today’s story.

[00:01:33] Taty Fittipaldi: In the previous episode, we told you the following story about Trishna and Mr. Johnson, which we will leverage again in this episode for our learning and conversation. To the benefit of the new listener, we will tell the story in full again, but we will add a few more nuances in this story, that will be explored in the lessons today.

[00:01:56] Taty Fittipaldi: [00:02:00] Once upon a time in the noisy city of New York there, lived the diligent and driven professional named Trishna. Trisha was a new Hindi American employee in a global pharmaceutical firm.

[00:02:13] Taty Fittipaldi: And the kind of employee who poured her heart and soul into every project, always going the extra mile to ensure success. Trishna had true ownership. Her dedication was undeniable and her enthusiasm was contagious. She believed her hard work and undeniable results were all it took to ascend the corporate ladder. One day, Trishna found herself faced with a monumental project that carried the weight of high expectations. The task was daunting and the deadline was tight but Trishna was undeterred. She rolled up her sleeves and night after night, burnt the midnight oil to meet the looming deadline.

[00:02:57] Taty Fittipaldi: She knew that success on this [00:03:00] project could be her ticket to the long awaited promotion she has been looking for.

[00:03:04] Taty Fittipaldi: As the days turned into weeks, Trisha became increasingly confident in the quality of her work. She was convinced that her efforts spoke for themselves and her manager, Mr. Johnson would surely recognize her dedication and exceptional results.

[00:03:22] Taty Fittipaldi: After all Trishna thought who could ignore such an outstanding performance.

[00:03:28] Taty Fittipaldi: But the weeks turned into months, and there was only silence from Mr. Johnson. No words of praise, no acknowledgement, nothing.

[00:03:43] Taty Fittipaldi: Trishna’s hope for a promotion began to wane. And frustration started to creep in.

[00:03:49] Taty Fittipaldi: She couldn’t understand why her hard work wasn’t being noticed or appreciated.

[00:03:54] Taty Fittipaldi: As Trishna awaited her annual performance review, Trishna’s mind raced [00:04:00] with questions. Was her work not exceptional as she believed? Had she made a mistake in assuming that her efforts alone would secure the promotion? Doubt and anxiety weighed on her.

[00:04:12] Taty Fittipaldi: Finally the day for the performance review arrived. Trishna entered Mr. Johnson’s office with a mix of hope and trepidation. The conversation that followed was eyeopening to say the least.

[00:04:25] Taty Fittipaldi: In the dimly lit office, Mr. Johnson was catching his breath, after a long day of work. His latest conversations with a CEO in the past few months were overwhelming. Mr. Johnson just wanted to retire, but it was being asked to take on two new critical projects in the organization.

[00:04:50] Taty Fittipaldi: In the past, he would have loved the idea. But now, what he really wants is to retire and spend some time with his grandkids.[00:05:00] The truth is that he feels there is no reason why to exchange this desire, for any project, no matter how exciting they are.

[00:05:08] Taty Fittipaldi: Mr. Johnson saw Trishna knocking on his door and he made a sign for her to come in.

[00:05:14] Taty Fittipaldi: While she was coming in, he noticed something was off about Trishna. Her body language was reflecting frustration, maybe self doubt.

[00:05:24] Taty Fittipaldi: He was a seasoned and perceptive manager, and he began the conversation with a warm smile and some chit-chat. Even that didn’t lighten up her body language. She clearly was not just nervous about the performance review itself. There was something deeper in her mind. He could sense Trishna’s anticipation. And so he chose his initial words carefully.

[00:05:49] Taty Fittipaldi: Mr. Johnson Trishna, I appreciate all the hard work you’ve put into this project. Your dedication and commitment have not gone unnoticed.

[00:05:58] Taty Fittipaldi: Trishna brimming [00:06:00] with expectation. Oh, thank you, Mr. Johnson. I’ve been working really hard on this, and I was hoping that…

[00:06:07] Taty Fittipaldi: Mr. Johnson gently interrupted. Uh, huh, I understand Trishna I just came to realize that you were hoping this project would lead to a promotion, right?

[00:06:18] Taty Fittipaldi: Trishna slowly nodded, feeling a mix of relief, curiosity and confusion.

