Lost Tapes: Should you have work friends?

[00:00:00] Actually, we did it earlier today with Ian Jowes.

[00:00:03] I mentioned there's that fear.

[00:00:06] Yes.

[00:00:07] That goes into having those conversations.

[00:00:10] He said, you got to get over that fear.

[00:00:11] Yep.

[00:00:12] Raise your voice.

[00:00:13] Yep.

[00:00:13] And speak up.

[00:00:15] Welcome back, folks.

[00:00:16] Well, welcome to a new show, folks.

[00:00:19] Right? You checking this out.

[00:00:21] You behind the scenes now.

[00:00:22] You behind you subscriber.

[00:00:26] Welcome.

[00:00:26] Thank you.

[00:00:28] And we giving you this leveled up show.

[00:00:31] And look, it's called Uncensored, right?

[00:00:33] Walt, you know what I mean?

[00:00:34] How are you feeling about it?

[00:00:35] I'm loving it.

[00:00:36] We can just let our hair down.

[00:00:43] Just speak freely.

[00:00:45] Like within reason.

[00:00:49] And about things that are

[00:00:52] starting

[00:00:53] payroll professionals, even the HR professional.

[00:00:56] Yeah, probably go for anybody in the corporate world out there.

[00:01:02] Yes, we are going to keep it payroll related,

[00:01:05] but we're going to take some liberties and talk about some things that

[00:01:08] we want to talk about as just like you said professionals.

[00:01:12] You know what I mean?

[00:01:14] Humans at the workplace.

[00:01:17] We are payroll though.

[00:01:18] So it's going to stay about payrolls.

[00:01:21] Payroll is an industry.

[00:01:23] Check out the gear.

[00:01:24] Check out the merch store while you're here.

[00:01:26] I do want to explain a little bit about Uncensored.

[00:01:28] I don't know what order this show will come in, but.

[00:01:32] And like we'll say within reason,

[00:01:34] this is not about being inappropriate at all.

[00:01:39] A vulgar or anything like that or creed.

[00:01:42] No, it's just having a comfortable, a safe place.

[00:01:45] Right.

[00:01:48] Excuse me, bro.

[00:01:50] I'm sorry.

[00:01:51] You OK?

[00:01:52] Now I'm feeling a little sick, which reminds me.

[00:01:56] Crap, man, I need to put in my my sick time.

[00:01:59] Oh, what system do you use?

[00:02:01] Oh, TimeTrak Go, the simply better employee time clock software

[00:02:07] that is going to make your life easier.

[00:02:10] I don't know if you know, man, but it already has a unique

[00:02:13] graphical employee time card and it's awesome because it helps

[00:02:17] you quickly identify and fix the mistakes.

[00:02:20] That's right.

[00:02:21] Now that you say that they just announced the addition of

[00:02:23] an automatic PTO accrual earnings.

[00:02:25] So you can say goodbye to those manual calculations.

[00:02:28] TimeTrak Go's new automatic PTO accrual feature takes

[00:02:32] to hassle out of tracking those earned in accrual times,

[00:02:36] assuring accuracy and consistency for both employees and HR teams.

[00:02:41] Oh, that's golden.

[00:02:43] That's awesome.

[00:02:44] You know what?

[00:02:45] That's right.

[00:02:45] I remember that I read that you can choose from various

[00:02:49] rules like yearly, monthly, pay period, hourly and hourly

[00:02:56] percentage to seamlessly align with your company's policies.

[00:03:00] It includes new state sick leave.

[00:03:03] Awesome.

[00:03:03] Because I'm not feeling that that's going to help.

[00:03:06] And you can do vacation hours that automatically increase

[00:03:10] with length of service.

[00:03:13] Man, like how could someone find out what a simply better

[00:03:15] solution could do for their business?

[00:03:18] Oh, to learn more.

[00:03:19] They're always doing a 14 day free trial.

[00:03:23] Someone should go to their website at www.

[00:03:28] TimeTrakGo.com.

[00:03:31] That's T I M E T R A K Go.

[00:03:37] Dot com.

[00:03:38] Or if they want to call the number is 888-321-9922.

[00:03:46] Let's go.

[00:03:46] Let's go.

[00:03:48] Safe talk.

[00:03:49] That may maybe it could even call that safe talk.

[00:03:52] Yeah.

[00:03:53] You know, right?

[00:03:53] That's another good one.

[00:03:56] And that's really all it is about.

[00:03:58] It's talking about subjects that are a little bit more

[00:04:01] difficult to talk about in the masses.

[00:04:05] And again, folks want safe places to talk and to hear

[00:04:09] things, to feedback, to have a dialogue.

[00:04:12] Go ahead.

[00:04:12] Have a dialogue with us.

[00:04:13] You know what I mean?

[00:04:14] Or with themselves.

[00:04:15] That episode that we did actually we did it earlier

[00:04:18] today with Ian Giles.

[00:04:20] I mentioned there's that fear.

[00:04:23] Yes, that goes into having those conversations.

[00:04:27] He said you got to get over that fear.

[00:04:29] Yep.

[00:04:29] Raise your voice and speak up.

[00:04:32] So this may be an avenue for you to speak up and you

[00:04:35] don't have to name your company.

[00:04:36] You don't have to name the situation.

[00:04:39] You can just feel free to talk about it here and say,

[00:04:41] Hey, I experienced this as a payroll professional.

[00:04:44] Yeah.

[00:04:44] I went through this.

[00:04:46] I'm venting.

[00:04:48] You never said if it's about your pay, we're going to talk

[00:04:50] about your pay as a payroll professional.

[00:04:53] You have everything that you can imagine as a payroll

[00:04:55] professional and a person when it comes to professionalism

[00:04:59] and the job.

[00:05:01] Yeah, we're going to cover it here.

[00:05:02] Yes, exactly.

[00:05:03] I like what you said.

[00:05:05] Maybe you got to revisit the name.

[00:05:07] Yeah, but safe talk sounds good.

[00:05:10] Safe talk does sound good.

[00:05:11] Yeah, it does sound good.

[00:05:12] Let's think about that.

[00:05:13] So by the time you guys get it, this might be re-nated.

[00:05:16] We're recording in advance for folks.

[00:05:18] We want to have things ready when we go live with the new site.

[00:05:21] We're going to load up some of these shows.

[00:05:23] You'll be ready to go with a few episodes of things.

[00:05:27] This first one today, we're going to talk about friends at work.

[00:05:30] You know what I mean?

[00:05:31] What good, bad, ugly, best practice.

[00:05:35] We got some stats.

