The Business & Pleasure of Flowers
Join Vonda LaFever and Lori Wilson as they share expert advice, insider tips, and a whole lot of fun on all things floral. While everyone loves flowers, running a floral business can come with its fair share of challenges that might make you lose sight of the joy it brings. In this engaging and informative podcast, Vonda’s wealth of floral expertise pairs perfectly with Lori’s background in teaching, sales training, and life coaching to deliver valuable insights you can use right away.
From industry trends and the flower shop of the future to overcoming obstacles like boosting sales and building a stellar customer service team, they’ve got you covered. Discover how small shifts in your mindset and approach can create big transformations in your business and life.
Hit subscribe to put the pleasure back into your life, go back to loving flowers, find fresh inspiration, and bring the joy back to your business!
The Business & Pleasure of Flowers
Communication: What Every Owner Wishes His Employee Knew...And Vice Versa 😉
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Episode 118: There is often a disconnect between the leadership on the team and the other staff members, which can cause frustration, dissension and even valuable employees to walk away. If only you could read the mind of your employee ~ or if your employees could read your mind! Vonda and Lori share actual stories of what owners thought they communicated clearly and how it was perceived totally different.
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I thought it was interesting when you brought this slide up. I was watching the audience, and every owner out there was like naughty, not like they felt it so deeply.
SPEAKER_00Welcome to the Business and Pleasure of Flowers. We're your hosts, Vondola Fever.
SPEAKER_02And Lori Wilson. And we believe that business and fun are a perfect combination. Kind of like us, Vonda.
SPEAKER_00So Lori, the question is: are you recovered from the SAF profit blast in Albany yet? I am, but it took me a minute.
SPEAKER_02You know, when I go on trips like that, um, it's a delay exhaustion. Like, you know, you're running on adrenaline. It was so fun, by the way, don't you think? It was a whirlwind, but it was great.
SPEAKER_00It was. It was so great to see everyone again.
SPEAKER_02Yeah, yeah. And it was a packed room and friendly faces, new faces. Um, so it was good. But we got back what Wednesday? We had such an early flight. Thank you very much, Fonda. Um, but I was back in Houston by noon and then stopped and grabbed lunch, came home, worked, and I was my body was tired, but my brain wouldn't shut down.
SPEAKER_00Yeah. Yeah. That's the beauty of getting up early. I know that 3:30 in the morning is a little early to get up to get Mo to pick us up and take us. Yes.
SPEAKER_02Oh, our buddy Mo. Thank goodness we had Mo the driver. What happens to me? I don't know if I'm alone in this, but when I have early flights, which I typically the thought of it is always good until it gets there. I wake up like every hour on the hour all night, panicked, you know, because I live in the world of anxiety that I'm gonna miss, that I'm going to miss the flight. So anyway, but back to the SAF profit bless. It was really fun.
SPEAKER_00It really was. It was so good. It uh Tim Farrell gave us some fantastic ideas on design and productivity and pricing. And so, of course, that's my love language, right? We're talking about design and all the things that go with it.
SPEAKER_02Yeah, yeah, no, we did, and it was funny because we didn't really talk, we didn't talk to him like about what we were gonna talk about, and we didn't know what he was gonna do. And we were like, oh my gosh, so much of it, I don't want to say overlapped, but it complemented his program, really complimented ours. And Ronaldo, yes, I was taking screen, he had really good information about Google. Um, he made me laugh because he just kept saying, these are just facts, people. Like you can Google the Google facts, right? Like, you know, so anyway, it was it was good. Um, and he also acknowledged that a lot of people, all of this information was probably making their head explode because it it's not fun information. Uh, it's for him, but it wasn't for us. So it was really great. And I walked away with more knowledge. I walked away um just kind of with some warm, fuzzy feelings because we got to see so many members um and I got to meet so many new people and even new companies, you know, that were vendors, I guess, that I got to connect with that was kind of fun. There was a guy, he's the I have his card, he's a CEO of uh, I think it is a grower in Holland, but it's the USA, right? And he came and gave me his card, and he's like, I love your podcast.
SPEAKER_01Oh how fun. Oh my gosh, that's awesome. Yeah, it was really good. He gave me his card and he was like, if you ever need anything, let me know. I just love you and Bonda. So that was cool. That was cool. We got a fan. Why don't we have a fan? Woohoo. So anyway, it was great.