[00:06:24] Taty Fittipaldi: Mr. Johnson. Here’s the thing, Trishna, your work on this project has been exemplary. There’s no doubt about that. However, I need to be honest with you. While your results are outstanding, there has been a gap in our communication. And that’s mostly my fault. I realize. I’ve been overwhelmed with, you know, other matters and I should have set better expectations and communication flow, since you’re a new employee.

[00:06:53] Taty Fittipaldi: Trishna’s heart sank, as Mr. Johnson continued. You see, I wasn’t fully aware of your [00:07:00] aspirations and expectations. I assumed your dedication was solely driven by your passion for this project. Not necessarily a desire for a promotion. It just hit me today at the beginning of this conversation, by the way you sounded.

[00:07:15] Taty Fittipaldi: Trishna blinked processing Mr. Johnson’s words. The gap in their communication became painfully apparent.

[00:07:22] Taty Fittipaldi: Mr. Johnson. And I also realized that there was a gap in our perceptions. I assumed that you understood the criteria for promotion in this company. But perhaps I should have been more explicit about it and what we are looking in a candidate.

[00:07:40] Taty Fittipaldi: Mr. Johnson went on to explain the criteria for the job promotion and what were the things Trishna needed to do going forward to meet the criteria in the near future.

[00:07:51] Taty Fittipaldi: Mr. Johnson wrapped up. So, you see, having an outstanding performance on this project alone will not get what you want. Of course, it’s a [00:08:00] good start and I’m sure it will speak loudly for others decision-makers, once you meet the criteria. So let’s work together, on some of these points I mentioned, so that you can be better equipped to achieve this in the near future. How about that?

[00:08:14] Taty Fittipaldi: Trisha was silent, absorbing the unexpected feedback. It was a moment of clarity, the kind That’s things at first, but ultimately leads do growth.

[00:08:25] Taty Fittipaldi: Trishna left Mr. Johnson’s office that day with mixed emotions. Frustration still lingered, but it was followed by a glimmer of hope. Mr. Johnson had recognized the gaps in their communication and perceptions, and he was committed to addressing them. Over the following weeks, Trishna and Mr. Johnson worked together to redefine their working relationship. They set clear expectations, communicated openly about career goals, and stablish to plan for Trishna’s professional growth. It [00:09:00] was a transformative experience that shifted the dynamics of their working relationship. As Trishna looked ahead, she realized that while the path to her promotion might have been delayed, it was now more clearly luminated. She felt encouraged, not only by the new rules and expectations, but by the genuine commitment from her boss to support her career aspirations.

[00:09:27] Taty Fittipaldi: The story of Trisha teaches us a valuable lesson about the significance of effective communication and managing expectations in the workplace. It’s easy to assume, dismiss, or overlook things, especially when we are overwhelmed, like Mr. Johnson, or overconfident, like Trishna.

[00:09:49] Taty Fittipaldi: Do you want to see your name as a character in a future story? Go to speak pipe.com/tatyfittipaldi or I click the link in the show notes and [00:10:00] share an audio message with us, with your name and a quick summary of your complex global challenge, and how you solved it. Your lessons learned could be featured in a future episode of the show. Don’t forget to leave your email so we can contact you.

[00:10:15] SPONSOR NOTES: This episode is sponsored by Coaching Expatriates, a leading global executive development company that helps leaders around the world create happier and more profitable workplaces using the four success pillars in global leadership, an innovative leadership learning methodology. Visit their website at www.

[00:10:36] SPONSOR NOTES: coachingexpatriates. com.

[00:10:42] TODAY’S LESSON

[00:10:42] TODAY’S LESSON: Today’s lesson.

[00:10:52] Taty Fittipaldi: In the previous episode, we talked about the importance of communicating expectations, making sure that they are [00:11:00] realistic, closing any gaps in expectations and balancing the supportive and discouraging aspects of work relationships, through an 80 20 strike.

[00:11:10] Taty Fittipaldi: Now I want to continue to explore some important lessons for navigating this intricate landscape of work relationships successfully. And we will focus on the following new lessons.

[00:11:21] Taty Fittipaldi: Lesson one, cultivating cultural competence for harmonious work relationships.

