Is It Possible To Be Your Authentic Self At Work w/ Sean Moore

How comfortable are you at work? Do you feel that you can truly be yourself or do you show only a version of yourself for fear of being judged by colleagues?

In this episode, Amy is joined by Sean Moore. Certified in Diversity and Inclusion from Cornell University and after 20 years in the telecom industry, Sean decided to start a consulting company that focuses on change management, servant leadership and building strong, diverse and inclusive cultures.

Join Amy and Sean in this episode as they discuss:

• How Sean operates from a place of higher motivation or big picture view as a leader
• What it means to be a compassionate leader and how you can connect with your employees on a deeper level
• Why you should build diversity through connection as a leader

Quote from the show - ‘‘A compassionate leader encourages people to be authentic and recognizes like.....something I've learned personally is people don’t know how to help you,if you don’t reach out and ask for help.’’

*For a brief portion of this episode we discuss our guest's work in diversity, equity and inclusion. We acknowledge that these are deep and complex issues that require more in depth exploration than this conversation allowed for. 
At Create Magic At Work we honor, respect and value all identities and perspectives. Many of the skills of Spiritual Intelligence (SQ) reflect themes such as the awareness of others worldviews, awareness of the interconnectedness of life, and making wise and compassionate decisions. We will continue to explore these and other skills of SQ throughout this podcast.

About the host: 

Amy Lynn Durham is the Founder of Create Magic At Work™ and a Spiritual Intelligence Coach. 

Amy has spent years in the corporate world successfully managing hundreds of employees for private and publicly traded companies. Amy designed Create Magic At Work™ to bring a variety of services and strategies to aid in supporting healthy leaders & workplaces through: 

• Private Coaching - 3 month 1:1 Spiritual Intelligence Experiences
• Speaking Internationally about Ways to Support & Create Healthy Workplace Cultures
• Experiential Workshops & Keynotes

In her spare time, you can find her spending time with her Cavapoo Mr. Bingley, journaling, doing yoga or trying to master stand up paddle boarding with her boyfriend.

Connect with Amy: 

LinkedIn 

Website

Purchase her book, Create Magic at Work 

Connect with Sean:

LinkedIn

https://dgiconsultingllc.com/

Transcript

Amy Lynn Durham: 0:05

Hey everyone, it's Amy Lynn Durham and you're listening to Create Magic At Work. Create Magic At Work is on a mission to equip senior leaders with tools they need to be a true servant leader, and actually understand what that means. improve employee engagement, retain top talent, and transform your workplace culture to have less stress and drama. So, let's start making magic. Hi, everyone, welcome to another episode of Create Magic At Work. I'm very excited for our guests today, Sean Moore here with us. He's a keynote speaker and entrepreneur. He's passionate about diversity, equity and inclusion, & nonprofit management. He has a strong background in organizational and business development, as well as strategic planning and implementation. I asked Sean to be on the show today, because I actually have worked with Sean for many years in the past. And I wanted him to bring his expertise in diversity, equity, inclusion and change management, and his thoughts on that to all of our listeners. So Sean, welcome to the show. In case I missed something, can you tell the audience a little bit more about yourself?

