Redefining Workplace Trust: Nola Simon's Approach to Hybrid and Remote Work

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I'll see you next time.

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Thank you for joining me.

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My name is NOLA Simon, and I'm the host
of the hybrid remote center of excellence.

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And I wanted to actually do a different
sort of podcast because I actually

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am exploring the Google notebook LM.

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So it's an AI.

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Function that actually creates a podcast.

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That's honestly not real people.

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It's just AI.

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But the interesting thing is
you can actually upload sources.

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So I've uploaded a Maclean's
magazine interview with me.

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My LinkedIn profile, my website
several of the media articles

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that have been written about me.

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In interview that Anna Burgess.

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We're seeing did for me.

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She was actually a guest on my podcast.

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We did a whole exchange and
my coach, Carrie twig actually

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quoted me in an article that she
had written about leadership.

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So I've included all of those sources and.

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Uploaded that to this Google notebook
LM, and it's created a podcast.

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Which is actually going to be the
audio that you hear following.

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So it's an interesting experiment.

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I've done.

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A hundred episodes.

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Looking at very various different topics.

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And I've actually done it a solo episode,
really to promote my business and explain

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exactly what it is that I do for work,
but it is really difficult to analyze

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your own skills and abilities and
pull together your pieces and actually

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convey it in such a way that it truly.

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Advocates for yourself.

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You have to be really gifted to
step outside of yourself to really

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Highlight.

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The impact of your work.

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And although I think that
I'm fairly good at that.

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I think this is better and it's
actually really a cool use of AI.

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And I wanted to share it
with you in its entirety.

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It's weird to listen to.

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Like from my own perspective.

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And I've experimented with
several different version.

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The first one made me laugh
because it picked up my hatred.

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It was a monopoly.

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And gave him a vacation.

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I like gamification in certain aspects,
but I really truly do hate monopoly.

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And that made me laugh quite a lot.

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I, it's random in when it picks up.

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I, it actually made me tear up at one
point, because initially when I created

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my podcast, I called it the Janice Oasis.

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And.

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Then I realized that there's
a whole bunch of other ways

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that people pronounce Janice.

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I see Janice.

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Some people say Janus.

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I'm not sure what's grabbed Alexa
would tell you that Janus is correct.

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And so I didn't necessarily like
the pronunciation difference.

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But it actually pulled up on the symbolism
and explain the symbolism behind the.

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The whole name and that made me tear up
because I'm like, I put so much thought

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into the fact that the the Roman God
has two faces, one looking towards

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the fast one, looking towards the
future and had explained all of that.

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And I'm like, I've completely
forgotten how much I'd written about.

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The symbolism behind that name.

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And it pulled it into the podcast and.

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And that was really cool.

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So it didn't make it
into the final version.

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But it did make me smile this morning.

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So nothing is ever truly wasted
is really what I'm telling you.

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Will come back up in various
different ways that you really didn't.

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I plan on it now that can be bad and good.

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But when it's actually pulling
in work that you put out.

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Pooping that it would have an impact.

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And it comes up later.

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That's.

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Meaningful, it's
touching, it's validating.

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And so it's also very,
truly very interesting.

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Again, Yeah, you can put in all
kinds of different stuff into.

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The Google notebook LM and
create your own podcast.

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Now that is super cool.

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For anybody who actually doesn't
have a podcast from their own.

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It's something that you could
embed, send to people, put

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into like your email signature.

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Ah, it's really cool.

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So anyways, I've created a podcast
since I have a podcast and I

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hope you enjoy listening to it.

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I'd really like to understand your.

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Reaction to it because, do these voices.

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Put you on edge.

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Do you find it engaging?

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What do you like about it?

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What do you dislike about it?

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Where's the uncanny valley.

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What makes you feel weird?

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All of that reaction do you trust this?

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How does it make you feel
basically is what I'm interested

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in because I know how it made me
feel and I'm like, I feel bubbly.

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You can hear it in my voice.

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I feel bubbly and enthusiastic.

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But I don't know how it's
making other people feel.

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It I've really loved to know
what the reaction is on this.

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So anyways enjoy.

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Welcome back everybody
to another deep dive.

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Yeah.

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Today we're tackling something
that I think a lot of people

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are thinking about these days.

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Yeah, for sure.

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Building trust and leading
effectively, in this crazy new

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world of hybrid and remote work.

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We've got an expert with us today
and you might actually find that.

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Her perspectives resonate with
some of your own experiences.

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So we're going to be exploring
insights from Nola Simon.