[00:11:27] Taty Fittipaldi: Look, when we talk about cultural competence. It’s not just about knowing the customs and traditions of different cultures, although that’s important too. It’s about creating an inclusive, respectful, and effective work environment where everyone can thrive. Picture it as the secret sauce for successful collaborations and a workplace that radiates harmony.

[00:11:50] Taty Fittipaldi: So why is cultural competence such a big deal?

[00:11:53] Taty Fittipaldi: Well in today’s globalized world, our workplaces have a diversity of backgrounds, [00:12:00] experiences, and perspectives, even when a company tries not to have them.

[00:12:04] Taty Fittipaldi: To make a workplace functional, we need to understand, appreciate and respect each contribution. Cultural competence is like the glue that holds everything together.

[00:12:16] Taty Fittipaldi: It means recognizing and valuing the differences that make us unique, while finding common ground for effective communication and collaboration.

[00:12:26] Taty Fittipaldi: In our story today, our hero comes from an Indian background, while Mr. Johnson comes from an American background.

[00:12:34] Taty Fittipaldi: Humility, non-violence, therefore, low predisposition for a confrontation, and respect for the elderly tend to be universal values in Indian culture. And because this is conveyed in family structures, even people who were born in America, but have an Indian background, might have these traits reflected, like in Trishna’s case.

[00:12:56] Taty Fittipaldi: Because Mr. Johnson was way older than [00:13:00] Trishna, she had a natural and unconscious respect for him, and he’s elderly position. Mr. Johnson should have realized this personal trait and that Trishna would not have confronted him about expectations from the get go.

[00:13:16] Taty Fittipaldi: On the other hand, Trishna should have also realized that Mr. Johnson was the direct and productive type, like many Americans, so she should have been more direct and proactive too, about her expectations and career desires.

[00:13:32] Taty Fittipaldi: By developing this skill of reading cultural and personal behaviors and traits, you’re not just expanding your own horizons. You are also paving the way for better relationships with your colleagues and stakeholders from different backgrounds.

[00:13:49] Taty Fittipaldi: It’s like learning a new language, and once you start speaking it fluently, you will notice how barriers melt away, misunderstandings become rarer, and your [00:14:00] workplace becomes a stage where everyone can shine.

[00:14:03] Taty Fittipaldi: Lesson two. What to expect in a healthy workplace.

[00:14:08] Taty Fittipaldi: Look in reality, everyone has their own take on what a healthy workplace looks like. So I will share my perspective on what a healthy workplace looks like for me, and, then, you can leverage my list to create yours. How about that? If you are game here is my list.

[00:14:28] Taty Fittipaldi: Number one. Clear communication. I expect everyone to communicate their expectations, priorities, and goals clearly. Clarity and communication helps me align efforts with the organizational objectives. In turn, I expect to be allowed to share my own expectations, and talk through any gaps.

[00:14:50] Taty Fittipaldi: Number two feedback. I expect constructive feedback from everyone around me, especially my boss and stakeholders. [00:15:00] Feedback should focus on performance, areas of improvement and ways to Excel in a role. This guidance is vital for professional growth. And we will talk about giving and receiving feedback with emotional intelligence in a future episode.

[00:15:15] Taty Fittipaldi: Number three recognition. I expect recognition and appreciation for my efforts, accomplishments and contributions. Acknowledgement and recognition of hard work can greatly boost motivation and morale, as we saw in previous episode.

[00:15:32] Taty Fittipaldi: Number four. Support and resources. It’s reasonable to expect a boss or the organization to provide the necessary resources, tools, and training to help me perform effectively. This includes access to relevant information, training opportunities, and even technology.

[00:15:50] Taty Fittipaldi: Number five professional development. I expect support for professional growth and career advancements. This could involve opportunities for [00:16:00] skill development, mentoring, career planning discussions, or even short-term assignments.

[00:16:06] Taty Fittipaldi: Number six. Fair treatment. I expect equitable treatment in terms of workload, opportunities, and rewards. The company, the boss and everyone should treat all team members fairly, without favoritism or discrimination. Bullying, no matter what type, is unacceptable in my books.

[00:16:28] Taty Fittipaldi: Number seven. Transparency. I expect transparency regarding company’s decisions, changes, and future plans that may affect my work or my team. Being informed about the organization’s directions can help make informed decisions, not only about careers, but also business related topics.

