Missions to Movements
This isn't just another nonprofit podcast - it's your weekly invitation to think bigger, take bold risks, and create lasting change in an ever-evolving social impact landscape. Meet Dana Snyder, your guide through the evolving landscape of nonprofit innovation. She's on a mission to help change-makers like you push the boundaries of what's possible in nonprofit marketing and fundraising. Each week, Missions to Movements serves as your personal mastermind session, delivering actionable insights and bold strategies that challenge traditional nonprofit thinking. Dive into revolutionary approaches to digital fundraising, discover how to build magnetic monthly giving programs that create lasting donor relationships, and learn to amplify your voice as a thought leader in the social good space. Whether you're reimagining your organization's impact or forging game-changing partnerships, you'll find the ideas, insights, and inspiration to take your mission further than you've ever imagined. Ready to turn your mission into a movement?
Missions to Movements
How Tiffany Yu Turned Her Story Into a Movement for Disability Inclusion
The global disability market represents a staggering $18 trillion dollars in spending power. And in this powerful episode, Tiffany Yu, founder of Diversability, TEDx speaker, and author of The Anti-Ableist Manifesto is sharing how she turned her own disability into a global movement for inclusion.
After a car accident made her disabled and took her father's life, Tiffany eventually found the courage more than a decade later to share her story, helping others unlearn shame and embrace their own identities.
You’ll hear how Tiffany built Diversability from a college club into a thriving international community, why employers must rethink job descriptions and office norms to foster true accessibility, and how storytelling paired with data can radically shift public perception.
If you want to build more inclusive communities, Tiffany's magnetic energy and practical wisdom will inspire you to see lived experience as a superpower rather than a limitation.
Resources & Links
Connect with Tiffany on her website, order her book, The Anti-Ablelist Manifesto, and watch her TED talk, The Power of Exclusion.
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Today's guest is someone whose work, words and presence truly leave a mark, and I am so excited to share this conversation with you. Tiffany Yu is the CEO and founder of Diversability, a three-times TEDx speaker and the author of the Anti-Ableist Manifesto, smashing Stereotypes, forging Change and Building a Disability-Inclusive World. She's also spoken on some of the biggest stages in the world, from Davos to TEDx, and is a very powerful voice in the global movement for disability inclusion. But her story didn't start there. At just nine years old, tiffany became disabled as the result of a car accident that also took the life of her father. For over a decade she didn't talk about that experience publicly. We talk about what changed and how she's really turned that story into community, inclusive communities, and inspired thousands along the way. Her energy is magnetic. She's going to talk about why our lived experiences yes, yours too can be our greatest leadership superpowers that create stories. Her insights are practical, they are powerful and her message is one that every nonprofit leader needs to hear. Welcome, tiffany, to the show.
Speaker 2:I saw myself as a community builder first. I did not set out on this path to become a leader or an advocate in any way. I just looked around at what I knew and I saw like I grew up feeling I don't know if I felt shame, but probably more embarrassed about being Taiwanese or being Asian in a place that didn't have a lot of other Asian people, and I know I internalized a lot of shame around growing up with a visible disability and by seeing that I could build community around it. I think that kind of kick-started the very early beginnings of, I think, who I've become today.
Speaker 1:So, Tiffany, I in my research, I dive into LinkedIn and websites and videos, and I was watching one of the videos on your website that you didn't talk publicly about the accident that you had for over a decade I think it was around 12 years and I wanted to really ask now it is a beautiful story and part of why what you do is over a decade I think it was around 12 years and I wanted to really ask now it is a beautiful story and part of why what you do is what you do. What changed that for you? Like, can you tell us a little bit about that experience that shaped your path into talking so much about diversability and having the book and the speaking engagements that you do right now? What was that switch?
Speaker 2:Ooh, I wish I could tell you it was a switch, but I don't feel like it was a moment in time. And so I'm the daughter of Asian immigrants, my dad is from Taiwan, my mom is a refugee from the Vietnam war, and I wanted to share that because in their cultural upbringing they were brought up to say you know, to learn, don't share anything that might make your family look bad or that might be seen as shameful. And so if I look at the details of the car accident that I was in that made me disabled, my dad had passed away. I now acquired a physical disability, and the fact that there was even a car accident, like all of those three things, like dad passing away, me now having a disability, the fact that there was this family tragedy that happened, were all seen as things that might be shameful. And as I did additional research on it, I realized death in the immediate family means that somewhere in the ancestral lineage there was bad luck for something, and this is, you know, in more traditional cultural upbringings. And so at the same time, I have a lot of compassion for my mom and the way that she grew up. You know she was not born and raised in the US, like I was, and so how do I respect, but also break those intergenerational patterns?