SPEAKER_02Just everyone try to go to these things.
SPEAKER_00Exactly. If you have an opportunity for a profit blast in your area, take that opportunity. And we actually did a raise of hands of how many people shut down their stores. Yeah, that was amazing to attend. And I just was so impressed that people thought education was that important that they would just close down and say, Yeah, you know, put the note on their door.
SPEAKER_02We're trying to learn and be better for our customers. Um, at that kind of when you and I were up there and we asked people to raise their hand who did that, like I kind of got a little lump in my throat because I was thinking, do their employees understand how costly, yeah, today is. It's not just paying for the profit blast. Like, you aren't going to make money in your shop today because you made this choice. And I think that was really powerful. Um, I did have one person come up to me. I'm not gonna say any names, but she specifically paid for her employees to come because she needed them to, she wanted them to hear us talk about communication, which is what we were talking about between your boss and your employee, vice and both sides, right? Being able to see both sides. And she said, you know, you and I were the the end game, right? We didn't get on the stage till like five or four thirty, five-ish. And she said during the break, before right before ours, the her employee came up and was like, it's been great, but you know, it's like almost five o'clock, so I think I'm gonna go home. And she's like, No, you're not.
SPEAKER_01Like, I paid for you to listen to the one coming up. You're gonna stay. You are it just made me laugh because I was like, I get it.
SPEAKER_02You you bosses and employee, I mean, you're you're just constantly trying to do better, be better, like say, look, look what we're doing for you. You know, I wish you could see inside our hearts and our motive.
SPEAKER_00Well, and that's what the whole program was about communication. And we called it if I could only read your mind or you could read their mind, because as the business owner, just like you just mentioned, you know, I paid for you to come, I shut down the store for all of us, you know, to be able to be better at what we're doing. And do they realize that? No, they didn't, right? And you, as the employee, that side was I'm ready to go home. You know, it's five o'clock, it's time to clock out time, right? It's time to clock out. So we just thought it'd be great to go over these kind of as we did in the presentation, but of course a little faster because that presentation was an hour long. And just cover these subjects and have you all think is this something that you're experiencing in your shop? And maybe this is a great podcast for you to be sure that the employees are listened to too.
SPEAKER_02Yeah. So these we didn't really, I mean, we have a very pretty presentation, but it really everything on each one of these slides or things coming from our Flower Click members.
SPEAKER_00It was.
SPEAKER_02And so what we did was I asked our members, owners, business owners only, I said, if there was something you wish your staff knew about you and your job, what would that be? And we pulled like the top, I mean, I had a lot of them, but I pulled the top ones and we shocked about it. This was a perspective, right? If if they could see why I act the way I do or why I'm doing inside my heart, my motive, this is what I wish they would understand. And then I asked some employees, you know, that are in our sales training course. Um, when I had those one-on-ones, I asked a few of them, like, what do you wish your boss understood about your job? You know, and granted, those aren't as um like deep, like heartfelt, because a lot of them are just part-time employees, some of them aren't, but some of them are. Um, but the but the owner ones were like, golly, like I would just wish they knew these things.
SPEAKER_00And the one thing that I didn't say, but I as I you know, you go back and you go, oh, I should have made this point.
SPEAKER_02Oh, 100% right exactly.
SPEAKER_00And that is that as a business owner, personal story, I started, and most of the business owners started as an employee, you know, the bucket washer, the cleaner, the processor of the fresh flowers. So all of those little tasks, I was an employee and owners, you are employees. And so as you're thinking of what it is that you wish that employee knew, try to think of it as the employee, too, and how to approach that and to make them understand without being a smart aleck, you know. Right, hey, right now, you need to remember this. So the first one is my name is on the door. You know, it's not maybe flowers by Vonda, but it's I'm the owner of this shop, and everything that comes out of the shop, every word that is said about the shop is a reflection of me.
SPEAKER_02Yeah, yeah. This was a big one in our shop talk meeting. You know, I think most employees do know that. I mean, of course, you know that, sure, but it is those days when you're maybe in a bad mood or you're annoyed with somebody, or you just want to clock out because you have other things to do. Maybe it's you're excited you're going to a party, I don't know, whatever it is. But you have to remember when customers receive your product or receive any kind of service from you, whether it's face-to-face or over the phone, you are a reflection of Vonda's flower shop. I mean, everything, even if Vonda is on vacation that week, if something goes down, the review is gonna say, Oh, I'm never gonna go to Vonda's flower shop again.