[00:16:50] Taty Fittipaldi: Number eight work-life balance. I expect everyone to respect the work-life balance and not consistently demand excessive [00:17:00] overtime or work during vacations, downtime, and other off-time moments. Balance and wellbeing are important for long-term productivity, as we will see in a future episode. For me, that’s a critical aspect of a healthy workplace.

[00:17:15] Taty Fittipaldi: Number nine. Conflict resolution. I expect my boss and the company to handle conflicts and issues professionally and constructively. A healthy organization should provide guidance and support when team conflicts arise. And they will arise, no matter how aligned we are, inevitably, there will be times when we will Butthead.

[00:17:39] Taty Fittipaldi: A healthy workplace hires and develops people who are willing to work on strong emotional regulation to resolve conflicts in the most professional way possible.

[00:17:51] Taty Fittipaldi: So I’m saying, in my books, a healthy workplace is not exempt from conflicts. But is exempt from [00:18:00] people who are stubborn, closed-minded, short-sighted, and hot tempered. Not capable of resolving conflict in a professional and healthy way.

[00:18:10] Taty Fittipaldi: Number 10. Trust and respect. Look, mutual trust and respect are fundamental in any work relationship. My work relationships should trust my abilities and respect my boundaries and decisions. And if there is a conflict of ideas, then we go back to the previous point. So, overstepping, overruling a decision, sabotaging, gossiping, or going behind someone’s back is not acceptable in a healthy workplace.

[00:18:43] Taty Fittipaldi: Number 11 appropriate boundaries. I expect that people at work will maintain professional boundaries, and avoid intruding into personal life or making unreasonable demands outside work hours, which takes us to the balance again.

[00:18:59] Taty Fittipaldi: [00:19:00] Number 12. Clear performance expectations. This one is really big for me and is actually the main point why I am creating these two episodes. I expect clear and reasonable performance expectations from all my work relationships. Knowing, what is expected is crucial for setting goals and measuring progress.

[00:19:22] Taty Fittipaldi: An important note on this is that we should not wait to get clear expectations from others. We should initiate this type of conversation and get the clarity we need.

[00:19:35] Taty Fittipaldi: Number 13. Fair compensation. I expect to receive fair and competitive compensation for my skills, experience and contributions. This includes regular reviews and potential salary adjustments.

[00:19:49] Taty Fittipaldi: So this is my list. I invite you to use this as a checklist to see which ones were present or absent in our story [00:20:00] today. And then reflect on your situation. Both as a boss. Or as an employee.

[00:20:06] Taty Fittipaldi: Lesson three. Knowing when to part ways.

[00:20:10] Taty Fittipaldi: Hmm, I’m sure we’re diving into a topic that might resonate with many of you. Knowing when it’s time to bid farewell to an unhealthy work relationship. Whether it’s with your colleagues, a boss, or the organization itself, these bonds can have a significant impact on wellbeing.

[00:20:33] Taty Fittipaldi: In our story today, Trishna has a mostly supportive work relationship with her boss and company. And even though the relationship had its bump due to Mr. Johnson feeling overwhelmed with his own situation, he committed to make up to her and transform their work relationship into a healthy and engaging one. But not every boss and company have a supportive [00:21:00] approach most of the time. So how to recognize the red flags of a really damaging and unhealthy work relationship? And when it’s the right time to make an exit? And how to do this with finesse.

[00:21:15] Taty Fittipaldi: First off, let’s talk about recognizing the signs of a toxic work situation.

[00:21:20] Taty Fittipaldi: I asked the client to help me define what a toxic work situation looks like. And she defined it in a very evocative way. She said, A toxic work situation it’s like a job where you’d rather eat nails for breakfast, then go in because it’s a place that makes you feel you are trapped in a never ending episode of drama filled reality show. Wow.

[00:21:48] Taty Fittipaldi: So let’s shake this into a more practical viewpoint.

[00:21:51] Taty Fittipaldi: Think persistent stress and burnout, a boss that dumps project after project without supporting a work-life [00:22:00] balance, a lack of growth opportunities, a culture of toxicity, for example, bullying. Values around you that don’t align with yours and you’ll see yourself doing conflicting things all the time.