Speaker 2:Yeah, so essentially, the car accident was my secret, as you said, for over 10 years, and a couple things happened and I actually wonder if part of the confidence with sharing your story does come with time or does come with new experiences. So really, the first thing that ended up happening was I actually didn't identify as Asian up until I was 18 years old and, again, with my parents being immigrants, I think they had learned that assimilation and erasure of our race was going to be our pathway to success. And so, while my family did celebrate Lunar New Year, I didn't know why it was meaningful, and both of my parents their first language was not English but mine was, and I never actually learned either of their languages up until I got to college. Yeah, so it was kind of this disconnect that I think. Maybe they saw the way they were treated as immigrants or refugees during a time the 1970s, where there was anti-Asian sentiment and we saw kind of like a revival of it happened in 2021 as well, and that's actually when I started to connect the dots in a way to say, oh, what I'm experiencing now, as an adult, in 2021, with the rise of anti-Asian violence now it kind of makes sense the decisions that they made in the 1970s to not bring attention to ourselves.
Speaker 2:So when I was a freshman in college, I met another Taiwanese student this is at freshman orientation and I made this joke that we should start a Taiwanese club. But she actually took that to heart and we actually became the co-founders of the Taiwanese American Club at my university and that was the first time that I gained a sense of pride, identity, culture in being Taiwanese and in some ways I feel a little sad that it happened after my dad had passed. We couldn't see that I had become so proud of where he grew up and his cultural upbringing and you know who he was. But you know, better late than never and I'm super proud right now.
Speaker 2:Super proud so fast forward a couple years. Really, all I knew how to do was I knew how to start clubs. So now it was my senior year of college and I'd actually just come back from the summer internship in investment banking and while I was there I got really actively involved in a couple of their different employee resource groups. So they had one for Asian employees and I actually got to meet with the head of the Asian employee resource group and share some of the learnings I learned starting a Taiwanese club. So I was like, oh, here I am, the most junior person at this company. Even less than junior, I'm a summer intern giving advice and sharing learnings with a very senior person at this school. Were they receptive? And they were receptive, amazing. And I also got plugged into the bank's disability employee resource group and it was actually there that not only did I have access to amazing networking again super junior but all of the people who were part of this disability employee resource group were in different departments at the bank and vice presidents and managing directors again very senior. And I was like, oh, this is really powerful.
Speaker 2:And so when I went back to school again, I had co-founded the Taiwanese American Club and I said. You know what. I'm really curious if there would be appetite to start a disability club. And I actually think back to those beginnings, and now it's 16 years ago and it was really hard. I didn't know that. Many other disabled students, and the ones that I did know, I reached out to to see if they wanted to join this club, but I never heard back from them. So so again, kind of like taking my and I studied business in college, so like taking that business mind to see, like okay, is there a product market fit here? To say like, are there actually?
Speaker 2:people who joined the club and I will say my biggest supporters of what then became Diversability were my Taiwanese American peers. Like our logo for our first, for Diversability's first 11 years was created by my little buddy in the Taiwanese American club, so like. So that already comes in, but but I will share. I think that I, you know, in the context of thought, leadership and advocacy, I saw myself as a community builder first. I did not set out on this path to become a leader or an advocate in any way, I just looked around at what I knew and I saw like I grew up feeling I don't know if I felt shame, but probably more embarrassed about being Taiwanese or being Asian in a place that didn't have a lot of other Asian people, and I know I internalized a lot of shame around growing up with a visible disability and by seeing that I could build community around it, I think that kind of kickstarted the very early beginnings of, I think, who I've become today.
Speaker 1:Do you remember what that first? What was that thought leadership moment? Do you remember? Was it just leading the meetings? Were you asked to speak somewhere? Do you remember that first?
Speaker 2:I do, and I remember the day too. It was October 22nd 2009. And I had been invited. I'm very into dates.
Speaker 2:So the car accident was November 29th 1997. And on October 22nd 2009, my university was exploring, kind of like, a graduate level disability studies certificate and so they brought together all the DC area schools and they invited me and two of my peers to be on a disability student panel to just talk about things that were happening. So this was the very early diversability hadn't even been formed yet. At that point in time I actually thought I wasn't gonna start the club, because I remember on October 22nd 2009, that was the first time I ever shared the story of the car accident publicly and I cried.