[00:05:36] We found some stuff to talk about to give us some things

[00:05:39] and just sharing our own personal experiences.

[00:05:42] Look, we can flow right into it because if we didn't have friends

[00:05:45] that worked me and Walt wouldn't have met.

[00:05:48] And then shoot, we could talk a lot about our dynamic too,

[00:05:51] because it was tough.

[00:05:53] You don't mind unless we can get right to it.

[00:05:57] When we met, it was really a higher wall

[00:06:01] to be a payroll manager at our first gig together.

[00:06:06] Right? But something I don't know, something right away.

[00:06:09] We got along and we've had Rocky times.

[00:06:12] We went through moments where we didn't speak anymore

[00:06:16] and when we reconnect, you know, what's up?

[00:06:19] How are you doing when this kindred spirits just find each other again

[00:06:23] and reconnect and rebuild?

[00:06:27] And I think and I sometimes I've always shared with Walt is you're not

[00:06:31] you don't know relationships until you go through the bad times.

[00:06:35] It's it's easy to we got money.

[00:06:38] We got happiness. We got food. We got this.

[00:06:41] We got we never cry.

[00:06:42] We never easy fair weather friends.

[00:06:45] Relationships are built in the trenches, bro.

[00:06:48] There you go. I like you always say that.

[00:06:50] I like that better.

[00:06:51] You are you're going to find out who's for you

[00:06:55] when you're at your worst.

[00:06:57] They'll chinchick you be like and be mad at you.

[00:07:00] Yeah, they'll come back and be like, bro, let's sort this out.

[00:07:04] Yeah.

[00:07:05] And we that takes emotional intelligence

[00:07:08] and we'll cover a little bit of that here.

[00:07:10] But like you said, with our dynamic, it's not always like that.

[00:07:14] Yeah. Sometimes people are playing the game.

[00:07:18] Yes. And we'll talk.

[00:07:19] You know what I'm saying?

[00:07:21] So what do you mean by that?

[00:07:22] Say we in it talk about what talk about was playing the game.

[00:07:25] It's a part of.

[00:07:28] Like they say, either you play or you get played.

[00:07:32] So a lot of times you it's an old moniker

[00:07:36] that used to be used and maybe a little toxic dog, dog world.

[00:07:41] So getting where you fit in survival of the fittest

[00:07:46] has been too long.

[00:07:48] That has been the culture in corporate America

[00:07:52] and in jobs, different jobs, not just corporate America.

[00:07:55] Different any organizations.

[00:07:57] You know what I'm saying?

[00:07:58] This is happening where people pit against each other.

[00:08:01] Everything's competitive, right?

[00:08:03] There's always all these competition shows

[00:08:06] where you compete against one another to see who's the best.

[00:08:09] And sometimes people will intentionally

[00:08:13] friend you because it's to their advantage to do that.

[00:08:19] I've had people that I've opened up to

[00:08:22] in my personal life, in my earlier in my career,

[00:08:25] opened up to and looked out for and been burnt

[00:08:29] because they were looking out for them when they came down to it.

[00:08:32] As me or you, I'm choosing me.

[00:08:35] And that's what they went with.

[00:08:37] That's what it is. Honorable.

[00:08:38] Yeah, doing the things like that I thought

[00:08:41] that I was really naive.

[00:08:44] But just was that before after the military?

[00:08:47] That was that was after the military.

[00:08:50] Did you experience this in the military too?

[00:08:51] Or in the military?

[00:08:53] Was there like a brotherhood of camaraderie that we all banded together?

[00:08:58] Because you had to.

[00:08:59] Sometimes I see for like months

[00:09:02] and you got to look at this person in the face like,

[00:09:04] all right, you hash it out.

[00:09:05] All right.

[00:09:06] You know what I'm saying?

[00:09:06] Like you hash it out because you have you have nowhere to go.

[00:09:09] You can't go home.

[00:09:10] That can't. Yeah.

[00:09:10] Ignore the person anymore.

[00:09:12] Yeah. You got to hash it out.

[00:09:14] So yeah, there is that brotherhood.

[00:09:16] And just like siblings, siblings have no flashes.

[00:09:20] But you have you bump heads with your friends, your loved ones.

[00:09:23] You go to war sometimes and then hopefully you come back.

[00:09:27] We hash those things out

[00:09:28] and actually get some constructive work done

[00:09:32] and move forward.

[00:09:34] So yeah, like it was more like a brotherhood.

[00:09:36] It was more like a brotherhood.

[00:09:37] Maybe so I'm thinking like, did you right?

[00:09:40] Did you expect more of that in the civilian world?

[00:09:42] That's why you're like, oh my gosh, she's a shocker.

[00:09:45] No, I.

[00:09:48] I had the naive thinking that everyone

[00:09:52] I chose to see the good in everybody.

[00:09:54] Yeah, no matter what, I still like that too.

[00:09:57] A little bit. Yeah, a little bit.

[00:09:58] You better now.

[00:09:59] But a lot of from experience

[00:10:01] is taught me to be cautious.

[00:10:04] Be courageous, but you can be cautious as well.

[00:10:07] You know what I'm saying?

[00:10:08] And be smart.

[00:10:09] So basically smart with who you open yourself up to.

[00:10:12] Be smart with who you give your time, the friendship to

[00:10:16] and who you pour into.

[00:10:18] It's never wrong to teach somebody how to do a job.

[00:10:21] It's never wrong how to teach somebody to do that.

[00:10:24] Brian and I still stand by that motto.

[00:10:26] Hey, we want to train somebody to take our job.

[00:10:28] That's right.

[00:10:30] We want to ramp them up and get them used to doing things that we do.

[00:10:33] So in case, hey, it splits it over us.

[00:10:36] Yeah, it gets that right in or somebody else can come right in and do the job.

[00:10:40] That's right.

[00:10:41] So we still believe have that belief.

[00:10:43] Absolutely when it comes to the office stuff, you got to use wisdom.

[00:10:48] So let's get it to a man.

[00:10:49] So we have a perfect segment.

[00:10:51] We have a couple of different reasons.

[00:10:52] These we have four reasons why you should have for the work.

[00:10:56] Good. That's why you shouldn't.

[00:10:58] Yeah, I got some more.

[00:11:00] I got some more stuff there too.

[00:11:01] But why not?

[00:11:04] You got the thumb up.

[00:11:05] Oh, wait, where is it?

[00:11:06] Yeah, you break that out for this thing.

[00:11:12] Oh, wow.

[00:11:12] The A.I. is even on.

[00:11:15] I thought it was recognizing that.