[00:22:13] Taty Fittipaldi: And even when just going to work deteriorates your physical and or mental wellbeing. If any of these resonate with you, it might be time to reevaluate your work situation.

[00:22:27] Taty Fittipaldi: But deciding to leave, isn’t always straightforward. Timing is key and it can be complex. It involves money, your reputation, your career progress. Just to mention a few of these complexities. You shouldn’t just throw everything through the window without first repeated attempts to resolve some of these issues.

[00:22:50] Taty Fittipaldi: Now let’s say you tried, but things became too suffocating. Suffocating as in nails were breakfast.

[00:22:58] Taty Fittipaldi: When you make the brave [00:23:00] decision to depart, remember to do it with finesse. Plan your exit meticulously, communicate professionally, give appropriate notice, stay positive, which sometimes can be difficult, and to keep networking.

[00:23:16] Taty Fittipaldi: Reflect on the experience as a stepping stone to personal growth and embrace the new beginning that awaits you. It’s easy to move through this transition with a lot of criticism from your own self-talk, and others around you. Find support, if needed. In a nutshell, leaving an unhealthy work relationship isn’t a sign of weakness. Let me repeat that. Leaving a toxic work situation is not a sign of weakness. It’s a sign of wisdom. Please remember that.

[00:23:50] Taty Fittipaldi: It’s a step towards a happier, brighter future. You deserve to thrive in your career! And by recognizing the signs, [00:24:00] the right timing of your exit, and a graceful departure, you are paving the way for a fresh chapter in your life. Filled with opportunities and fulfillment.

[00:24:10] Taty Fittipaldi: Look. Your wellbeing should always take priority. And remember. You are worthy and deserving of happiness. If someone says the contrary, chop them off from your relationship circle as well.

[00:24:25] NARRATOR’S NOTE: You’re listening to The Leadership Nest, the podcast that nests stories, knowledge, and science to soar the leadership in you with your host Taty Fittipaldi.

[00:24:44] TODAY’S TIPS TO APPLY WHAT YOU LEARNED

[00:24:44] Today’s tips to apply what you learned.

[00:24:53] Taty Fittipaldi: To apply these three new lessons from our story today, I’d like to recap a few tips from [00:25:00] the previous episode and offer you a few more.

[00:25:03] Taty Fittipaldi: Number one self reflection. As I said in the previous episode, it all begins with you. Take some time for introspection. Understand your own expectations and needs for a job and for a healthy workplace. Start with the list in today’s lesson. Think about your own criteria or requirements for a healthy workplace. Look. Before you can express your expectations clearly to others, you’ve got to be crystal clear about what they are. So pick a pen and paper and list your criteria for healthy workplace. Then try to assess which of the listed items are present in your current workplace. And which ones are not.

[00:25:47] Taty Fittipaldi: If you identify things that could do better at your current job, it’s time to start aligning some expectations about them, with your key stakeholders.

[00:25:57] Taty Fittipaldi: Number two. Open and [00:26:00] honest communication. Communication is the name of the game for as global leaders. Create an open and safe space for a dialogue with your colleagues, direct reports and stakeholders, including our boss. Whether it’s related to project deadlines, roles, responsibilities, or constructive feedback, don’t leave anything to assumptions. Express your expectations, explicitly. No one’s a mind reader. In turn, don’t forget to clearly ask what other people expect in each situation. If you see a gap, don’t throw any potential conflict under the carpet. Talk it out. Solve it professionally and with emotional regulation.

[00:26:46] Taty Fittipaldi: Number three empathy and active listening.

[00:26:49] Taty Fittipaldi: Now once again, let’s put our empathy hats here, although, I know it’s kind of hard in a competitive world where performance and results speak the loudest.[00:27:00] We do need to practice this. It might not come easy to all of us. Cultivate empathy by trying to understand your stakeholder’s perspectives and emotions. But don’t stop there. Be an active listener, pay attention, ask clarifying questions, and show that you genuinely care about what they’re saying. Then, go a step further, and be an intuitive listener. Listen in between the lines and what was not said. You will see how this tip alone will make dramatic changes in setting and aligning expectations around you.