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She's an internationally
recognized consultant.

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And she specializes in this
area of hybrid and remote work.

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Have you ever felt like
there's a disconnect?

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Oh, total.

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Between what a company says their values
are and how they actually operate.

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Yeah.

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Particularly when it comes to trust
and flexibility in the workplace.

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Yeah.

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Absolutely.

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That's what we're going
to be unpacking today.

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Yeah.

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It's a common experience.

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Yes.

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What I think is so fascinating
about Simon's approach is that

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she really emphasizes a very
fundamental shift in mindset.

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She doesn't just give you tips or,
tech solutions or something like that.

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She challenges us to really
redefine how we think about trust.

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Yeah.

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Especially in the context
of hybrid and remote work.

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Where so much feels uncertain.

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And in flux.

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Yeah.

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I love that she goes so deep
into the human aspect of it all.

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Oh, totally.

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She references Rachel Botsman's
definition of trust a lot, which is a

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confident relationship with the unknown.

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Yeah.

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What do you make of that definition?

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I think it's Brilliant.

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Because it really reframes trust as
something that's dynamic, not just

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about predictability or control.

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It acknowledges that in today's
work environment, things

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are constantly changing.

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Yeah.

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And that effective leadership
really requires this ability

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to navigate ambiguity.

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Not shy away from it.

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In fact, Simon even argues that
traditional workplaces with

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their rigid policies and constant
surveillance actually breed distrust.

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Interesting.

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Yeah.

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That really resonates with me.

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Yeah.

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I've definitely worked in places
where the policies seem designed to

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catch people doing something wrong.

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Instead of empowering them
to do their best work.

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Exactly.

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Simon actually shares some personal
stories about that too, right?

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Absolutely.

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Yeah.

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She talks about the anxiety she felt.

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Okay.

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Due to Inconsistent leave policies
at a previous company, never quite

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knowing if taking time off to care
for her children would be paid or not.

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Oh, wow.

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That kind of uncertainty
really eats away at trust.

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And makes you question the company's
true commitment to their employees.

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Yeah.

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And it's almost like those policies, Yeah.

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Create this expectation that you
have to prove you're working all

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the time, even when you're not.

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And I've heard that
called performative work.

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Yes.

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Where employees feel
pressured to constantly be on.

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Totally.

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Even to the point of burnout.

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Exactly.

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And Simon experienced this first hand.

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Really?

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She shares this.

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Pretty harrowing story about getting
into a serious car accident, directly

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caused by exhaustion from overworking.

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And she was pushing herself to
alleviate her employer's anxieties

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about her remote work performance.

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So it's a really stark reminder
of the very real human cost.

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of a lack of trust and the pressure
to constantly prove your worth.

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Yeah, it's a powerful example of
how a lack of trust can actually

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undermine productivity and well being.

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Totally.

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Even if it's not, always as
dramatic as a car accident.

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So many people are
struggling with burnout.

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Oh yeah.

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From this always on culture.

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For sure.

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What are some of the other ways
that this pressure manifests,

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maybe in less obvious ways?

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I think it can show up as presenteeism
where people are online but

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not truly engaged or a fear of
disconnecting even for short periods.

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It can lead to, difficulty
prioritizing and setting boundaries.

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And ultimately it just erodes creativity
and innovation because people are so

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focused on proving they're working
that they don't have the mental

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space to actually do their best work.

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That makes so much sense.

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Yeah.

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So how do we break free from this cycle?

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Simon talks about building trust.

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But how do we actually do that?

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Yeah.

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Especially when so many
traditional workplace structures.

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Yeah.

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Seem designed to do the opposite.

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Yeah.

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I think Simon proposes this
three pronged approach.

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Okay.

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First one is.

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Emphasizing the importance of truly
valuing employees and upholding

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company values consistently.

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So it's about moving beyond lip
service and demonstrating through

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actions that you trust your team.

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So this could mean things like
offering flexible work arrangements.

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with that question or
prioritizing employee well

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being or providing opportunities
for professional development.

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So it's about walking the walk.

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Yeah, exactly.

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Not just talking the talk.

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For sure.

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What about her other suggestions?

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So the second strategy focuses on
empowering managers, giving them

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the autonomy to make decisions and
support their teams effectively.

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Okay.

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And this demonstrates trust
in their leadership and helps

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create A more responsive and
supportive work environment.

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Think about it.

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Yeah.

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If managers feel
micromanaged and distrustful.

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Yeah.

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That attitude is gonna
trickle down to their team.