[00:11:17] Sorry.

[00:11:18] Cool.

[00:11:19] All right, boom.

[00:11:19] So for the four reasons why you should have friends at work.

[00:11:24] Number one, increased job satisfaction.

[00:11:28] Having friends that work and enhance your overall job satisfaction and having

[00:11:31] someone you can trust and provide in within a workplace can make the environment

[00:11:36] more enjoyable and fulfilling.

[00:11:39] It can also provide emotional support during challenging times

[00:11:42] and reduce stress levels.

[00:11:45] Real.

[00:11:45] That's like having a friend, Perry.

[00:11:48] You can go to my boss is.

[00:11:50] Yep.

[00:11:50] Erky right now.

[00:11:51] Oh, my co-worker is Erky.

[00:11:53] You have this person, whether they're in your same department or not,

[00:11:56] you can go and just confide in them.

[00:11:58] Basically, yeah.

[00:12:00] But here's a good call out, right?

[00:12:01] Because we were talking about this the other day.

[00:12:03] The work friend that you only see at work.

[00:12:07] You keep it real superficial.

[00:12:09] They don't really know you that you don't get in deep.

[00:12:12] You might drop a little thing here and there personal.

[00:12:15] But you really don't get deep with this person.

[00:12:18] And I've always had those right where and that's, I think most at the end of the day,

[00:12:27] it's all balance.

[00:12:28] It's all balance and it's all best practice.

[00:12:31] There's a way to approach all this.

[00:12:33] But there's a difference, right?

[00:12:36] There's levels to it.

[00:12:37] Right.

[00:12:38] Levels to it.

[00:12:38] Exactly.

[00:12:39] Not everybody becomes friends and the percentages when I share the percentages.

[00:12:44] It's in there.

[00:12:45] It's like only two in 10 Americans actually make good friends at work.

[00:12:51] Yeah.

[00:12:51] So think about it because you can be friendly, right?

[00:12:55] Being friends, right?

[00:12:57] That's it.

[00:12:58] So yeah, you can come to work and chop it up with somebody.

[00:13:01] Oh, I have a cordial.

[00:13:04] Good old conversation with them.

[00:13:06] Laughs and stuff like that and go about your business

[00:13:08] and not even worry about what they're doing over a weekend.

[00:13:10] Never. And you even talk.

[00:13:12] You don't talk again till Monday morning when you're back at work.

[00:13:15] And same thing in school happens in a pattern, right?

[00:13:17] You have school friends even mess around with kids when they're young.

[00:13:20] Oh, that's your girlfriend.

[00:13:22] But do you see her at home on the week?

[00:13:24] Then that's your schoolgirlfriend.

[00:13:25] You don't have any.

[00:13:28] What's that?

[00:13:29] Yeah.

[00:13:29] That way.

[00:13:31] And that's another one thing that they say too, right?

[00:13:33] Because we could talk about it here, right?

[00:13:35] See, there's a little bit more comfortable space, safe space,

[00:13:38] work wives and work husbands.

[00:13:41] Very people make that joke a lot.

[00:13:44] Some people don't like that.

[00:13:45] And we won't delve too deep into it because it can be a little murky.

[00:13:50] What? We on safe place.

[00:13:53] OK, safe time.

[00:13:54] But like safe.

[00:13:54] So you have to you have to you have to be wise with that, right?

[00:13:59] Yeah.

[00:13:59] Especially in today's climate.

[00:14:02] Yep. You have to be wise just because back in the day,

[00:14:05] I remember people just walk all this is my work husband.

[00:14:08] People. Oh, yeah.

[00:14:10] Like I would say, oh, yeah, that's my work wife or whatever.

[00:14:13] So you have to be careful with that now because people may not like that.

[00:14:18] So you don't want to be so comfortable.

[00:14:21] I would definitely feel away.

[00:14:22] I would definitely feel away like you don't want to be so good that you just

[00:14:25] walk into somebody because you think that you had a couple of nice conversations.

[00:14:29] And what's up, boo?

[00:14:31] Yeah. Oh, no.

[00:14:32] You know, work wifey.

[00:14:34] No, yeah.

[00:14:36] No, that's that in it.

[00:14:38] Yeah. It's uncomfortable.

[00:14:41] It's like you said, it's very it can be uncomfortable.

[00:14:43] It's not something that you want to throw on.

[00:14:45] Oh, you're my work wife.

[00:14:47] Because then they might feel like, oh, whoa, that's so.

[00:14:50] I you want to probably stay away from that term altogether at work.

[00:14:56] Yeah.

[00:14:57] And I think we're getting into some of the reasons why you shouldn't

[00:15:01] because OK, but OK, no, we're still on the good reason.

[00:15:04] So the next one is go.

[00:15:06] Yeah. So that was the one we were initially mentioned was

[00:15:10] increase job satisfaction.

[00:15:11] Yes. Yeah, people that you're comfortable with.

[00:15:13] And we're still talking about the good ones.

[00:15:15] Got it. Go ahead.

[00:15:16] Improved collaboration and teamwork.

[00:15:19] So basically if you have good colleagues, good friendship or colleague

[00:15:22] colleagues and hey, I work well with this person.

[00:15:26] I know the next one would be networking opportunities.

[00:15:30] You never know.

[00:15:30] You meet somebody and you and you build a rapport with somebody at work

[00:15:36] and they may know somebody that knows somebody.

[00:15:38] Saying that says it's not what it is.

[00:15:40] Who?

[00:15:42] Yeah, then the better work life balance.

[00:15:47] Sometimes you can have a hectic life.

[00:15:50] And sometimes for some people going to work is an escape

[00:15:54] from their normal every day.

[00:15:56] So it's a different it's a different outlook.

[00:15:59] Right. So you're like, oh, this is the much needed break

[00:16:01] from that my everyday life, personal life chaos.

[00:16:06] This is more structured.

[00:16:07] I know I come here to this.

[00:16:09] It's a break from some people at different at work.

[00:16:12] Yeah, absolutely.

[00:16:13] Some people are absolutely different at work.

[00:16:15] And so it gives you a different feeling.

[00:16:19] And you may have someone that that resonates with you at work,

[00:16:22] that you have a rapport with at work, that you may not have at home.

[00:16:26] You may not have an outlet at home.

[00:16:28] Yeah, that you might be getting at work.

[00:16:30] You know what I'm saying?

[00:16:31] Sure. Oh, yeah.

[00:16:32] You never know.

[00:16:34] Yeah. Now, come on to the reasons why you shouldn't

[00:16:38] have certain friendships or relationships at work.