SPEAKER_00Yep, it is that reflection. So just keep that in mind. Um, another one, sometimes as the owner manager, I can't stop to listen to you. When you come up to me and say, Hey, hey, this, I need this, and then I need to talk to you about this. You know, I'm sorry. I want to stop. I want to hear what you have to say as my employee, but many times I'm I'm not on my computer just playing with social media, right? Right. That's kind of what the flower shop owners were telling us in Shop Talk. I'm not just doing that. I'm I'm in a project, I might be paying bills, I might be trying to figure out how to order my flowers or order my containers. Right. And it's hard for me to stop in the middle of that and to listen to you, but I do want to listen.
SPEAKER_02Right. And so this one was quite the topic because a lot of the owners were saying, I'm often not very nice about it. And I am sorry because they're frustrated. Maybe they, I mean, let's say you have five employees and three of them are constantly running back asking questions. Let's pretend you just had a bride consultation and you're trying to take everything you just did and get it on a spreadsheet before it goes out of your brain forever, right? And they keep interrupting you, you're gonna explode. Right. So, what we said, if you are an employee, maybe think about number one, is this something I could possibly solve on my own? Maybe I could do that. All right. So if your boss has empowered you to solve problems, you need to figure that out and do it. The other thing is if it's urgent, and this is something we didn't take a deep dive in again because of time, if it's super urgent, and you know, well, I got to get approval for this, and I think this is something I do to you. I'll call you and go, Hey, here's the scenario. I feel like this could be the solution. I'm coming at you already with a solution to where you just go yes or no. Yeah, exactly. As you're doing a spreadsheet, you can multitask because we do women and men are amazing, you can do that, and you can say yes or no.
SPEAKER_00That's a really good idea. Yeah, you know, but sometimes it's it's maybe they want to talk to you about a personal item or something going on, and then as the employee just come to me and say, Hey, I need to talk so that I can say in about 30 minutes, is that okay? So that we can again, it's about communication, Lori. It's communication, yeah.
SPEAKER_02So that was that was a big one. And when you're short with your employee, when you're super busy and they come at you with a problem that you don't maybe even think is a big problem, it makes them feel undervalued, then you feel bad because you know in your heart, yeah, I didn't react well. I mean, exactly.
SPEAKER_00No, my my fuse was a little short on that one. Yeah, exactly. Exactly. Next one, your problems become my problems. And when I say that, it's things such as, oh, my babysitter couldn't come in, so now I have to find somebody else to take care of my child, and so I'm gonna be an hour late, or I'm stuck in traffic on the freeway and I'm not gonna be there for an extra 45 minutes. I mean, there's obviously many, many different scenarios, but that's not just your problem, it becomes my problem because now I was counting on you. I was counting on you to help in the business that day at that time, and it it just kind of throws a wrench in everything for the shop for the day.
SPEAKER_02It does. And I thought it was interesting when you brought this slide up. I was watching the audience, and every owner out there was like nodding, nodding, uh, like they felt it so deeply when you said this. And sometimes though, Vonda, it just is what it is. Like, I let's pretend I have a flat tire, I gotta get it fixed. You know, it's a lot of these, there's nothing you can do about it, but I think being aware as an employee, being aware of oh gosh, this is really gonna put them in a bind. And again, if you can text Jane, I'm not saying everyone can, but maybe you can text Jane and go, hey, I have a flat tire, I'm gonna be 30 minutes late. I know you're coming in at 10 instead of nine. Anyway, you can get there before me. Like if you can help solve the problem before you tell your boss the problem, that's so helpful.
SPEAKER_00But that goes with the culture of the shop, right?
SPEAKER_02And so with the leadership and the empower, you know, we talked about you know empowering the meme. So, um, but that was that was a big head nodder.
SPEAKER_00It was. And the next one was too when we talked about is a owner manager, please tell me if you're upset with me. I can't read your mind, right? I've got so many things on my plate, and that me trying to watch your face, right, your body language, right, listen to your short answers. Sometimes I'm not keying in on all of those nonverbal communications because I've got so much on my mind. So just tell me, please, just tell me.
