النص الكامل لحلقة Construction Protects the Body. But What About the Person?

stuff. 00:06:48.320 --> 00:06:53.840 But the area that I didn't have any experience with was really creating culture. 00:06:54.720 --> 00:06:56.080 Or I didn't study it. 00:06:56.159 --> 00:06:57.600 I didn't, I wasn't trained on it. 00:06:57.679 --> 00:07:00.399 I didn't really even know that it existed at that time. 00:07:00.879 --> 00:07:19.360 But because of my character and my personality, being the underdog when I lived in Greece and going to school in Greece and always behind in school, behind in school, and in Canada being the underdog again, because my English skills were not very up to the speed they should be. 00:07:19.439 --> 00:07:22.320 So I had to be put behind one grade, for example. 00:07:22.639 --> 00:07:38.639 That feeling of somebody feeling like they don't belong or they're not good enough is something that I definitely uh I'm grateful that I experienced because I think that's where my empathy and my love for people comes very naturally for me. 00:07:38.879 --> 00:07:48.320 I just didn't realize that it was going to be the most significant part of the work that I would be doing running this school. 00:07:49.039 --> 00:07:58.159 So I'm learning marketing, I'm learning advertising, I'm learning, I'm learning, I'm learning, I'm putting together the curriculum, getting approved by the Ministry of Education, but at the same time, I've got all these people. 00:07:58.480 --> 00:08:27.519 And these people are uh it was an amazing experience because you know it was at a time where uh you may have not have met um a girl from Iran, you may not have had a student from Bermuda, then you'd have a student that so the concept of multiculturalism was really in a bubble, you could say, in our school, and that bubble was created with the empathy of we are all equal. 00:08:27.759 --> 00:08:29.759 No one is better than the other person. 00:08:30.320 --> 00:08:43.439 And ultimately recognizing what strengths and maybe challenges that individual had and helping them to rise and succeed was not just my job. 00:08:43.600 --> 00:08:46.159 It became something that everybody was accountable for. 00:08:46.480 --> 00:08:50.559 You know, one, it's something that you can tell as an individual you're passionate about. 00:08:50.720 --> 00:08:58.559 But but I'm gonna step back to something that you said early on, which was you you had life experiences that you weren't in control of. 00:08:58.799 --> 00:09:08.000 Your parents were in control, you were moving between locations and spaces, and you had to learn to adapt an environment that wasn't always comfortable as a human. 00:09:08.320 --> 00:09:16.159 You were able to, again, a lot of us don't, as young, young people, we don't recognize those situations. 00:09:16.399 --> 00:09:17.919 Like we're not as aware of it. 00:09:18.080 --> 00:09:55.919 We feel that pain or feel whatever emotion is in that moment, but we're not sure how that's going to relate as we get further downstream in our own life and how we we can utilize those to strengthen our own personal relationship with ourselves, with others, but see the other human that you were starting to describe is as you got into business, you were like, how can I take these things and put them into whether you knew what culture was, because again, defining it like culture is experienced whether it's named or really put on the wall or really a focus area. 00:09:56.159 --> 00:09:58.240 People still feel culture, right? 00:09:58.399 --> 00:10:08.959 Like we still go through that based off of how leaders show up and how you know everybody shows up to sit in their space or location within a business. 00:10:09.279 --> 00:11:34.399 So you talked a little bit about how you wanted to take these skill sets that you had, apply them not only to those that you were teaching, um, but you were also starting to think of like, okay, I've got to run a business. 00:11:34.639 --> 00:11:37.120 I've got to think about that entrepreneur piece. 00:11:37.360 --> 00:11:50.480 But I'm curious as you you talked about like culture and working with all of not just culture of the business, but everyone's bringing their own lived experiences into your school. 00:11:50.560 --> 00:11:57.120 They're all coming from different regions and different areas, which I think is true when you flip that to the construction piece. 00:11:57.279 --> 00:12:00.480 That same thing happens in the construction industry. 00:12:00.639 --> 00:12:08.320 We're all bringing different lived experiences onto project sites from a different company, uh from a different region, whatever it is. 00:12:08.480 --> 00:12:17.200 But just talk a little bit more about what you saw during that time, and then we'll kind of you know get into present day a little, you know, and a little bit later. 