[00:16:43] Boundaries and distractions is number one.

[00:16:47] Sometimes people get too freaking comfortable.

[00:16:52] You think you're cool with somebody like we were saying earlier,

[00:16:55] you're cool with somebody like like I had somebody slap me in the side

[00:16:59] of my head because she thought it was cool.

[00:17:02] Mm hmm. We ain't cool like that.

[00:17:06] For real.

[00:17:07] There's I agree because being bold, you like an advice

[00:17:11] it for some people.

[00:17:12] The only person the only person that does that to me,

[00:17:17] that I will allow is my nephew.

[00:17:21] That's it.

[00:17:22] He's really the only one that's ever even had the cojones to do it.

[00:17:28] Well, not getting too much into our stuff,

[00:17:30] but you and I had a situation where I was comfortable

[00:17:34] with an action that I was doing.

[00:17:36] Well, tell them you.

[00:17:37] So I was like to me.

[00:17:40] It wasn't that bad.

[00:17:41] Let me tell you.

[00:17:43] Well, not at all.

[00:17:45] I wouldn't say that.

[00:17:46] So it was a very what was like this.

[00:17:49] If we're talking, he was just like

[00:17:52] on my arm or something like that.

[00:17:54] And I had to tell him, I was like, well, my gosh, I'm so sorry.

[00:17:57] I didn't come out this well, guys.

[00:17:58] We got we had a moment, right?

[00:18:00] But it was like he said, relationships are built in the trenches.

[00:18:04] Right. And I had to I said it came out badly.

[00:18:07] But I don't even my mom's touching me too much is uncomfortable for me.

[00:18:14] You know what I mean?

[00:18:15] I'm only OK with touch.

[00:18:19] From very few people, you know what I mean?

[00:18:24] And even my kids sometimes I'm like, yo, all right, yo,

[00:18:28] get off me. You know what I'm saying?

[00:18:31] It completely came around.

[00:18:32] Brian was like, yes, you broke all my lips looking.

[00:18:35] My stop touching me.

[00:18:39] That's a thing.

[00:18:41] Yeah, it was bad.

[00:18:44] But that's we had to go through that because yes, I was comfortable.

[00:18:50] And you and sometimes this is how relationships work, right?

[00:18:53] Sometimes we allow people to do stuff,

[00:18:55] even though it bothers us, we just like, oh, yep.

[00:18:59] And then they say something to give us that leeway to let them know.

[00:19:02] Yeah, sometimes you can be holding on to it.

[00:19:04] It just comes out like a rocket.

[00:19:07] Yeah, yeah, you shake up a soda and then open it up.

[00:19:11] You know what I'm saying?

[00:19:12] So that's what happens sometimes.

[00:19:13] And then so you got to establish those boundaries at work

[00:19:18] in any relationship.

[00:19:19] You got to establish boundaries.

[00:19:20] And that's the thing that can come that can happen.

[00:19:23] You said it in any relationship.

[00:19:25] In any relationship, right?

[00:19:26] And it creates distractions.

[00:19:28] So if you're super friendly, hey, when you get with this person,

[00:19:32] the conversations are great.

[00:19:33] You laugh.

[00:19:34] You're supposed to be working on this project,

[00:19:36] but you're in their office like laughing, hockey,

[00:19:38] Key and stuff, you know what I'm saying?

[00:19:41] And the time goes by, you're like, oh, snap.

[00:19:44] It can mess with your time management for a payroll processor.

[00:19:48] Oh, management is everything.

[00:19:51] Like we covered with Lindsey a few weeks ago.

[00:19:54] The first one I remember is like working from home, right?

[00:19:57] We've been home for years now.

[00:20:00] Every now and then I go back to the office.

[00:20:03] What I noticed is when I go to the office,

[00:20:07] there's and it's fine.

[00:20:09] We don't get to talk so much, but it's still that I still

[00:20:12] remember all the side chatter, right?

[00:20:15] I can I clock that as soon as I get into an unrelated work

[00:20:19] conversation. The clock goes off in my head and I'm like,

[00:20:22] thing, oh my God, how long am I going to be here talking

[00:20:25] about non work stuff?

[00:20:26] I got to get back to work.

[00:20:27] This is crazy.

[00:20:29] Do it to me.

[00:20:30] You used to look at your watch.

[00:20:33] Especially when we first met, you were like,

[00:20:35] all right, well, it's been 10, 15 minutes, bro.

[00:20:40] So I used that until another job.

[00:20:43] I don't remember that.

[00:20:45] Another job they actually told dude, yo.

[00:20:49] You talking to people too much?

[00:20:51] We see you and he would oh, he would we put it this way.

[00:20:55] And I hate to please don't put yourself on blast, folks.

[00:20:58] OK, we're going to it's a much smaller audience here

[00:21:02] and more, but if y'all if you anybody that happened

[00:21:05] to be in this environment, don't call anybody out.

[00:21:08] It was an open environment, right?

[00:21:10] There was no offices for folks.

[00:21:12] We were all in one big room.

[00:21:15] OK, you can see all the departments.

[00:21:19] You could it's a big it was a big room.

[00:21:21] You can see all of the departments, right?

[00:21:23] Dude would bounce around and just boom.

[00:21:27] Five minutes there, five minutes there, 10 minutes there.

[00:21:31] While he went back and forth to the bathroom

[00:21:33] into the lunchroom and stuff and they had to tell him like,

[00:21:35] yo, you talking too much, bro, go do your work.

[00:21:39] This is not the social out.

[00:21:40] You know what I mean?

[00:21:41] So you got to be mindful.

[00:21:43] It's OK to chat.

[00:21:44] It's OK to chop it up.

[00:21:46] But you got to kind of keep it for lunch hour.

[00:21:49] You know what I mean?

[00:21:50] Yep.

[00:21:51] I had a great spot once that we had a little group for lunch

[00:21:55] when there was a room that nobody used

[00:21:57] and we would dip in the room, put the TV on lunch hour.

[00:21:59] Everybody had their food going with Kiki it up

[00:22:01] and boom back to work.

[00:22:02] It was great. It was great.

[00:22:04] But what was you gonna say?

[00:22:06] Yeah, it's true, man.

[00:22:07] Like I knew a situation where it was borderline

[00:22:11] harassment, what the deal was doing.

[00:22:13] But he was comfortable.

[00:22:15] He was a nice guy.

[00:22:17] Attractive guys or all the ladies

[00:22:18] were like all like finding over in everything like that.

[00:22:23] And so he and his mind took it as dangerous to know.