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So it's like creating a culture
of trust from the top down.

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Totally.

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What's the third piece of the puzzle?

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Okay, so the third strategy
is all about understanding.

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Okay.

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What it actually means to be trustworthy.

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Okay.

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So this involves a degree
of self reflection.

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Both on an individual
and organizational level.

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Are you truly living up
to your stated values?

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Are you modeling the behaviors
you expect from others?

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Yeah.

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It's about recognizing that building
trust is an ongoing process.

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Not a one time fit.

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And not just checking a box.

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Yeah.

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Okay, so it sounds like there needs
to be this pretty fundamental shift.

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Yeah.

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Yeah.

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Yeah.

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In how we approach leadership
and workplace culture, Simon

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also talks about the difference
between transparency and trust.

258
00:11:14,739 --> 00:11:15,369
Yes.

259
00:11:15,459 --> 00:11:16,659
Can you unpack that a little bit?

260
00:11:16,659 --> 00:11:17,389
Yeah, sure.

261
00:11:17,429 --> 00:11:20,779
It seems like those two concepts
are often used interchangeably.

262
00:11:20,959 --> 00:11:23,259
Yeah, and that's a crucial distinction.

263
00:11:23,529 --> 00:11:26,679
Transparency is about providing
information and context.

264
00:11:26,729 --> 00:11:28,229
But it's not the same as trust.

265
00:11:28,279 --> 00:11:28,649
Okay.

266
00:11:28,819 --> 00:11:32,039
Simon argues that sometimes
transparency can even be used.

267
00:11:32,039 --> 00:11:32,313
Okay.

268
00:11:32,574 --> 00:11:33,814
to mask a lack of trust.

269
00:11:34,314 --> 00:11:35,244
For example, Yeah.

270
00:11:35,504 --> 00:11:40,764
If a company is constantly monitoring
employees, and sharing that data

271
00:11:40,894 --> 00:11:43,044
under the guise of transparency, Okay.

272
00:11:43,114 --> 00:11:46,344
it can actually create a
more distrustful environment.

273
00:11:46,454 --> 00:11:48,644
Because it feels like you're
being watched and judged.

274
00:11:48,664 --> 00:11:48,984
Exactly.

275
00:11:49,034 --> 00:11:50,334
Even if you're doing everything right.

276
00:11:50,344 --> 00:11:51,014
Totally.

277
00:11:51,369 --> 00:11:55,659
It seems like real trust goes deeper
than just sharing information.

278
00:11:55,669 --> 00:11:56,629
Yeah, for sure.

279
00:11:56,659 --> 00:11:59,509
It's about believing in people's
intentions and capabilities.

280
00:11:59,609 --> 00:12:01,039
Speaking of believing in people.

281
00:12:01,049 --> 00:12:01,559
Yeah.

282
00:12:02,049 --> 00:12:05,059
I know Simon is a big proponent
of visionary leadership.

283
00:12:05,519 --> 00:12:07,969
I've always found that
concept a little bit nebulous.

284
00:12:07,969 --> 00:12:08,379
Yeah.

285
00:12:08,559 --> 00:12:10,769
What does it actually mean to be?

286
00:12:11,234 --> 00:12:15,844
A visionary leader, especially in this
context of remote and hybrid work.

287
00:12:16,054 --> 00:12:17,964
Yeah, that's a great question.

288
00:12:17,994 --> 00:12:18,304
Yeah.

289
00:12:18,374 --> 00:12:21,104
And I think it's especially relevant now.

290
00:12:21,454 --> 00:12:24,374
Simon often quotes leadership
coach Carrie Twigg.

291
00:12:24,414 --> 00:12:27,144
Who says that leaders without
vision are just managers.

292
00:12:27,524 --> 00:12:28,004
Interesting.

293
00:12:28,024 --> 00:12:32,444
So visionary leaders are able to
look beyond the day to day tasks

294
00:12:32,824 --> 00:12:37,284
and inspire their team with a clear
sense of purpose and direction.

295
00:12:37,344 --> 00:12:37,624
Okay.

296
00:12:37,624 --> 00:12:40,934
They're able to anticipate future
challenges and opportunities and they're

297
00:12:40,934 --> 00:12:43,374
willing to take risks and embrace change.

298
00:12:43,504 --> 00:12:45,924
So it's not just about
managing the status quo.

299
00:12:46,129 --> 00:12:46,699
Exactly.

300
00:12:46,699 --> 00:12:49,089
It's about guiding the team
towards something bigger.

301
00:12:49,089 --> 00:12:49,499
Yeah.