Sean Moore: 1:20

Sure. So for the last 20 years, I've worked in telecom, mostly, and what's interesting about that is that industry that's constantly changing, and reinventing itself, almost, almost at breakneck pace. So I think that's kind of set up a lot of my experience with change management and dealing with constant change and how to get teams on board and behind initiatives, because sometimes the changing faster than keep pace with them. Other than that, I have a consulting company, where I I consult organizations on culture, diversity, inclusion, change management, servant leadership, things of that nature. Love it, one of the skills in SQ in quadrant four, we talk about SQ a lot here at Create Magic At Work = spiritual intelligence, and one of the skills in quadrant four is being a wise and effective change agent. I would love for you to bring your insights on what you think an effective change agent is, and maybe some tips for the listeners on how they can be one. Sure, I think, I think the biggest lesson I've learned over the last 20 years is you have to reduce your ego and take it out of the equation. And it's a very difficult thing to do, especially when change is kind of thrust upon you without you anticipating it or even being prepared for it. A lot of times you can fall into a mentality of like, why is this happening to me, when in reality, we live in a universe of change. It's constantly changing. And so the question is not like, why is this happening to you? But why do you think that you're somehow impervious to these changes that are happening everywhere all the time. I think once you can get to a place where you recognize that, and then you can take your emotions and your ego out of the equation, you can be a much more effective change agent, because that allows you to see through to the end result, the solution. Also, I've learned that there's opportunity in change, a lot of times we can't see the opportunity, because we're so focused on the change itself, and why things are different that we don't get to see how this could actually benefit us or make things better. I think if you operate from from that standpoint, it helps you alleviate other people's anxiety and stress around the change and it also helps you coach them through it. Yeah, really, really great stuff. Thank you for bringing up ego. We talk about that a lot here at Create Magic At Work. Skill five in SQ is learning how to differentiate your ego from your higher self. It's that place within you that comes from wisdom and compassion. When you were talking about how everyone experiences change, and how you get frozen, or you fight or you run, fight, flight, freeze, when you feel attacked, or when you're in that ego mode. That was so insightful. I just want to repeat what you shared, that these are experiences that everyone goes through. It's not just you that's experiencing things. And we talk about also, why not You? Why did you think you would be exempt from the Universe's changes that occur? Yeah. And I think we do you highlight that you realize, oh, it is my ego that we're talking about there, right. Because you realize you're part of something bigger and that you it's almost ridiculous to assume that somehow you would not be involved in the the forces of nature. I was watching a leadership video yesterday and some of the greatest things in people's lives have come out of what they thought was the worst thing ever. And if you can stick through whatever you're going through, and come out the other side, I kind of envision like pushing the trees back in the forest. Finally, you made it to the clearing, like, you're gonna be okay, right? I'm getting off on a tangent, but it's so important, especially in the workplace, because there's a lot of ego in the workplace. Right? So on that note, from all of your change management studies, and background as a leader, what are some ways that you put your day to day concerns aside and operate from that place of higher motivation or higher self or that big picture view? Oh, well, one thing I have to do is make time for myself. And I have to be kind of regimental about that. So I need you know, it's very difficult to wake up in the morning, you have all these concerns on your mind, and then jump straight into work because you carry all that with you. And so for me, I'm very clear about setting intentions, right? So going through the day, saying, Okay, this is what I want to accomplish. This is what's important. If it's something that's in my personal life that isn't necessarily reflect within the workplace, I take time to reflect, meditate, whatever exercise, you know, go for a walk in the morning, clear my head, as long as that needs to be sometimes that's 30 minutes, sometimes that's an hour, I plan intentionally for that. So instead of saying, At this time, I'm gonna wake up, if I'm really stressed, I'm like, Hey, I gotta go on a longer walk this morning, or jog or whatever it is. And I'm going to take an hour. And so I don't start my day until that is done. Because if I don't clear through those emotions that carry through into my workplace, and then it affects the decisions I make in the workplace, and then that is my ego ticking over, right? Because I'm just thinking about me, as opposed to, hey, I'm responsible to a team, I'm responsible to organization, it's about more than just me. And so I don't want to operate from a place where I'm thinking solely about how this affects me and what I need to do. It needs to be about like, you know, I need to be more deliberate in my actions. Like I slow down intentionally and say, I think about like, how, how is my decision going to affect those who work with me? And how is that going to affect the organization is aligned with my principles? does it align with organization principles? And I think when you really slow down you kind of remote you minimize your ego it's impossible to get rid of your ego but you can only minimize it to where you're not just thinking about yourself. Yeah. And spiritual intelligence. We talked about PQ physical intelligence being kind of at the bottom of the pyramid, almost like Maslow's hierarchy. And it goes, you know, pq, IQ, EQ, sq. And to me, you're sort of describing how can I access my higher self, that place of wisdom and compassion as a leader, if that bottom of that pyramid isn't in place that PQ, so for you, having those intentional mornings waking up during the walk, you get your PQ set, you have a good night's sleep, you've got a decent breakfast, and then you can go on? And because nobody that stayed up all night or didn't eat right, or, you know, it's really hard to access yourself if you don't feel good, right? Absolutely. And so sounds simple, but it's a crucial step to say. And it's it's a crucial not just start today, that way, but to continue it, you know, so like, I actually may force myself to take a break every two hours or so just even just five minutes and think about okay, am I on track with what I wanted to complete today? Because a lot of times, you can get caught up in the moment. And then oh, wow, it's four o'clock, and I've done absolutely nothing I wanted to accomplish today. And then, you know, it just that just adds to the pressure and the feeling of stress. So it's important for me, at least to kind of set those blocks and just I really had to force myself to to adhere to them. Don't you hate those days where you've worked like all day? And you're like, I have no idea what I did today. Yeah, absolutely. Yeah. It's just like, the stuck in a zombie computer space. And you're like, what did I even do? Right? Yeah, you you look back and like, okay, so this is what I wanted to do. And I didn't know nothing. Today aligned with what I wanted to get to. Yeah. And so I think that just kind of compounds your stress and your anxiety, especially if you're going through, you know, a change. You feel like you're not making any headway. And so for me, I had to force myself to stop and check like, hey, what I just did in the last two hours, did that accomplish my goals? And if it didn't, you know, if my goal if what is in front of me is more important than what I set out to accomplish, then I need to rely on my goal is to make sure that everything is in sync. Yeah, Definitely, and I keep referencing SQ here because Create Magic At Work is a lot about SQ. But one of the skills is, have you stack ranked your Values? Do you have a values hierarchy? Because it's so wonderful to sit down and do that, because then, when you're in a life decision moment, you can say, okay, what are my values? In this season of my life, I chose family as number one. No, I can't work. I'm going to go to my children's play, or No, I actually chose career as my number one priority because I'm saving for my kids college fund, so I am going to work late. But when you make those decisions aligned with who you think and say you are, and you live that way, you experience more peace and more happiness because of that. I also think that if you don't do that, that breeds resentment. And so when you're going through a period of change, and it's already a stressful environment, and then you have resentment on top of that, that leads to quick burnout. Yeah, absolutely. So compassion. Tell me what you think a compassionate leader is, and maybe tie it in to diversity, equity and inclusion, I'd like to get into that a little bit. I think a compassionate leader, if I were to define it would be someone who recognizes that all of us go through struggles, they might be different, but we're all struggling with something. And that, you know, I really hate the old adage, hang your attitude outside, don't bring it to work, it's almost impossible. We're human, right? If you've got a lot of turmoil in your personal life, it's going to affect your your work life, whether you want it to or not, you might try to minimize it. So I think what ends up happening is, we just put on a mask, and we don't really reveal our true selves at work. I think a compassionate leader encourages people to be authentic, and recognizes, like, hey, a lot of times, you know, something I've learned personally, is people don't know how to help you, if you don't reach out and say, I need help, and a lot of times in the workplace, that's almost taboo. Because we don't want to talk about people's personal lives, we really want to try and manage that line between professional and personal, when really, I don't think you can delineate them. Just to give you an example, just talking to your employees, I hate to say employee, let's say team members, just talking to your team members, you get to understand where they're coming from. And that helps you make better decisions that impact them in a meaningful way. For instance, let's say you were my coworker, you had childcare at five, and I called my team