[00:22:29] Oh, I'm the man.

[00:22:30] I'm the man.

[00:22:31] They're comfortable with me.

[00:22:32] So we were all around.

[00:22:34] Why are you doing massage?

[00:22:35] Oh, no.

[00:22:36] I was like the shoulders and stuff.

[00:22:38] Why are you doing the touch?

[00:22:41] Because he felt comfortable enough.

[00:22:45] But it's toxic on his hand or whatever.

[00:22:48] But he felt comfortable enough to go and do that.

[00:22:51] And he probably had done that in other places

[00:22:54] and it was deemed OK.

[00:22:55] How many people have, like I said earlier,

[00:22:58] how many people have not established boundaries with someone

[00:23:01] and they let them do it because it is like, OK.

[00:23:04] Especially if it's a boss.

[00:23:06] So if you're cool with your boss

[00:23:08] and you notice your boss is taking advantage of you

[00:23:12] because sometimes bosses will do that.

[00:23:14] And they'll take advantage of you

[00:23:16] because they know you're that yes.

[00:23:19] You're that yes man.

[00:23:20] Yeah, yes.

[00:23:21] You're that yes.

[00:23:22] You're right.

[00:23:23] Yes, person.

[00:23:23] Excuse me, folks.

[00:23:25] You're that person that's always going to say yes,

[00:23:28] no matter what.

[00:23:29] Even if we should say no and establish a boundary there,

[00:23:32] like, no, I'm not cool with that.

[00:23:34] You should always establish a boundary

[00:23:36] no matter what level the person is at your job.

[00:23:39] So whether they report to you

[00:23:41] or you report to them or whatever.

[00:23:44] Yep.

[00:23:44] Establish a female.

[00:23:46] You know what?

[00:23:47] I guess it doesn't matter.

[00:23:48] You're right.

[00:23:49] Either way, see, and I think some of this stuff

[00:23:51] is like we come from a different era where

[00:23:54] toxic masculinity was OK back in the day

[00:23:58] or accepted and tolerated.

[00:23:59] And it's not OK anymore.

[00:24:01] No kind of people turn.

[00:24:03] Yeah.

[00:24:04] Yeah.

[00:24:05] Yeah.

[00:24:06] And women felt like, oh my God, I have to do this

[00:24:09] or take this to move up and have a job.

[00:24:11] Yeah.

[00:24:12] I got to survive.

[00:24:13] Like it's horrible, man.

[00:24:14] I'm a father of girls and a boy, but I got girls too.

[00:24:19] So I have to think about that as well.

[00:24:20] Yo, what?

[00:24:22] And for my boy in this world that we live in,

[00:24:24] yo, don't let people take advantage of you.

[00:24:26] Everybody's fair game.

[00:24:28] Everybody's in the world.

[00:24:29] Exactly.

[00:24:30] So next one, office politics and favoritism.

[00:24:35] So if you have a bad relationship with somebody at work,

[00:24:42] they may lean on you to help prove their case even

[00:24:46] if they're wrong.

[00:24:47] Yeah.

[00:24:48] You know what I'm saying?

[00:24:50] They may lean on you to the point where

[00:24:54] I've seen situations where our boss had a favorite

[00:24:59] and they would let this person get away with everything.

[00:25:04] But if someone else on the team did the same exact thing,

[00:25:08] they would get reprimanded.

[00:25:09] They say, oh, they get that little pop on the hand or whatever.

[00:25:13] Oh, I'm going to write you up.

[00:25:14] You keep doing this.

[00:25:15] You keep coming in late.

[00:25:17] You keep calling up.

[00:25:18] I'm going to write you up.

[00:25:19] But that one person on the team

[00:25:21] was allowed to do whatever the hell they wanted.

[00:25:25] Whack.

[00:25:26] You know what I'm saying?

[00:25:27] So like that, that.

[00:25:28] So what you do when you show favoritism to people,

[00:25:32] especially if you're in the position of authority,

[00:25:35] you can decrease your morale in your company

[00:25:38] or your department.

[00:25:40] But by doing that, people aren't going

[00:25:42] to want to work for a leader who's, especially

[00:25:44] if you're in leadership.

[00:25:45] They're not going to want to work for a leader who

[00:25:47] lets one person do something and doesn't treat everybody

[00:25:50] fairly.

[00:25:51] You promote mediocrity.

[00:25:53] Yeah.

[00:25:53] Yeah.

[00:25:54] No.

[00:25:54] Yeah.

[00:25:54] And then another thing is office politics.

[00:25:56] This is going back to what we said with that first one

[00:25:59] when people play the game.

[00:26:01] Yes.

[00:26:02] So people will get in nice with you and stuff like that

[00:26:04] and they'll all jump with you.

[00:26:05] And then in the meeting, you're like, gotcha.

[00:26:07] Yeah.

[00:26:08] Oh, oof.

[00:26:10] Oh, because they'll be like, oh, Brian, like you said,

[00:26:12] this one's not doing their job.

[00:26:14] Oh, shoot.

[00:26:15] Whoa.

[00:26:16] I thought you had a confidence.

[00:26:18] Whoa, you blow my team up over here.

[00:26:21] What?

[00:26:22] I thought he was here.

[00:26:22] Yeah.

[00:26:24] No, come on, man.

[00:26:26] That ain't right, Shoddy.

[00:26:28] Yes.

[00:26:28] And the next thing, and I've seen this happen,

[00:26:31] it causes potential for conflicts, especially

[00:26:36] if you don't have those boundaries

[00:26:37] and you don't have those things set in place,

[00:26:40] it can cause conflicts, especially because I've seen it.

[00:26:43] I've seen it, Brian, where you know something

[00:26:46] about somebody's personal life and you use it against them.

[00:26:50] Yeah, yes.

[00:26:51] That was going to be my summary, yeah, my advice to this.

[00:26:54] Yep.

[00:26:55] You use it.

[00:26:56] It's used against you.

[00:26:57] Like really?

[00:26:59] Bro, again, like you said, I told you that in confidence.

[00:27:02] Yep.

[00:27:02] And you're going to throw that card out of here?

[00:27:05] You're going to tell other people my business?

[00:27:07] Yep.

[00:27:09] And then how does that impact your work?

[00:27:13] Like if you're going at it at work all the time,

[00:27:16] if you don't make other people feel comfortable too.

[00:27:19] That's not going to last long in this day and age.

[00:27:22] Not at all.

[00:27:22] And then the last one here, what is

[00:27:24] limited diversity in perspectives?

[00:27:27] Yep.