Speaker 2:Well, first I wanted to provide context as to why I was on this panel. I just remember sharing the story through tears. There was so much pain and erasure, like self internalized gaslighting, I don't know I that's not even a thing but like kind of like erasing my own story and finally just putting it out there to an audience of people who could have been and would become my biggest supporters. And I remember at the end of that student panel I said you know, I had this idea to create a disability student club, but I actually don't think it's going to happen. And I remember there was a student there who went to Gallaudet University, which is a university in DC that's mainly for deaf students or people who are deaf or hard of hearing, and she had written diversability on a sheet of paper and she handed it to me and that was the beginning of what ultimately became Georgetown, which is where I went to school Georgetown's first ever disability student club.
Speaker 1:Amazing. That's incredible. And is it spread out to multiple chapters now?
Speaker 2:So Diversability has been on its own journey. So in 2014, there was no transition of student leadership, so Diversability kind of was no longer at Georgetown of student leadership. So DiverseAbility kind of was no longer at Georgetown, Although in 2019, there then became a new student group called the Georgetown Disability Alliance. So you know, I never had ego or I tried not to have ego over it, but like, as long as it's some conversation. So then, when I had heard that there was no transition of leadership in 2014, I had already graduated. At that time I was living in New York and I was kind of bummed out because I thought that was going to be my legacy and I don't know how the timing it could be divine timing. I'm a big believer that, like the universe, will conspire in your direction. But I was bummed out. And a couple months later this is the end of 2014.
Speaker 2:I got two messages independent of each other. One was someone who lived out in Los Angeles had come across an article in my student newspaper about the community that I built at Georgetown. And then someone else had seen that I had tagged diversability at Georgetown in my Twitter bio and reached out saying, hey, is diversability still active? What's going on there and I kind of saw that as a sign, because both of these people who had reached out they were both young professionals at the time. It made me think, okay, I'm not in a student university environment anymore. What could diversability look like for young professionals? And that essentially became. When I asked a couple of my friends in New York about this idea, they said oh, it's kind of like a meetup group, because meetups are really popular around that time. They were like oh, it's like a meetup.
Speaker 1:Oh my gosh, I remember that.
Speaker 2:Remember, I mean meetups still around, but it's like not I mean it was. I was like in so many meetup groups at the time.
Speaker 1:Oh my gosh, that's like a throwback. I do remember that I lived in New York city from 2013 to 2017. And I remember that.
Speaker 2:Yeah, we overlapped, and I was 2010 to 2016. So in spring of 2015, diversability, now as a separate entity, hosted its first ever New York event, and I will say up until 2020, we were doing kind of like the city chapter slash hub type model. But then, when the pandemic happened and we were all home, we transitioned our community to virtual and ended up growing four times.
Speaker 1:Wow.
Speaker 2:It showed me that I grew up in DC. I've lived in New York, San Francisco and Los Angeles, all large metropolitan cities that do have some community social fabric available.
Speaker 1:There's a lot of rural towns that do not Right.
Speaker 2:Wow, like I don't know. I was going to name some rural town but then I was like maybe someone will hear it and tell me that it's not rural, but we just started reaching a lot of people that we couldn't reach before, and then we had people joining our events in the middle of the night because they were in Europe or something like that. So we still mainly stayed. We call ourselves virtual first, but every once in a while, if a partner comes along or something like that, in a while, you know, if a partner comes along or something like that, we'll explore revisiting the virtual or revisiting in person. But I will say, with a book coming out, I was talking to a friend about it and actually the book had just launched in the UK in March.
Speaker 2:So exciting, very exciting, and I hosted a handful of events there. But while I was there I kind of took a step back and I said all of these book events are kind of like diversability events and I caught up with a friend who went to one of them and she goes, tiffany, she's like. One thing I really appreciate is the way that you have maintained like I don't know if you've gone to book events, but I've gone to some and I'll just sit there by myself, I'll watch the talk and then I'll wait in line by myself and then I'll go get my book signed and then I'll take a photo, and I don't know. I've been trying at my book events to get people to like meet each other, because this is the local disability community coming together.
Speaker 1:Right, you should be meeting right. The whole point is for you to network and find somebody. Yeah, I love that.
Speaker 2:So yeah, so you know, before we started recording, we both both had books come out around the same time. I'm also slowing down the book events, so maybe we'll start to pick up more in-person diversability events soon.