meetings at 6: 12:29

30, you will probably be hesitant and say, Hey, I can't do that. And if I don't know that about you, I'm making a decision that's always going to put you in this predicament. And that's not a compassionate leader, because I'm just making decisions that are in what I think are the best interests of the group. Yeah, really good. And I think when you said hang your attitude outside, it reminds me that we can't do that. And we've talked on past episodes, and I've talked with clients, you know, I want to put the mask down. And I've heard people say, I want to be my authentic self, and the most profitable and productive thing a company can do, which is so amazing to me that it's a win win is foster that environment, where employees, leaders, everybody can be their authentic self. And maybe, instead of saying, hang your attitude outside, maybe we switch that to try to leave your ego at the door and work from a place of your higher self. Because if I'm operating from my higher self, by default, people around me will start rising to that occasion, and they'll start operating from their higher self. So I love how you mentioned that. I want to talk about your background in diversity. And if you're comfortable, can you share your journey as far as how you started at work? How you got into that, and how you ended up studying and being a speaker for change with that? Yeah, absolutely. I think my first kind of real taste of diversity and inclusion was when we worked for GameStop. And they were pushing the the employee resource groups. I was the president of Alliance and helped get that off the ground with goals, initiatives, membership trainings, and so that gave me a real taste for diversity and what things could be, because, as you're aware, you were the you know, you were the president of Women at Tech Brands. It was almost a full time job outside of our already full time job. It was a lot of work, but it didn't feel necessarily like work because it was rewarding. So, I put a lot into it. I gave up a lot of my personal time, but I felt good doing it and I wasn't resentful or bitter like, Hey, I'm not getting paid for this or the company is just taking advantage of me because it really had a visible impact on not only the employees but within the community as a whole. And so that kind of got me interested in diversity and inclusion. And as I moved jobs, I realized that this was something that was sorely missing in the workplace, I was actually fortunate enough to work for a company that didn't embrace this and did push it out there. A lot of the companies that I worked for after and even before, this wasn't something that was on their radar. And I've actually worked for some where they really kind of tried to keep people from talking about diversity & inclusion, which is the wrong thing to do. And so, I decided, hey, there's a need for it. Let me go get myself educated on it. And I can take that skill set and advise companies on how they can build a better and more inclusive work