[00:27:29] So I think this is saying when you only

[00:27:35] have people that think like you click up, you have clicks.

[00:27:40] And we see this all the time where they're

[00:27:43] bearing together and the birds of a feather flock together

[00:27:46] like they say.

[00:27:47] And everybody is cool with each other

[00:27:48] and they look out for each other and they protect each other

[00:27:51] and stuff like that.

[00:27:52] And this is where in order to get progress,

[00:27:56] you have to hear, you have to get everybody's opinion.

[00:27:59] My boss is that I had said that how she sometimes

[00:28:04] orchestrated a resolution to a disagreement

[00:28:07] was saying imagine you're wrong and imagine you're wrong.

[00:28:14] How would you make both of them work?

[00:28:17] Something like that to that fact.

[00:28:18] I'm not saying to verbatim.

[00:28:19] That makes it that.

[00:28:20] No, I like it.

[00:28:20] Yep.

[00:28:21] You know what I'm saying?

[00:28:22] Like how would you get both your ideas to become one?

[00:28:24] Say you're wrong and say you're wrong.

[00:28:26] And it makes the person think, oh,

[00:28:28] because in conversation sometimes you

[00:28:30] want to prove your point, right?

[00:28:32] Oh yeah.

[00:28:32] You want to prove that, hey, my way is right.

[00:28:34] I'm right.

[00:28:34] Even if you are technically right.

[00:28:36] And the other person could also technically be right.

[00:28:40] But then you put the ideas together

[00:28:42] and you find yourself that you'll make some progress.

[00:28:44] But I think that's what it's saying.

[00:28:46] You'll have limited diversity and thought and perspective.

[00:28:49] Yeah, I like that.

[00:28:50] Yeah, I had to read through it.

[00:28:51] I was like, what is he talking about?

[00:28:52] But it's agreed.

[00:28:53] If you click up and you're not seeing other perspectives,

[00:28:55] you're not.

[00:28:56] And what it made me think about right away

[00:28:59] was like if you're the smartest person in the room,

[00:29:01] you're in the wrong room.

[00:29:03] And that is absolutely true at work, right?

[00:29:08] Everybody has their lane, meaning, hey,

[00:29:11] that person that is a steady Eddie just keeps their head down,

[00:29:14] doesn't want managerial responsibilities.

[00:29:17] And they're not trying to grow.

[00:29:18] They're just, they're in their lane.

[00:29:19] They like their lane.

[00:29:20] They're trying to stay there.

[00:29:21] That's cool.

[00:29:22] I think you have to be aware of all these best

[00:29:24] practices as well.

[00:29:26] But if you're trying to grow, you have ambition

[00:29:29] and these things.

[00:29:30] You want to be around people that are going

[00:29:33] to teach you more at work.

[00:29:35] Not, you don't want to sit with your same folks

[00:29:37] that or some other folks that ain't interested.

[00:29:40] You don't want to know offense, but you

[00:29:42] don't want to sit with the steady Eddie guy, your girl.

[00:29:44] You know what I mean?

[00:29:45] You might want somebody to challenge your thought process.

[00:29:47] Yeah.

[00:29:48] You might want to pick somebody in another department.

[00:29:52] And the mama have lunch with them

[00:29:54] because they're going to teach me something.

[00:29:56] You know what I mean?

[00:29:59] So in summary, I think it's like you said,

[00:30:03] the key word here in any relationship, especially at work,

[00:30:08] balance.

[00:30:10] Absolutely.

[00:30:10] A healthy amount of boundaries, a healthy amount of interaction,

[00:30:14] a healthy amount of socializing and everything

[00:30:18] like that.

[00:30:18] So I see you have some additional notes down here.

[00:30:21] Some of it is overlap.

[00:30:22] I'm going to share the percentage first.

[00:30:25] But before that, I want to leave them

[00:30:27] with my overall, we're not saying anything is yay or nay

[00:30:34] or yay, nay.

[00:30:35] We're not saying, oh, this is good.

[00:30:37] This is bad.

[00:30:37] We're just, it's conversation.

[00:30:40] Think about this stuff.

[00:30:42] There's a best practice, the best practice,

[00:30:44] like any relationship.

[00:30:48] Take your time.

[00:30:51] There's no rush.

[00:30:53] Mama used to say, what?

[00:30:55] You know what I mean?

[00:30:56] So there's no reason to rush into any just literally

[00:31:01] like any relationship.

[00:31:03] There's no reason to rush into it more so at work.

[00:31:06] Take your time, man.

[00:31:07] It's cool to get friendly.

[00:31:08] That's awesome.

[00:31:09] You know what I mean?

[00:31:10] That's awesome.

[00:31:11] But you don't have to tell everybody your life story

[00:31:14] in the first five minutes that you meet them.

[00:31:17] That is unnecessary.

[00:31:19] Less is more.

[00:31:20] Oversharing.

[00:31:21] Right.

[00:31:22] Oversharing is not good.

[00:31:23] Less is more.

[00:31:24] There's another saying that I live by.

[00:31:27] Three things you never share.

[00:31:29] Love, money, and your next move.

[00:31:36] And that's it.

[00:31:38] If you live by that at work, oof.

[00:31:42] That's it.

[00:31:43] Three things don't share.

[00:31:44] Your love, your money, and your next move.

[00:31:47] Because your next move could be out of that job.

[00:31:50] Right?

[00:31:50] Your next move could be starting to side hustle.

[00:31:53] And then somebody at work, your boy at work is like what?

[00:31:56] Well, this boy's getting money.

[00:31:58] OK, you don't need this job.

[00:32:00] OK, I'm going to take your job.

[00:32:03] He don't even get this job.

[00:32:05] I'm going to be on that run until that.

[00:32:07] Run until that.

[00:32:08] Exactly.

[00:32:08] I'm going to go spread this rumor like, oh, boy.

[00:32:11] Why am I doing what it might be?

[00:32:14] They're out of here.

[00:32:16] You know what I mean?

[00:32:17] You have to be careful.

[00:32:19] You have to be careful with things.

[00:32:22] And you just have to approach it like that with balance.

[00:32:25] Less is more.

[00:32:26] Take your time.

[00:32:28] Do not rush into things like that.

[00:32:30] Yeah, we covered most of this stuff.

[00:32:33] So what I found was, go ahead while I look, pull up this.

[00:32:36] One of the things in the military that day,

[00:32:39] it was different because they had a policy

[00:32:43] against fraternization, fraternizing.

[00:32:46] So let's say.

[00:32:47] It's fraternizing, meaning intimacy, romance.