Speaker 1:And I'm a big fan, not only about what the topic is about, but listeners. Our books are both beautiful sunset ombre colors, and we both happen to be on camera wearing our like brand colors, which I think is pretty spot on which we'll talk about brand and the importance of that and speaking out. So it is the Anti-Ablist Manifesto and you have a TEDx talk about this and you really challenge the way that society talks about disability and I wanted to really like dive deep for a second into our listeners. So these are nonprofit professionals. They probably are more aware than other sectors because they may be working with people with disabilities or serving them, but sometimes maybe we don't think about truly inclusive spaces.
Speaker 1:What are some areas within you talked about it shifting towards young professionals. What are some things that employers can do that might not be like consciously aware of? Like, I think something that you talked about in a video I don't know if it's a video or an interview that I heard you speak about was like the ergonomic ways of like a desk. Like what are some simple things that we might not think about that can make a space so much better and thoughtful for somebody who might have a disability that we're working with?
Speaker 2:Yeah, I guess I'll start with the example that you brought up around the ergonomic assessment. So, ergonomic assessment so when I started my corporate career, every single new hire had an ergonomic assessment done by workstation. And if that's something that's new to you, it's essentially someone who comes by. It never happened for me. They look at the way you are sitting at your desk and they'll make some suggestions proactively. And so some of the suggestions that my peers and I all got many of us got a second monitor, all of us got a keyboard wrist pad. I got a left-handed mouse, because now I'm left-handed, I'm also petite, so my feet hang off the chair. So I got a footstool, because if you're sitting for long periods of time I and I never thought about this right you don't want your feet hanging because then they'll fall asleep and I don't know so.
Speaker 2:And at the same time the ergonomic specialist proactively asked me if I could benefit from a headset so I could use speech to text technology. So I would essentially just talk and it would type my emails. And I actually wrote the entire first draft of my book using speech to text. Interesting, but I also, because I type with one hand, I can type emails, but 90,000 words like that. And I have friends who type with two hands and develop, you know, carpal tunnel over time on both of their hands. And I remember seeing a photo of one of my friends and she was wearing like wrist stabilizers on both of her arms. And as someone who has predominantly only been able to use one arm for the last almost 30 years, I don't want to put more strain on an arm that is already under a lot of strain.
Speaker 2:But all of that to say, I kind of love the idea of an ergonomic assessment, because what I like about it is that it incorporates accommodations and access in there without making people feel like they're a burden or getting special treatment, because essentially, the keyboard wrist pad or the left-handed mouse or speech to text for Tiffany is just helping her get her work done.
Speaker 2:At the end of the day, you get a book or the pitch book or the financial model at the end of the day, right, it's just the way I did.
Speaker 2:It was a little bit different than how you would imagine it. But I guess the other thing I'll say too is I really think that we and this is one of the things I tried to embed within Diversability too is so much of my own work and our broader work outside of diversability is around flipping the script. So I think about even five years ago if I knew that many disabled authors and I actually didn't, or maybe I'll say 10 years ago and so essentially what was happening? Right, because even if you look at the publishing industry in itself, you have literary agents who are determining like, oh, this story or this book is going to sell, and if they haven't been exposed to disability narratives or they don't know the data that's out there about our $18 trillion global disability market, then they're going to say, oh, this is too niche, right, and so even at the point of entry, we're not getting our stories out there in our own way, so other people are co-opting them for us, right?
Speaker 2:And so we actually did an event recently, which was as nonprofit leaders, how do we tell stories that aren't our own, like they're the stories of our beneficiaries, but do them in a way that upholds dignity?
Speaker 1:And it's talked about a lot.
Speaker 2:And that's something I think about too, which is I think about and I didn't get to include this example in the book of, like a disability nonprofit during the holidays is trying to do some fundraising so they ask a kid with very apparent disabilities to be on the phone-a-thon, and so people then feel bad for the kid and then donate.
Speaker 2:I do have friends who when they were kids, they were that kid and it doesn't feel like it's done with dignity. But I digress and I guess what I wanted to take a step back when I went in the sidebar around publishing was, I think, really challenging the assumptions that we make about someone's experience, and in this case someone who. We make about someone's experience, and in this case someone who has a disability, lived experience, and what I mean by that is some of the assumptions that we make are oh, there are no disabled people in our office and you can even take a step back and say okay, is it in our job listings? Have we put on nominal requirements on there that a person doesn't actually need to have? So I'll share two examples. You'll often see on job listings that not shouldn't be on there but could be rewarded. Okay, so one is must have a driver's license, okay. So a different way you could say, that is must be able to transport between meetings, between client meetings.