Amy Lynn Durham: 15:46

In hearing everything that you're saying I have quite a few thoughts. My first thought is that often times in the workplace, like you said, companies might not want to talk about certain topics because they feel like they might say the wrong thing and then have some sort of backlash or something like that. I've also been in environments where diversity, equity and inclusion has felt very divisive, and very not connecting what I loved about you. And the way you lead Alliance was very open to connecting and to your authenticity, elaborate on that. Like why do you think some environment. companies have that? Or D, E & I in general has that angry, divisive feeling at times and then what did you do to make it feel so connecting? Or what can people do to not be afraid to ask questions and/or connect?

Sean Moore: 17:47

Well, I think there's a couple things. One, I think overall if diversity is looked at as something to do just because hey, we want to say we're diverse, and it's not really a guiding principle within the organization, it's destined to fail, because then it feels more like as an imposed program, as opposed to like, hey, I want to be a part of this. And I think the reason that a lot of companies minimize people from talking about certain topics is because they just, they're not equipped to handle themselves. Like you have to first educate yourself in order to be able to handle that conversation. And if it's not something that they're interested in, then I think their their knee jerk reaction is just to okay, we're not going to talk about this in the workplace. But the reality is, we're all humans, we all interact. And it's we're going to talk about a personalized, you know, like being an LGBTQ member myself. I remember many times where people would ask, Hey, you know, are you married and say, Okay, I'm stuck with this decision. Do I tell them I'm gay? Do I say no? If I say no, they're going to kind of be like, Huh, that's weird. Like that's because it come off as kind of like dismissive. You know, there's a lot of things that go into it. And it's not just unique to, to LGBTQ members, you know, women in the workplace face that, minorities in the workplace face that, differently abled people face that, there's all kinds of things that just through everyday interaction, force us to put the mask up, because we're not taught in a corporate environment, how to talk about that openly and acceptably. And so, I think that leads to that. And then, when I was at Alliance, how I really wanted to come about it was really just it's, you know, I, I focus on it's not just for one community, it's for anyone who wanted to join, wanted to learn, I didn't have a set agenda. I really just took topics and said, these are things that, you know, like, I'll give you example about pronoun use and transgender and gender identity. Those are topics that come up in the workplace, and they can be difficult to talk about, even for myself, going through that whole process, I realized how sorely undereducated I was as an LGBT Q member around transgender issues just because I haven't had personal experience with that and so I had to then educate myself and then bring that and say, this is what gender identity is, is what gender expression is. Here's why pronouns matter. And then that will facilitate people to, I think, carry the conversation forward amongst themselves, or even with me. Yeah, really good. I think the self education piece is very important. To me, even more important is the openness to connect and explain with others, if they're not understanding, but if they're inquisitive, right, if they want to connect, and if they don't understand, you know, not to be defensive, but to connect, I have seen that in person. And it just seems to be so important in the workplace. Right? And when you talked about somebody asking you if you're married, the awareness that your worldview is not the only worldview, is the awareness that there are other worldviews that there are other lives, that you are not the main character in everybody's story, either you might be a side character, like the world does not operate exactly how you experience it, and that's so huge, understanding that. I do think because this is the majority of leadership position holders are, white men straight, allegedly, right. And, just to think to understand that when you ask somebody, Hey, are you are you married, understanding, they might be going through something, a sense of fear as to whether to answer that, just knowing that is a pretty deep thing, and that puts you into that wise and compassionate leader space. Yeah. When, when you're operating from that, it's like, wow, I had no idea if Sean had turmoil, just answering whether he was married or not. Yeah. And I mean, that's just my personal experience, I'm sure there's people who will find that, you know, like, I'll give you an example. I did have an employee one time who was homeless, and I didn't even know that. And I just asked him, you know, I eat it came about organically, like, I wasn't hunting, but I found out that this person is homeless. Fortunately, at work, we had a charitable fund, and were able to get them some help, but they would never have known that if we hadn't taken the time to discover it. And so it wasn't something that they were obviously for, you know, like, who wants to say, I'm homeless, and I'm working, you know, that kids and everything else it was it was a pretty dire situation. But again, I think that's where being a compassionate leader and saying, Hey, let me help, you know, we didn't have to do that. We could have just said, Well, you know, well, thanks for showing up today. I gotta go, you know, like, like, most people, also, I think it's important to one thing I want to talk about is creating psychological safety. We talked about safe spaces, but