[00:32:51] No, no, no.

[00:32:52] Friendship.

[00:32:53] Just friends.

[00:32:53] Certain friendships.

[00:32:55] So you couldn't fraternize if you're enlisted.

[00:32:59] Oh, ranking.

[00:33:01] Yeah, in ranking.

[00:33:01] So if you're enlisted, you have to hang with the enlisted

[00:33:04] folks.

[00:33:05] Wow.

[00:33:06] And deal with your people.

[00:33:07] And then if you're a certain rank and above

[00:33:10] like between chief and officer, then

[00:33:13] you could like interact with them on a more cordial or

[00:33:17] friendly basis because it was improper for somebody that

[00:33:23] was enlisted was messing with somebody

[00:33:25] that was in officer or whatever.

[00:33:27] We could get in trouble for that.

[00:33:29] I don't know.

[00:33:30] That was how it was.

[00:33:30] I was back in the day.

[00:33:31] Good point, though.

[00:33:32] Because we were talking about that, how rule, how companies

[00:33:35] dag on it.

[00:33:36] That's what I meant to research a little bit too,

[00:33:39] was like how many companies still have policies against it.

[00:33:43] Because I don't think they can.

[00:33:45] I don't think they can really.

[00:33:47] We're looking at right now.

[00:33:48] OK, cool.

[00:33:49] So now I found this other little survey that was done in 2021.

[00:33:52] Just numbers.

[00:33:53] There's nothing.

[00:33:54] Surveys are relative.

[00:33:57] And it said, how does having a work best friend

[00:34:01] impact your job?

[00:34:03] 57% of the people said it makes my work more enjoyable.

[00:34:08] 22% say I'm as or more productive.

[00:34:13] 21% says they have supported me through any workplace

[00:34:16] or personal issues.

[00:34:18] 21% say I feel more creative.

[00:34:22] 21% say I don't have a friend at work.

[00:34:26] 20%, oh, I'm sorry, 15% say I don't have one.

[00:34:32] But would like one ideally.

[00:34:35] 12% say I'm less likely to leave the company.

[00:34:40] I don't know about that.

[00:34:42] 6% say they're less productive.

[00:34:46] They're being honest.

[00:34:47] I think it's probably bigger.

[00:34:50] And then 5%, I have started a new company, new role

[00:34:54] in the last year, and I found it hard to make friends.

[00:34:58] You may not be a good fit.

[00:34:59] You know what I mean?

[00:35:01] Word up.

[00:35:02] Because I feel like, and I talk about this in,

[00:35:08] like I was telling you on writing Pillar number one

[00:35:10] out.

[00:35:11] Right?

[00:35:12] I'm writing the five pillars out.

[00:35:13] And Pillar number one talent, I was, I came,

[00:35:18] I basically threw in there the Jim Collins Good to Great book

[00:35:23] when he mentions this concept of having

[00:35:26] the right people on the right bus.

[00:35:28] So no matter what skill set or where you're going,

[00:35:32] if you got the right people on the bus, it doesn't matter.

[00:35:35] You're going to be successful wherever you go.

[00:35:37] And whatever you do, right?

[00:35:38] You have the right people.

[00:35:40] And I do feel that where we are currently

[00:35:43] is it has done a great job in getting

[00:35:46] the right people on the bus.

[00:35:51] So that might be just the kind of testament

[00:35:53] to not being in the right place, being a right fit

[00:35:56] for that.

[00:35:57] You might want to rethink that environment there.

[00:35:59] But go ahead.

[00:36:00] What'd you find?

[00:36:03] Yeah, there's a lot of, well, I'm looking for an actual

[00:36:08] percentage and I can't find it.

[00:36:10] But there are templates out there saying, hey,

[00:36:14] a non-fratenization policy.

[00:36:16] There's even one article that says that white businesses

[00:36:19] should have a fraternization policy that limits,

[00:36:24] that creates limitation between coworkers,

[00:36:26] professional and personal life.

[00:36:29] I worked for a place.

[00:36:30] I think I told you this.

[00:36:31] I worked for a place that actually had a policy

[00:36:34] in the civilian world.

[00:36:39] OK.

[00:36:39] Not just the military.

[00:36:41] I worked for a company that, hey, you had to go to HR.

[00:36:45] And if you were interested in somebody,

[00:36:46] you had the sign or something like, hey,

[00:36:48] this is not going to impact my work.

[00:36:50] We're not going to do this.

[00:36:51] So weird.

[00:36:52] That's so weird.

[00:36:53] I wonder where the legalities are on that.

[00:36:56] Because it's up to the, from what I'm reading,

[00:37:00] it says it's up to the company because they're

[00:37:03] saying it could potentially impact productivity, which

[00:37:07] will impact the company.

[00:37:10] It's a relationship goes sour.

[00:37:14] And somebody, whether that's a friendship or romantic,

[00:37:19] like it could cause troll-ed work.

[00:37:22] So real quick, I found an article.

[00:37:24] It says, can my company tell me on one hand

[00:37:27] that I should not go out to dinner with my coworker?

[00:37:31] Cannot?

[00:37:33] No.

[00:37:36] Sorry, folks.

[00:37:37] Yeah.

[00:37:39] I guess there's no clear cut on it.

[00:37:47] So can my company prohibit me from socializing with coworkers?

[00:37:51] If the employer can point to a specific duty,

[00:37:54] the employee is neglecting, such as failing

[00:37:57] to attend an evening network event or entertaining clients.

[00:37:59] And the employer may be able to prohibit this socialization.

[00:38:07] I think it's your employer can fire you for whatever reason

[00:38:11] they want, as long as it is employment-related,

[00:38:14] not discriminatory.

[00:38:15] Therefore, he can't use hanging out

[00:38:17] with coworkers outside of work without him being

[00:38:20] present as a reason to fire you.

[00:38:23] Go ahead.

[00:38:24] Yeah, I was just going to say they have to tie it back

[00:38:27] to work somehow.

[00:38:28] Yes.

[00:38:29] So there's an example here.

[00:38:31] OK.

[00:38:32] It says non-fratenization policy considerations.

[00:38:35] It says some companies may have something in writing where

[00:38:40] it's saying, oh, you're an officer of the company.

[00:38:43] You can't engage in a romantic relationship

[00:38:48] with a lower level employee.

[00:38:51] And I get that.

[00:38:52] But that's very specific and different.

[00:38:55] And that has direct work implications.

[00:38:58] I get those.

[00:38:59] So I get.

[00:39:00] But if we're two equals, right?

[00:39:04] Yeah, it says that too.