[00:27:39] Taty Fittipaldi: Number four regular check-ins. Stay in touch. Life and work are ever evolving. Regular check-ins with your stakeholders are essential to ensure ongoing alignment of expectations, as circumstances change. It’s like recalibrating your compass on a long journey.

[00:27:59] Taty Fittipaldi: [00:28:00] Number five. Cultural competence. Cultivating cultural competence is vital. It helps bridge gaps in expectations and perceptions, swiftly, preventing misunderstandings. Understanding diverse cultures, and fostering respect and inclusivity in the workplace is crucial.

[00:28:19] Taty Fittipaldi: You can start doing that by engaging with different cultures and learning more about how they think and their behaviors.

[00:28:28] Taty Fittipaldi: This itself will help you open your mind to see possible gaps in your work relationships.

[00:28:35] Taty Fittipaldi: Last, but not least. Parting ways. Sometimes the healthiest choice is to break free from a toxic workplace and work relationships. Your wellbeing should always be a priority. Leaving a toxic workplace situation is not a sign of weakness. It’s a sign of wisdom. Make sure you plan this [00:29:00] transition ahead, and with support if needed.

[00:29:02] KEY TAKEAWAYS

[00:29:02] KEY TAKEAWAYS: Key Takeaways

[00:29:12] Taty Fittipaldi: What’s your main takeaway from this episode? Here are mine.

[00:29:16] Taty Fittipaldi: Number one. Clearly defining your own expectations through self reflection is a key component for a strong work relationships. If you don’t know what you want, you can’t expect people around you to know either.

[00:29:30] Taty Fittipaldi: Number two by developing the skill of cultural competence, which is reading and adapting to cultural and personal behaviors and traits, you’re not just expanding your own horizons. You’re melting barriers away, preventing misunderstandings and promoting a healthier workplace, where everyone can shine. This is the essence of leading by example, if you asked me.

[00:29:55] Taty Fittipaldi: Number three. No company, no work relationship is [00:30:00] perfect. Seek to strike an 80 20 balance between supportive and discouraging work relationships, like we mentioned in the previous episode. When the discouraging aspect weighs much more, though, it means it became a toxic work relationship. Like the nails for breakfast we spoke about. Then, it’s time to part ways, which brings me to the last takeaway.

[00:30:25] Taty Fittipaldi: Number four. Sometimes the healthiest choice is to break free from toxic workplaces and work relationships. Your wellbeing should always be a priority. Leaving a toxic workplace situation is not a sign of weakness. It’s a sign of wisdom. Make sure to plan this transition ahead and with support if needed.

[00:30:49] HIGHLIGHTS

[00:30:49] Taty Fittipaldi: this brings us to the end of this Leadership Nest episode. I hope you have enjoyed learning about expectations management at work for a better job experience. In [00:31:00] our next episode, we will talk about something super exciting. We will explore the duality between wellbeing and productivity. And how the lack of rest and health can impact your performance at work.

[00:31:14] Taty Fittipaldi: Thanks for joining us this week on The Leadership Nest™ podcast. Be sure to tune in next week for our next episode.

[00:31:24] Taty Fittipaldi: Wherever you are in the globe, this is Taty Fittipaldi withing you a beautiful day.

[00:31:30] Taty Fittipaldi: If you have any questions, you’d like us to answer in a future episode of the show, just go to speak pipe.com/tatyfittipaldi Or click the link in the show notes to leave us a brief audio message. Make sure to visit us on our website, www.theleadershipnest.com. Where you can subscribe to our show, anywhere podcasts are streamed, so you never miss the [00:32:00] fun.

[00:32:00] Taty Fittipaldi: While there, If you find value in our show, you can also subscribe to our global leadership weekly newsletter from Coaching Expatriates, where we deliver bite sized lessons on global leadership, decision-making, and cultural competence, to help you learn how to think, relate and interact, in a whole different way as a global leader.

[00:32:21] Taty Fittipaldi: If you liked our show, you might want to check our online global executive leadership program. A nine week leadership development and learning system that will help you lead internationally, while making financially conscious and impactful decisions.

[00:32:36] Taty Fittipaldi: Taty Fittipaldi is also available for private coaching. See the website for more details at www.coachingexpatriates.com/executive-coaching. Thank you for listening to The Leadership Nest podcast. Until the next time. Keep nesting.

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