302
00:12:49,569 --> 00:12:52,099
Even if that something is
constantly evolving, right?

303
00:12:52,159 --> 00:12:53,699
I know Simon has a great story.

304
00:12:53,709 --> 00:12:54,399
He does.

305
00:12:54,469 --> 00:12:58,059
About how her own visionary
leadership style led to this

306
00:12:58,069 --> 00:13:00,079
major breakthrough for her team.

307
00:13:00,189 --> 00:13:03,949
Yes, she completely
redefined her team's scope.

308
00:13:04,009 --> 00:13:04,429
Wow.

309
00:13:04,529 --> 00:13:06,469
Pushing beyond traditional boundaries.

310
00:13:06,509 --> 00:13:06,869
Okay.

311
00:13:06,869 --> 00:13:12,519
And this bold move driven by her vision
and trust in her team actually led to

312
00:13:12,519 --> 00:13:14,899
a billion dollar business relationship.

313
00:13:15,009 --> 00:13:15,469
Wow.

314
00:13:15,569 --> 00:13:19,749
It's a powerful example of what's
possible when leaders have the courage

315
00:13:19,749 --> 00:13:24,059
to trust their intuition and empower
their teams to achieve ambitious goals.

316
00:13:24,189 --> 00:13:25,789
That's incredibly inspiring.

317
00:13:25,849 --> 00:13:26,209
It is.

318
00:13:26,249 --> 00:13:31,364
But how do these grand ideas about
Trust and vision actually translate

319
00:13:31,374 --> 00:13:35,534
into the nitty gritty of designing
a workplace, especially one that's

320
00:13:35,844 --> 00:13:37,554
increasingly hybrid or remote.

321
00:13:37,874 --> 00:13:39,424
That's where Simon gets really practical.

322
00:13:40,034 --> 00:13:44,424
She outlines this framework for a trust
based approach to workplace design.

323
00:13:44,434 --> 00:13:44,734
Okay.

324
00:13:44,774 --> 00:13:46,704
And it centers around three key areas.

325
00:13:46,864 --> 00:13:47,104
Okay.

326
00:13:47,114 --> 00:13:51,924
First, she emphasizes the importance
of clearly defined strategies, goals,

327
00:13:51,944 --> 00:13:53,414
and expectations for employees.

328
00:13:53,504 --> 00:13:53,864
Okay.

329
00:13:53,904 --> 00:13:58,304
This ensures that everyone understands
how their individual work contributes

330
00:13:58,304 --> 00:13:59,934
to the company's overall vision.

331
00:14:00,164 --> 00:14:01,514
And it reduces ambiguity.

332
00:14:01,554 --> 00:14:04,814
It's about providing that
clarity and direction even when

333
00:14:04,814 --> 00:14:06,844
people are physically dispersed.

334
00:14:06,914 --> 00:14:07,444
Totally.

335
00:14:07,494 --> 00:14:08,784
What else does she recommend?

336
00:14:09,039 --> 00:14:13,539
So Simon also highlights the
importance of crafting authentic and

337
00:14:13,539 --> 00:14:15,719
consistent narratives around work.

338
00:14:15,799 --> 00:14:16,379
Okay.

339
00:14:16,489 --> 00:14:21,419
This means ensuring that the company's
actions align with their stated values.

340
00:14:21,419 --> 00:14:23,559
It's about telling a cohesive story.

341
00:14:23,579 --> 00:14:23,969
Yeah.

342
00:14:24,179 --> 00:14:25,898
That resonates with
employees and businesses.

343
00:14:26,069 --> 00:14:31,429
Builds trust I imagine this is where
the storytelling element comes in it is

344
00:14:31,469 --> 00:14:33,209
can you elaborate on that a bit more?

345
00:14:33,249 --> 00:14:36,839
Yeah, it seems like a powerful
but potentially tricky tool.

346
00:14:36,979 --> 00:14:37,619
Absolutely.

347
00:14:37,779 --> 00:14:42,479
Simon is a big believer Yeah in the
power of storytelling to shape workplace

348
00:14:42,479 --> 00:14:46,829
culture Okay, but she cautions against
manipulative storytelling, right?

349
00:14:46,879 --> 00:14:50,169
You can't just tell a good story Yeah,
your actions had to back it up right

350
00:14:50,179 --> 00:14:54,044
if there's a disconnect between the
narrative and the reality Yeah It actually

351
00:14:54,044 --> 00:14:55,904
erodes trust and creates cynicism.