SPEAKER_02Yeah, but here's I'm gonna be the employee advocate on this one because there are owners out there that are not approachable, Vonda. They give off the vibe of I will judge you if you tell me you're angry, or I don't care if you're angry with me. Like, so there's a balance. Our members that said this one truly they do want to know, they truly care. But the concern I have are the shop owners that are like, uh yeah, I don't care. They're my employees, not my friends. And that concerns me because I'm not saying they have to be your friends, but if you want a cohesive, consistent shop culture where everyone feels safe and wants to do the best to help grow the business, you've got to you've got to change that part of you because nothing's worse than an unapproachable boss.
SPEAKER_00And that's why people leave their possessions because they can't talk to the boss.
SPEAKER_02Exactly. I've had so many conversations with business owners, just people I can I'm not saying they're flower click members, but so many just random, and I can tell immediately if they're gonna be approachable bosses or not, just based on their personality. So, solution, I guess. What we talked about is you need to find an employee or somebody that that can kind of gauge those things and feel out if there are math, because you're gonna have that constant revolving door of employees if you don't change.
SPEAKER_00Yeah. Somebody who has their pulse on that. Yeah, a couple more. I'm gonna kind of lump them together because we're not gonna have nearly enough time. I worry about sales, I worry about how much I can pay you because I want to pay you more. Um, everything that keeps me up at night is gosh, I have to pay all these bills. I and I have to know that this is coming in. And I'm paying you, but I wish I could pay you more because you're such a valued employee. But unless you're making me more money, being extra productive, doing things that really are bringing in more money for the business, I can't pay you more. And I do want to.
SPEAKER_02Yeah, and Tim Farrell even touched on this, which was so great because he said, and we said, you know, if you're an employee and you're like, man, I need to look for another job. I just cannot make it here. Before you turn in that resignation or give your two weeks' notice, give your boss a heads up and just say, Hey, I love it here, but I I can't pay my bills with what I'm making. Give your boss an opportunity to figure out a way, because there is a way, there's all kinds of incentive programs out there. Um, whether you're a designer or you're a salesperson or even a delivery driver, like give them a heads up. At least let them have a seat at the table, right? Yeah, let them try. Don't just give your two weeks' notice and say, I'm leaving because of salary.
SPEAKER_00Right, exactly. Okay, so then let's move on to as employees, what were some of the major things they were talking about?
SPEAKER_02All right, so this was an interesting one when I talked to some employees. And again, a lot of these came from when I would do I do a lot of one-on-one conversations with with employees when they're going through our sales prep school. Um and so I like to question them how they like their draw, you know, just because I like to do those kind of things. And they said, one of the things I wish my boss understood is that I do need feedback, I want feedback, but I don't always want negative feedback. Right, I want positive feedback too. You know, and I think we are always we're trained, number one, because you don't have a lot of time, and you're looking, let's say somebody's learning, maybe they're going through your prep school, your design prep school, and they're learning to make a dozen roses, just simple as as I did. Well, not simple to me, but you know what I mean.
SPEAKER_00Well, the first ones are never simple, right?
SPEAKER_02Right. But you come by to look because I'm in training, and all you see, because you are AIFD designer extraordinaire, all you see is what I did wrong. You can't help it, it's just how your eye is trained, but you just go straight there. That's hard for people for employees that are receiving the feedback. Like maybe start with, oh, you picked a beautiful collar roses. I mean, whatever you just pick something, right?
SPEAKER_00Right. Well, as an evaluator, I know better than to go, no, you shouldn't do that. I mean, it's really you're you've got to emphasize the good first and then make suggestions on how it can be improved. So it, I mean, there's always something positive to say when people are learning to design for sure. But the only way to get them to a next level is to tell them or make suggestions on what they can do better. But I think even what you want as an employee, and I'm going back to when I was an employee, even when I'm doing something right, wow, I love the way you're processing those flowers. Taking the time to do it is going to make a difference in the customer satisfaction we have because we know the flowers are gonna last longer. Wow, that's really nice. She noticed that, you know.
SPEAKER_02Yeah, exactly. It's it's those little things. Or one of our members told a story where they came in and they were coming in late that day. I mean, it was scheduled, they weren't coming in to like 10. The owner wasn't, came in and she was kind of looking around and assessing. And it was a slower morning, but one of her salespeople decided to go back and like color coordinate the vases, like get them all and clean, just organize something. She wasn't asked, she just did it because it was probably bugging her. Maybe she's a little OCD. I don't know. I don't care. What I know is from the owner's perspective, she said she almost wanted to cry because it was stunningly beautiful, too. Right. And it was above and beyond. It just helped her so. She gave her like 50 bucks because she made her life easier that day.