Speaker 2:Right, right Because you don't actually and I don't know why you know if maybe you're a delivery person or something.
Speaker 1:Now you definitely don't need that. Many people don't even have cars anymore. They just take an Uber, or you can take the bus, or, if you live in New York City I'm sure many people might you just take the subway.
Speaker 2:Yes. So that's an example. One and then another one that is mentioned a lot is must be able to lift 20 pounds, and my updated version of that is must be able to transport 20 pounds. Because I may not be able to lift 20 pounds. Actually, I've been doing some weightlifting so maybe I can lift 20 pounds. But I can transport 20 pounds if I put stuff in a carry on luggage with wheels or I actually have an obnoxious wagon that I use sometimes when I go grocery shopping. Such a good point.
Speaker 2:But if you're a disabled person, yeah, it's kind of just thinking about like where are we inadvertently excluding disabled people even at the start of the hiring process, because we assumed that they aren't going to be within our organizations.
Speaker 1:I love those examples. You are a great storyteller. You can tell, and you have. Now. You have spoken on some pretty incredible stages and I want to dive into this. Something I'm really trying to hone in this year to listeners is around. You talked about at the very beginning of when you feel comfortable and confident in sharing your own story, and that can happen in a multi-different ways. When you did decide that, you were like okay, I feel confident in this, I feel open about doing this. What's helped you? Craft messages for those stages that create messages that stick with people.
Speaker 2:Ooh, I have always been a big proponent of data with story and if you decide to pick up my book you'll see that. You know every single chapter is not only seven to eight pages, so it's very short. But it will say here's the data, here are the stories, here's the action items, your reflection questions. That's like pretty much the format of every chapter, and so for me, I think a really strong opener can help. I guess I'll take a step back and I'll say, because I actually did a podcast episode with other storytellers and one of the points that was brought up is what's the context in which you are sharing this story? So I guess I'll share two distinct examples of how stories may show up differently. For Tiffany.
Speaker 2:So the first TEDx talk I ever gave, it was called the Power of Exclusion and that's probably like a 10 minute talk around how excluded I felt as a disabled kid and how community essentially saved my life. But that story is. I go into a lot of detail around the car accident, but if I'm doing a presentation around getting an organization up to speed on disability and microaggressions and kind of how they show up in the workplace, I'm just going to share a one sentence version of the car accident to provide context around why I care so much about this, and then go into strategies, tactics, examples, scripts, Right, and so in both of those examples the desired outcome is a little different. So I think it's kind of taking a step back and knowing, like, why are you sharing this story?
Speaker 1:And who are you sharing it to?
Speaker 2:Yes, and if the call to action right, because I often think, even for diversability, we have two different audiences. One of our audiences is the disability community and wanting them to unlearn shame and really embrace their identities and be proud of who they are as disabled people. That's a different type of story than if we're going out to a corporate partner or a potential collaborator to tell them about the impact that we have had. So so yeah, I think it's. It's just knowing who that audience is.
Speaker 1:Yes, absolutely Knowing that. Do you have specific signature talks that you give and I think this is also something that, and so I speak as well and have two signature keynotes that can be turned into 10 minutes or half day workshops, but they're two signature things. I think sometimes people might think we have to reinvent the wheel for every single thing that we do, and that's not true. You just get better and better at the ones that you're sharing. Do you have thoughts on that? Have you structured your signature keynotes and, as maybe nonprofit professionals who are EDs or founders or leaders in the organization, how they can curate and figure out what is their signature talk?
Speaker 2:Ooh, I guess the answer that second part.
Speaker 2:First, I often think about like what questions you keep getting asked and what's interesting now and I don't have a talk around this.
Speaker 2:But I am now getting asked a lot around like navigating the publishing process and a launch and things like that, and I don't know if I'll develop a talk around that.
Speaker 2:It's funny my literary agent said to me because I remember going to her before my launch and I was like so overwhelmed because everyone was giving me advice, and she goes Tiffany, sometimes you have a first-time author who publishes a book and then says that they're an expert in that thing, even though their process may have been unconventional or they only know that one way to do it, and now they're going out giving all these people advice.