it's not necessarily about the space, it's more about psychological safety, let someone has to feel like they're okay here that they can talk about it that, you know, even if, you know, I think going back to like the transgender and gender identity and expression issues, a lot of people are afraid to say the wrong thing. So they just don't say anything at all right. And that's the whole wrong approach. Like, it's okay, mistakes are gonna happen. And like myself, I make mistakes. As humans, we don't grow or evolve without making mistakes. But I think to shut down the conversation for fear of some kind of mistake is the whole wrong approach, because it's like, the conversation is going to happen, whether you shut it down or not. But what will really happen is it's going to come to a head without a natural dialogue, and then it does create conflict in the workplace. Yeah, I love it. It's like, let's get uncomfortable. Don't be afraid to say the wrong thing. And let's connect. Right, right. Yeah. Like, that's such a great point. And it ties into being a change agent. Just what you talked about with your employee that you discovered was homeless, rather than rushing through the day, you took a moment to have a conversation, which is being a change agent? If you're a change agent in the workplace, you do not rush to quick fixes. You stop. And you take a moment to ask more questions to uncover the real root cause of the problem. And then you fix that. And then we have systemic change. Yeah. And I also, I always stopped to consider like, you know, one thing I always have to ask myself is check my ego, like, how am I making this decision? Because of my perspective, or is this from an informed perspective? Right. So I think one of the biggest problems I see in leadership is they don't ask and they don't ask for feedback enough. They're willing to give feedback but they don't want to ask they don't they don't solicit it. And so without that, it's really hard for you to decide you know or not to, it's really hard for you to decipher whether or not your ego is making that decision or your higher self is because you're not really going to know if you don't get feedback. Someone says, hey, this doesn't really work for me. And then I know, okay, that was probably a little bit of my ego, or maybe I'm misinterpreting something. So it's really important, I think, for leadership, to solicit feedback constantly from the team, the way I look at it. My team doesn't work for me, I work for them. And so I always have to come from the viewpoint of, does this benefit the team over myself? Awesome. What does servant leadership mean to you? Servant leadership to me mean? Well, it means a lot of things. But if I were to define it, I think servant leadership is leading with a purpose is the best thing I could boil it down to, I think a lot of people need within their roles or within their job descriptions. But servant leadership is really recognizing that you're here for a higher purpose than just to fill a role or a job description. And the way I look at is I always want the interactions I have with my team, and my co workers, at the end of whatever at the end of that process looks like I want them to have grown, and it to have been meaningful. And if it's not, then somehow, I'm failing them as a servant leader, because anyone who comes into my orbit should take away something and learn and grow as should I, you know, I'm just interacting with them, I gain additional experience additional perspective. And so as a servant leader, I think that you have to continually lead with with purpose in mind. You know, like, for me, I have a very defined set of principles, those don't change very often. So the things around me may change, but the principles stay the same. And so that is kind of how I serve my team, because they know that this is what they can look forward to me in leadership. Love it. If you could give one piece of advice to the leaders that are listening as to why they should build connection through diversity, what would you say to them? And why should they do it? I think a lot of people look at diversity as a demographic, diversity and sex diversity and race diversity and gender diversity in you know, sexual orientation. And really, what diversity is that diversity in perspective and diversity in collaboration. And so everyone has a unique perspective, you can encourage people to bring that to the table, you can solve problems much faster, you can solve them much more efficiently. And you get to a place where your team works together, and solves problems before they even arise because they're like, Hey, we care about the whole. And you know, the whole, not my job thing, kind of goes out the window. Because everyone's working as a team as a collective team. You'll notice your retention rates go down, or go up actually, sorry, I should say your attrition rates go down. And that your team is much more efficient and collaborative, because they feel more like, like a family really than just a bunch of people in an office occupying the space. Yeah, employee engagement goes up, because they feel safer. And they feel like they don't have to fake who they are in the workplace. And guess what, when you start showing up as your authentic self, you have inspiration, you have innovation, you have creativity, and you set yourself apart from your competitors when you do that. And they also feel that their input and contributions are valued. Even if you know, like, if I were to give you a suggestion, you didn't take it, at least you heard my suggestion. Whereas if you're not very inclusive, or just to give you an example, if you're the only woman, in a group of men on leadership, anything you say that's contrary you're going to feel self conscious about that. So you may be more hesitant to say something in that group, just because there's