SPEAKER_00Yeah. And she took the initiative to do it herself. I mean, she just did it.
SPEAKER_02She just did it. And what when when that happens, other employees take notice also and go, hmm, what can I do? You know, I mean, it's it's so anyway. I I I love that story. That's great story. And the next one is, and we've talked about this a million times, be clear on telling me what to do, what you want me to do, especially newer employees. You and I have had many conversations about personality types of employees, right? That's a whole nother thing. We're actually reading a book about it right now. Um, but what we know, there is a huge population of people on this planet that really only do work when told exactly what to do. Like they're not constantly thinking, what else can I do or how could we make it? But it's just not how their brain works. I know you and I can't imagine that, but yeah, there are, and we need these kind of people, right? Because they balance us who are never think of present. I'm constantly thinking of future. What's next? Ridiculous, but it's what it is. So you need these balanced people, but you have to be clear with them. You can't just say be at work at nine, right? Right. Because that person might, they were going to be at work at nine. Their foot will be inside the store, but they might still have the rain boots on, their coats on, their hat, their glove, they're still on social media. Like they haven't done any clocked in, they're not ready to answer the phone, they're not any of that.
SPEAKER_00I need to say to you, you need to be in the store, ready to work, ready to answer that phone, or wait on a customer at nine o'clock. Exactly. Exactly.
SPEAKER_02And so if that's something that's important to you as a business owner, you need to be clear on it. Don't exp or don't expect every employee to adhere to it because they're like, oh, well, I am here. What are you mad at? The next one is um, well, we can lump the two together, I think. Um, again, because we are trying to consolidate. Don't disrespect me. Like, have my back, basically, when um you're dealing with an angry customer, or if I come to you with a problem and then I feel like you're not really helping me with that problem. Like, have my back. I need to know that you believe in me, right?
SPEAKER_00Exactly.
SPEAKER_02Um, it can be tricky with an angry customer because usually if if I'm if I'm the business owner, your main goal is just to get that customer accommodated for and out the door first. And sometimes in doing that, the way you handle it might make your employee feel you didn't have my back, even though that wasn't your intent. I think that's usually what happens. I don't really think bosses are intentional about throwing their employee under the bus. And if they are, they're bad bosses, right? Right, right. So just have my back. Um, the other thing that kind of piggybacks on that is give credit when credit is due. You know, and you, I loved your story about this.
SPEAKER_00Yeah, the story on that was, you know, my husband, Bud, and I had the flower shop to own the flower shop together, and people would call and they'd say to him, which you have to know, Bud was in the office, he was the frontward-facing person of the business, the rotary and the chamber of commerce. And they would call and they go, Bud, thank you for sending such a beautiful arrangement. You did such a great job on that. Well, he never touched a flower, so and he would always say, You know what? I didn't do that. That was Rachel who did that. Didn't she do a great job? Or Amy did that design for you. So it was giving credit to the employees who actually completed the design, which you know it he didn't take credit, or he wanted to be clear and let them know that I don't design, but I've got some great people behind me.
SPEAKER_02Right. Well, and the other thing that does is help with those customers that call and only will speak to the owner. Yes, that's right. They think the owner is the end-all be-all, and maybe the owner is, but as the owner, the more you compliment your other designers, the more it's gonna free up your time, honestly.
SPEAKER_00For sure. Anybody in my shop can take care of it, and so yeah, give credit where credit is due is huge. Really so should we just wrap it up and go through the four things that you really can do to make a difference?