[00:39:05] This article says that.

[00:39:06] It says if you're a lower level person,

[00:39:11] then you start to date another.

[00:39:12] Because it's going to happen, right?

[00:39:14] Yeah.

[00:39:15] You're another lower level person.

[00:39:16] It said, man, I have language in there.

[00:39:19] And you cannot necessarily fire that person because of that.

[00:39:24] But if it's the vice president of something department

[00:39:29] and they're messing with receptionists over here.

[00:39:33] Yeah, that I get.

[00:39:34] Yeah.

[00:39:35] That's inappropriate.

[00:39:37] There's abuse of power there.

[00:39:39] Yep.

[00:39:40] But just straight out, yeah, they can frown upon it.

[00:39:44] But.

[00:39:45] Yeah, it can be frowned upon.

[00:39:46] Yeah.

[00:39:47] I mean, it comes back to us, right?

[00:39:48] We need to monitor our behavior.

[00:39:54] And just and just that's why I like working at home a lot,

[00:39:59] because I can just focus.

[00:40:00] I can lock in.

[00:40:01] I can choose when I'm going to socialize and fraternize.

[00:40:06] I can choose when I have my distracting conversations

[00:40:09] or whatever and BS and whatnot.

[00:40:13] And you don't get forced into something

[00:40:15] and then be it be have to be rude.

[00:40:18] Hey, I need to get back to work right now.

[00:40:21] You know what I mean?

[00:40:22] And then the open environment is tough because people just

[00:40:26] I used to be at the edge on the corner

[00:40:28] and people used to just stop.

[00:40:31] Hey, what's up, man?

[00:40:31] Yeah.

[00:40:33] They actually stop and ask a legitimate question

[00:40:35] and they're like, OK, cool.

[00:40:36] Oh, then I just be like, yeah, man.

[00:40:40] All right, cool, man.

[00:40:42] Or person like it's it was so tough to.

[00:40:47] How do you go away?

[00:40:49] Please.

[00:40:49] I'm right in the middle of this.

[00:40:51] That was the tough part.

[00:40:52] And then I found myself going into rooms

[00:40:55] like when I needed to do focused work,

[00:40:58] I would have to go into a room and close the door

[00:41:00] and just go at it or close your office door.

[00:41:03] Yeah. Well, no, I don't have an office in this open environment.

[00:41:06] Oh, we did have rooms that we can duck into.

[00:41:10] We still had conference calls.

[00:41:11] We were in HR and payroll.

[00:41:13] So we had to have private calls, confidential calls.

[00:41:17] You know what I mean?

[00:41:19] There was a concern about our screens being out.

[00:41:25] And I would I was really good at that, like folks would come up

[00:41:27] and I would click, won't click.

[00:41:30] Like I would be very conscious about who's behind me.

[00:41:34] Boom, let me switch my screens.

[00:41:36] I'm not on because if I had somebody's freaking salary up

[00:41:39] on the employee profile, my screen, I had two big screens.

[00:41:42] Like this is visible like a block away.

[00:41:46] Getting into other stuff.

[00:41:47] But still it's a workplace thing.

[00:41:50] Maybe we got to figure out where that falls in this conversations.

[00:41:54] But yeah, man.

[00:41:57] What else?

[00:41:58] In that same survey, they said, do you have a work best friend?

[00:42:02] See now these are this is where the numbers are often these surveys,

[00:42:05] right? Because it's 40 percent says they do not have one.

[00:42:09] But then, oh, OK, 15 percent of them said they would like one,

[00:42:15] though. So 40 percent said they don't have a work friend.

[00:42:21] But 15 percent would like a work friend.

[00:42:24] Maybe not. Yeah.

[00:42:28] Right now, my work friend is Charlie with Charlie.

[00:42:30] He ain't we ain't working right now.

[00:42:31] He left my ass, but.

[00:42:35] So it's so interesting how this plays out.

[00:42:39] And that's why we thought we start off on this kind of a more lighter

[00:42:43] on the tougher, safe talk conversations, safe space.

[00:42:48] Some of the other ones we want to talk about is like the CPP

[00:42:52] to get it or not to get it.

[00:42:54] Is it for you? Is it not for you?

[00:42:56] Should you get it? Should you not get it?

[00:42:59] Yeah, I think.

[00:43:01] Not necessarily should you not or not get it.

[00:43:04] I think it should be more.

[00:43:07] Can you be successful?

[00:43:09] There you go. Sure.

[00:43:11] We should frame it.

[00:43:11] Yeah, we got to frame it right.

[00:43:13] Because getting it is going to help you.

[00:43:16] And then they saw, yes, you should, if you can.

[00:43:19] So like, it's better.

[00:43:21] Can you be successful without it?

[00:43:23] True.

[00:43:24] Are you kept?

[00:43:25] So to the point, but we're getting we're going down that route.

[00:43:29] We got to save this for the show.

[00:43:30] But like somebody told us they've met CPPs that can't do certain things.

[00:43:37] So, you know, so anyway, we'll get to that.

[00:43:40] But that we're going to do that show.

[00:43:41] See how we already look.

[00:43:42] See, he wants to talk about it more.

[00:43:44] It's not this show.

[00:43:44] What we're talking about the friends now.

[00:43:48] I didn't bring it up.

[00:43:49] Oh, yeah, I know.

[00:43:53] But as you can see, very like topics that we got so much to say.

[00:43:58] Talk about was another one.

[00:44:01] The I don't know if everybody's familiar with code switching.

[00:44:05] But that's something we want to talk about.

[00:44:07] I think it leads very much into authenticity.

[00:44:11] It can be authentic at work.

[00:44:14] And it because that's what it is, right?

[00:44:16] That's a good point.

[00:44:17] That's a good point because some people can't take certain personalities.

[00:44:22] So sometimes you have to reign yourself in as an individual.

[00:44:27] Yeah.

[00:44:28] Again, we can get into that little.

[00:44:30] Yeah, we'll get to it.

[00:44:31] Yeah, this is all fun stuff.

[00:44:32] This is all fun stuff.

[00:44:34] Yes, let's write it down because so folks more to come.

[00:44:38] If you haven't subscribed yet, subscribe now.

[00:44:43] That's it, man.

[00:44:45] All right.

[00:44:46] Thank you everybody.

[00:44:48] Peace.

[00:44:50] Before we sign off, here are a couple of quick things.

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[00:45:02] And thank you for being a part of this journey with us until next time.

[00:45:06] Keep learning.

[00:45:07] Keep growing.

[00:45:08] And most importantly, keep going.