Speaker 2:So I would like to preface, like just from my own experience of doing this one book. This is how I do it, but I think, similar to you, I have two talks and one is more geared toward, again, an audience who is more disability centered and even if it isn't disability centered, it's more like underrepresented, I guess I want to say, and that talk is called being the representation I couldn't find about like how can you use your power and privilege, and even for nonprofit leaders, that could even be a talk around your why, of why you care so much about the nonprofit work that you do, how you found your way into your mission right.
Speaker 2:And then I do have another talk, which actually inspired the Anti-Ablist Manifesto, which is for people who might be newer on their disability journey. Maybe you're a professional at your organization, maybe you are a disabled person who just got a diagnosis. What are the things you need to know, or we all need to know, so that we can collectively make the type of change, so that disabled people don't experience the type of friction of encountering a job listing that says that they need to have a job.
Speaker 1:Those were such great examples that I never would have thought about too. But once you say it it's like oh, of course, yeah.
Speaker 2:Well, I will say those came to me after I wrote the book, because I do write about hiring a little bit and I talk about how sometimes these job listings include these like requirements that exclude people, exclude people, right Without meaning to.
Speaker 2:Yes. And then I got feedback from someone and they said, well, what would you change it to instead? And then I thought about it and then I came up with the new ones and I'm like, oh, it totally makes sense, because I can transport 20 pounds and I can get from one place to another and I do have my driver's license, but I currently don't have a car where I live, Right. So it then comes down to okay is the requirement? Yeah, and some people bike, you know. I mean, there's so many transport.
Speaker 1:Amazing. Like Tiffany, I could talk to you forever about this. I guess one final question to wrap us up is literally, your journey is a beautiful example of you. Are the representation you talk about with your keynote that you once searched for, and I'm sure so many people are excited to connect with you after this, for somebody, a nonprofit professional, who really wants to use their lived experience and to lead with authenticity and purpose, like what's one, like next step, that you would suggest.
Speaker 2:I will say I read a book in 2016 called Daring Greatly by Brene Brown, and it took me about like eight months. I've heard of her. You may have heard of her, but her work is so fascinating to me because after I read that book, I really wanted to explore what it might look like to lead with vulnerability and actually have that become part of my brand. So you know, I did share earlier on that. You know, I started my career in investment banking and one piece of advice I got when I was in banking was to master my poker face, like not let anyone know how you were feeling. So I actually do feel like there was a transition in, like Tiffany as a professional finding her voice.
Speaker 2:And I will say at the time when I was working at the bank, it was very frowned upon. You had to report any external activities outside of the bank that you were involved in, like nonprofit boards. Social media was very sensitive. So I only really started building my brand. I want to say right around that 2016 timeframe when I read this book. So maybe it's a book recommendation if you haven't read Brene Brown's work around what it looks like to lead with vulnerability or to lead with your own story, but I'd also again take a step back and think about what is the one sentence version of your story, and then what's the 10 minute version of it?
Speaker 1:Oh, that's good.
Speaker 2:And something I did learn from Brene Brown was was really trying to, and we could go on. This may be a different topic, but you can do your own research and it was what's the difference between oversharing versus sharing vulnerably? And there is a little bit of a difference, right. And so if you are sharing something traumatic, just making sure you've done the work, or at least you take your listeners in, and then make sure you take them out, and there's a strong call to action at the end.
Speaker 1:I love that. Record yourself giving a one minute and record yourself for like a 10 minute voice memo and see how that sounds. What a beautiful way to wrap, tiffany. Thank you so much. Where can people find? I'm sure everywhere, but where can people find the book?
Speaker 2:The best place to go is tiffanyucom. You'll find links to get the book in print, audio ebook, but also you'll find all of my social links there, depending on whatever Such good content, whatever, however, you make it.
Speaker 1:I appreciate that. I love it. Tiffany, thank you so much for being here. Thank you so much for writing the book. That takes a lot of time, a lot of effort. I know it's a grind, but it is such a beautiful thing to get it in people's hands and there's nothing like it. So appreciate you putting a little bit of you out there and being vulnerable to write the book and step up there and do it. So appreciate you, and it was so lovely to meet you.
Speaker 2:Thank you.
Speaker 3:Thank you so much for tuning into today's episode of Missions to Movements. If you enjoyed our conversation and found it helpful, I would love for you to take a moment to leave a review. Wherever you're listening, your feedback helps us reach more change makers like you and continue bringing impactful stories and strategies to the show. Don't forget to hit that subscribe button, too, so you'll never miss an episode. And until next time, keep turning your mission into a movement.