SPEAKER_02Yeah, yeah. So we came up with four action items, I guess you could call them, um, things to implement in your shop or just to be mindful of, I think. I don't know how you would actually have a meeting and implement these. But number one, listening. Um, and by listening, we one example of that is having some one-on-one meetings. I know the first thing when people hear that, they're no meetings. They're like, no, I don't have time, and even employees are like, I don't want to go to a meeting, you know. What I'm talking about is five minutes, check-in, having a quick five-minute check-in, one on one. And I think we do have our group meetings a lot. I mean, when you have to, but there's something about a one-on-one when that employee has all of your attention for five minutes or 10 minutes, whatever it is, and you are just like, talk to me. You know, maybe you have a couple of questions for them, but the goal of those questions is to get them talking because you're gonna want to see like how are they feeling? Do they feel, you know, all of those things? Is there something they need to work on? Is there something they want to be doing differently? So just having those one-on-one check-ins is huge. And then the next one, frequent recognition. This, I'm not talking about trophies, right? Or all of the stuff. I'm talking about saying, hey, I see you, I saw what you did there. Wow, thank you. Talking about what I was the the story I was saying earlier, you made my job easier. And maybe you know, you don't always have to give them $50, but just acknowledging, thank you. I saw you, I saw you were back there designing, and and our two other employees wouldn't stop talking and you never engaged with them, but doing it one-on-one. I so appreciate that. I so appreciate that you stayed focused.
SPEAKER_00You're setting an example when they weren't doing it.
SPEAKER_02It's like I was telling I mentioned to Tim Farrell, it's like I love when an employee can focus on their focus. Yeah, like I love that.
SPEAKER_00It's so powerful, yeah, it's so it really is, it really is. And this one is you all over, and that is a leader that has empathy. You help me have a pulse on business, right? So you're listening to what's going on with the nine other employees so that you can bring back to me, and it's not like you're little snitch, right?
SPEAKER_02You're just no, it's not coming back saying, Hey, there's drama, it's way more intuitive than that. And I know some people are more empathetic than others, right? It's just that's just the way it is. So if you are that person, great. Just make sure your eyes are open and you're looking around and you're just it's a feeling. Hmm, something's not right. I feel there's tension over here, and I'm not quite sure. So maybe I'm gonna have a one-on-one with one of those people to figure out what's everything okay. And if you aren't that person, find you someone on your staff that you feel like is kind of a feeler, and they can go, hey, Ronda, I think Janie seems a little stressed out, or hey, I'll use Ellie. Ellie was stressed out yesterday because her internet wasn't working well and she was frustrated, and I could see it. And of course, you know, I called her, making sure, hey, what can I take off your plate? What can we move to Monday? Like those kind of things, it helps your employees breathe a little better. And it's like, wow, I feel so safe here. I want to keep keep going.
SPEAKER_00It's a safe space. I think that's the key, you know, from that check-in meeting to somebody seeing them, recognizing them, and then leading with empathy. And then the last one is education, it's continuing to get better at what you're doing, whether it's design, whether it's sales, whether it's leadership, all of those things are so important to continue to grow and maintain your business. So I think that education for all, and we really felt it as we were at SAF because it was a full day of education from learning new about new flowers and things that are going on in the industry. But I think that's key is education for every single person in your shop.
SPEAKER_02Yeah, I agree. Well, and I think it's important for the employees, again, because we we were so appreciative of shops that actually shut down. Those employees are seeing their business owners take education very seriously. I think that's powerful for the business owner to model that.
SPEAKER_00And there were some business owners who really felt they couldn't go who sent a couple employees. Yes, which I think was great too. They they knew the value of education, but they knew they couldn't afford to shut down completely.
SPEAKER_02So yeah, yeah, of course. No judgment, but you know, just they they did made the best of what accommodations they could. Yes. And um, that's what's cool. Again, going back to SAF profit blasts, get on their website. They have them, they're having one, what, like in Iowa? They have one, I think they have one in Texas maybe this summer.
SPEAKER_00Yeah, I think it's um Cedar Rapids, Iowa in June. And then there's one in Colorado, I do believe, in October. Yeah, so they're trying to have them all over Texas in in uh early. Yep. So and then, of course, convention in September, which is in Orlando again. So if you have an opportunity, and of course, there's state conventions going on, education is opening up again. So try to try to attend something.
SPEAKER_02Exactly, exactly. And even if it's virtual, exactly. You know, virtual is better than nothing at all. So, all right, Vonda, we have um we're past time. So have fun editing. Yeah.
SPEAKER_00Thanks, Lori. We'll see you next week.
SPEAKER_02Okay, thank you so much for listening to our podcast. We hope you enjoyed spending time with us because we enjoy spending time with you. If you did, make sure you hit that subscribe button or add the business and pleasure of flowers to your Google morning routine or your flash briefing on Alexa.
SPEAKER_00We look forward to seeing you next week. So please come back and join us and discover how a bit of knowledge and one small change in your mindset can take you to new levels in your life and business.