not enough diversity in thought and in perspective, and so that you can form right learn through diversity inclusion, is that just by not having a diverse workforce, you can actually shut down unintentionally, conversations and people from contributing without really meaning to just because they don't feel they feel like, like, you know, for instance, if I were a gay man, if I were to speak up on a gay issue, everyone's gonna say, oh, yeah, of course, he's gonna say that because he's a gay man. And so that creates that environment of where you feel less inclined to contribute less inclined to say something if you see something's wrong, simply because you're such a greater representation of that minority. And to carry this through, you asked about, what would be your message to leaders is, these are your customers, these are your clients. They're not all, you know, 30 to 50, white male, they're completely diverse, especially if you want to be really robust in the marketplace, you're going to have to sell your services or your software or your products to everyone. And so having that representation, you get to understand how your products filtered down to that group to your client base, and you can make decisions that will incorporate the viewpoints of your clients into your corporate culture. Yeah, quantum leadership at its finest. Yeah. Yeah. Okay, Sean, I'm gonna pull a card for you. I do it for every guest from my journal prompt card deck. It's a message from the universe for you and for everyone listening. Okay. All right. This one's jumping out. Oh, so we got passion. Okay. You're and everyone's affirmation listening is "I have great power within and I recognize when inspiration strikes me." We had a very inspiring conversation today. So that was cool. And answer this question. Okay. With regard to my career, what am I passionate about? What I'm really passionate about, I would say is understanding other people's worldviews, because that broadens mine. And so, for instance, I don't always agree politically, or even spiritually, or emotionally with everyone. But I do want to understand, I don't think that there's a one truth out there and like, our whole collective Truth comes together. And so I want to understand what I want to engage people and do an example on, I relocated from California to Texas, and as I've mentioned earlier, I am a member of the LGBTQ community. And so I don't want to say it's contentious, but there are people who don't want to, they don't understand viewpoints, and likewise, I didn't grow up in a religious household. So I don't understand some of the things that go into a religion. And so what really took a lot for me is to seek that out and understand like, why why would someone come from this viewpoint, right? And not not from a place of indictment, right, but more like what, you know, maybe, maybe their experience is different and, and what's unique is I wanted to find common ground, because that you can't really have a dialogue, if you don't share common ground. What I found is, although the label may be different, the experiences are not and so we all at some point, want to feel validated, we all at some point want to feel accepted, we all at some point want to feel love. And we've all had the absence of that on our life. And so if you can speak to that, I think you can understand that, like, we're not different, like, you know, like, you may not like LGBTQ people, but you can understand their their struggle, and that gives you much more humanity in understanding like why these things are important, as opposed to just saying, you know, it's, it's not an issue I care about, and skill 19 For SQ there's an exercise you can do for making wise and compassionate decisions. And you close your eyes and you envision that other person and you say, just like me, this person is trying to avoid pain. Just like me, this person wants to experience joy in life, just like me and you know, it goes on and it opens up that space. And that another skill. Yeah, again, we're talking about a lot of skills today. That's good. That is the awareness of the interconnectedness of life. Right. It's all tied together. So thanks for sharing that. That was really profound, actually. Sean, where can people get a hold of you if they want your consulting for diversity or keynote spaking, share where they can get in touch with you? Well, you can reach out to me at seanvmoore@gmail.com or dgiconsultingllc.com

Amy Lynn Durham: 34:40

And then also you're on LinkedIn under Sean Moore.

Sean Moore: 34:52

Well, I just want to thank you from the bottom of my heart for having this conversation. I want to thank you for your courage. to step forward and be your authentic self in any space in your life, and when you do that you lead the way for others to take their mask off. And we have a much more connected world. So thank you for everything you shared today. And thank you for that. Thank you for having me. I really enjoyed it. Everyone, it's Amy here. Thank you for listening to the latest episode of Create Magic At Work and please come back often and subscribe rate and review the podcast. Keep joining us for more exciting episodes where we help you transform workplace culture to systems that create less stress and have high productivity and profitability. You can get your own tools for the workplace at www.createmagicatwork.net. I have a new Create Magic At Work The Journal that just released and it invites you to reflect about different themes for work in your career. Each section of The Journal contains a topic and affirmation and two prompt questions to help you journaling your thoughts, topics or like inspiring others mentorship, expansion and productivity. So connect with me at www.createmagicatwork.net, also connect with me on LinkedIn under Amy Lynn Durham, sending magic to everyone and see you next time.