352
00:14:55,904 --> 00:14:58,684
So it's about being genuine
and walking the walk.

353
00:14:58,774 --> 00:14:59,524
Exactly.

354
00:14:59,524 --> 00:14:59,774
Yeah.

355
00:14:59,784 --> 00:15:04,284
What kind of stories do you think
companies should be telling to

356
00:15:04,284 --> 00:15:09,899
foster a more trusting and human
centered, That's a great question.

357
00:15:10,209 --> 00:15:13,729
And I think it's something every
organization needs to consider carefully.

358
00:15:13,779 --> 00:15:14,059
Yeah.

359
00:15:14,109 --> 00:15:18,059
It's about telling stories that
celebrate individual contributions.

360
00:15:18,219 --> 00:15:20,609
Highlight acts of trust and collaboration.

361
00:15:20,619 --> 00:15:20,639
Yeah.

362
00:15:20,649 --> 00:15:23,169
And acknowledge challenges, honestly.

363
00:15:23,429 --> 00:15:25,229
It's about creating a narrative.

364
00:15:25,399 --> 00:15:25,689
Yeah.

365
00:15:25,799 --> 00:15:28,869
That resonates with
employees lived experiences.

366
00:15:28,949 --> 00:15:31,459
And inspires them to be their best selves.

367
00:15:31,549 --> 00:15:33,719
So it's not just about
telling positive stories.

368
00:15:33,729 --> 00:15:35,299
It's about telling real stories.

369
00:15:35,369 --> 00:15:35,719
Yeah.

370
00:15:35,939 --> 00:15:38,919
That reflect the complexities of
work and the human experience.

371
00:15:38,959 --> 00:15:39,519
Exactly.

372
00:15:39,529 --> 00:15:42,389
What are some other ways that
organizations can foster.

373
00:15:42,549 --> 00:15:42,959
Yeah.

374
00:15:42,999 --> 00:15:46,009
A more trusting and human
centered work environment.

375
00:15:46,019 --> 00:15:49,389
Especially in this evolving
landscape of hybrid and remote work.

376
00:15:49,429 --> 00:15:50,789
One crucial aspect is.

377
00:15:50,989 --> 00:15:52,439
One crucial aspect is.

378
00:15:52,934 --> 00:15:56,474
Recognizing and accommodating
the diverse needs of employees.

379
00:15:56,614 --> 00:15:59,434
That makes sense, especially in
a hybrid or remote setting, where

380
00:15:59,434 --> 00:16:01,914
people are juggling different
schedules and responsibilities.

381
00:16:01,924 --> 00:16:02,524
Exactly.

382
00:16:02,524 --> 00:16:05,854
It's about offering flexibility, not
just in terms of where people work,

383
00:16:05,894 --> 00:16:07,944
but also when and how they work.

384
00:16:07,964 --> 00:16:13,494
So it's about trusting employees to manage
their own time and workload effectively,

385
00:16:13,984 --> 00:16:17,464
rather than imposing rigid structures
that might not work for everyone.

386
00:16:17,654 --> 00:16:20,554
And it's also about creating a
culture where people feel comfortable

387
00:16:20,594 --> 00:16:24,954
asking for what they need without
fear of being judged or penalized.

388
00:16:25,374 --> 00:16:28,074
That sense of psychological
safety is so important.

389
00:16:28,394 --> 00:16:33,684
Because if people don't feel safe speaking
up, then you're never going to truly

390
00:16:33,684 --> 00:16:35,544
know what's working and what's not.

391
00:16:35,894 --> 00:16:38,464
Simon makes a really interesting
point about the link between

392
00:16:38,464 --> 00:16:40,024
trust and adaptability.

393
00:16:40,284 --> 00:16:41,614
I'm curious to hear more about that.

394
00:16:41,624 --> 00:16:45,254
How does trust enable
adaptability in the workplace?

395
00:16:45,864 --> 00:16:48,424
She argues that when there's a
high level of trust, people are

396
00:16:48,424 --> 00:16:52,024
more willing to embrace change and
experiment with new ways of working.

397
00:16:52,284 --> 00:16:54,644
Because they know that they're not
going to be punished for making

398
00:16:54,644 --> 00:16:57,414
mistakes or for trying something
new that might not work out.

399
00:16:57,684 --> 00:16:58,534
Exactly.

400
00:16:58,544 --> 00:17:03,214
And that willingness to experiment is
essential for organizations to thrive

401
00:17:03,214 --> 00:17:05,078
in today's rapidly changing world.

402
00:17:05,289 --> 00:17:08,919
It's about creating that environment of
psychological safety, where people feel

403
00:17:08,919 --> 00:17:11,399
empowered to take risks and innovate.

404
00:17:12,049 --> 00:17:15,049
And to learn from your failures
as well as their successes.

405
00:17:15,109 --> 00:17:19,099
That growth mindset is so important,
but it can be hard to cultivate in a

406
00:17:19,099 --> 00:17:20,859
culture that's obsessed with perfection.

407
00:17:21,279 --> 00:17:24,969
Which is why trust is so fundamental,
because it creates the space for

408
00:17:24,969 --> 00:17:28,539
people to be vulnerable, to admit
when they don't know something, and

409
00:17:28,539 --> 00:17:30,189
to ask for help when they need it.

410
00:17:30,409 --> 00:17:33,689
It's about recognizing that we're
all learning and growing together.

411
00:17:34,019 --> 00:17:36,169
And that it's okay to
not have all the answers.

412
00:17:36,519 --> 00:17:39,529
And I think Simon's own career
journey is a great example of this.

413
00:17:39,539 --> 00:17:43,079
She talks about how she transitioned
from a traditional corporate role to

414
00:17:43,079 --> 00:17:45,309
becoming a hybrid remote work consultant.

415
00:17:45,319 --> 00:17:48,549
So she was actually living and
breathing these principles before

416
00:17:48,549 --> 00:17:50,469
she started advising others on them.

417
00:17:50,519 --> 00:17:51,199
Exactly.

418
00:17:51,199 --> 00:17:54,909
And what's so inspiring about her story
is that she was an early advocate for

419
00:17:54,909 --> 00:17:58,329
remote work within her own company,
even when it wasn't widely accepted.

420
00:17:58,389 --> 00:18:01,629
She was ahead of the curve, and she
had to deal with a lot of pushback

421
00:18:01,629 --> 00:18:02,929
and skepticism along the way.

422
00:18:03,134 --> 00:18:07,604
But she persevered because she believed
in the power of flexible work to create

423
00:18:07,624 --> 00:18:09,534
a better balance between work and life.

424
00:18:09,644 --> 00:18:13,924
And now she's using her experience to
help other companies make that transition

425
00:18:13,924 --> 00:18:15,974
to a more human centered way of working.

426
00:18:16,084 --> 00:18:19,534
It's a great example of how we
can all be agents of change within

427
00:18:19,534 --> 00:18:21,284
our own organizations and beyond.

428
00:18:21,344 --> 00:18:25,144
And it's also a reminder that it's
never too late to reinvent yourself.

429
00:18:27,964 --> 00:18:33,274
It's about being open to new possibilities
and embracing the unknown with a

430
00:18:33,274 --> 00:18:35,144
confident relationship with the unknown.

431
00:18:35,154 --> 00:18:37,864
Going back to that brilliant
definition from Botsman.

432
00:18:38,034 --> 00:18:39,564
And that's what Nola Simon is all about.

433
00:18:39,924 --> 00:18:42,174
She's a visionary leader who's
helping us create a better

434
00:18:42,174 --> 00:18:43,584
future of work for everyone.

435
00:18:43,794 --> 00:18:46,594
And I think her work is more
relevant than ever as we continue

436
00:18:46,594 --> 00:18:50,324
to navigate the complexities of
the hybrid remote work landscape.

437
00:18:50,534 --> 00:18:53,774
So if you're looking for inspiration,
guidance, and practical advice on how

438
00:18:53,774 --> 00:18:58,199
to build, Trust, foster vision, and
create a more human centered workplace.

439
00:18:58,749 --> 00:19:01,339
I highly recommend checking
out Nola Simon's work.

440
00:19:01,439 --> 00:19:05,199
You can find her on LinkedIn
Substack and her podcast, The

441
00:19:05,199 --> 00:19:07,149
Hybrid Remote Center of Excellence.

442
00:19:07,669 --> 00:19:09,949
And with that, I think we'll
wrap up this deep dive.

443
00:19:10,659 --> 00:19:14,879
It's been a fascinating conversation, and
I hope you've all gained some valuable

444
00:19:14,899 --> 00:19:19,529
insights into how to lead effectively and
build trust in this new world of work.

445
00:19:19,569 --> 00:19:20,319
I know I have.

446
00:19:20,329 --> 00:19:21,149
Thanks for joining us.

447
00:19:21,149 --> 00:19:21,759
Thanks.

448
00:19:22,504 --> 00:19:39,904
I'll see you next time.