00:12:17.360 --> 00:12:27.120 But just what were some of those things that you were seeing and learning as you were going through as a leader uh from that culture side, um, from everybody's lived experiences? 00:12:28.159 --> 00:12:36.879 I think that because I really set the tone, and it wasn't like policies, procedures, and books and written out. 00:12:37.039 --> 00:12:44.240 It was your basic conversation when they were registering to enter the program, what is acceptable and what is not. 00:12:44.399 --> 00:12:48.159 And the one part that was not acceptable was negative gossip about somebody else. 00:12:48.320 --> 00:12:57.680 And if that was to occur, then unfortunately they would get a warning, and after a second warning, then they wouldn't be able to continue the program and they'd have to sign off on that. 00:12:58.000 --> 00:13:01.680 So then they are responsible for how they're going to handle themselves. 00:13:01.840 --> 00:13:09.919 So that's sort of a very official way of doing it, but at the same time, it's in the back of their mind and then think twice about maybe engaging in conversations. 00:13:10.000 --> 00:13:20.240 And I'm not gonna say that, you know, I had a school

full of fairies, although fairies were our logo, because of course there were conversations that may have gone to one direction at some point or another direction. 00:13:20.399 --> 00:13:27.360 I had to bring them in, I had to sort through it clearly, let them know where where it's at, if they're wanting to be in the program. 00:13:27.759 --> 00:13:35.360 And that part was part of the foundation for the rest of it to actually take a better place. 00:13:35.519 --> 00:13:53.200 Because if you're not in a negative headspace or jealous or competing or gossiping amongst each other, especially with women, then it allows everybody to realize that they are one of a kind and that they can appreciate the one of a kindness. 00:13:53.519 --> 00:13:58.320 And then the highest level, of course, is that they're all supporting each other after, right? 00:13:58.560 --> 00:14:01.120 My job is all of a sudden in their hands. 00:14:01.279 --> 00:14:08.240 The part that I would be not able to do on a you know daily basis as far as communicating with them because I'm busy doing other things. 00:14:08.480 --> 00:14:16.320 But on their side, they're watching them inspire support and bond was such an exciting thing for me. 00:14:16.480 --> 00:14:20.639 It was one of the most exciting things that I realized that I had the capacity of doing. 00:14:21.440 --> 00:14:21.840 Yeah. 00:14:22.159 --> 00:14:32.879 I mean, I remember looking in the mirror one day and just looking at myself and going, wow, people, relationships, how you treat them, make them feel safe, and just watching the flowers bloom. 00:14:33.200 --> 00:14:47.600 You're talking about providing that psychological safety and that space and room, not only for yourself to grow, but for those that are in a school to grow, to understand, like, hey, life feels like a competition every day, right? 00:14:47.759 --> 00:14:50.159 Like the job market is what it is. 00:14:50.399 --> 00:14:53.919 And I can think about women in construction as you're talking about this. 00:14:54.080 --> 00:15:02.480 It's like we're all fighting for our own, you know, relevancy in our own job and trying to to move up if we want to. 00:15:02.639 --> 00:15:03.919 And where does our career go? 00:15:04.000 --> 00:15:05.840 And do I have a career path? 00:15:06.159 --> 00:15:11.200 And when you're when you're in school, there's there's the attention that you want, right? 00:15:11.279 --> 00:15:18.720 There you want, you want attention, you want people to recognize you so that you can elevate your learning or just elevate whatever it is. 00:15:18.800 --> 00:15:19.039 You're brain. 00:15:20.000 --> 00:15:20.720 To believe in you, right? 00:15:21.279 --> 00:15:21.919 To believe in yourself. 00:15:22.080 --> 00:15:22.560 Yeah. 00:15:22.879 --> 00:15:28.000 You said something that I think is is important to drill into a little more. 00:15:28.159 --> 00:15:32.399 And you mentioned something about how with women you were noticing it more with women. 00:15:32.480 --> 00:15:36.480 And then that was you you kind of said we have a no-gossip policy. 00:15:36.560 --> 00:15:41.039 We the way you were sort of approaching it, because that's there, there are like roles and regulation, right? 00:15:41.120 --> 00:15:48.480 And then there's there's things that we want to become more intrinsic, that it's just, I don't know if it's a you know, a social norm. 00:15:48.639 --> 00:15:55.840 We all have social contracts, like we all live on one planet and we all work, you know, work in in a region. 00:15:56.080 --> 00:15:58.800 And that is a human on the other side of it. 00:15:58.879 --> 00:16:07.440 And if we live in a world that we feel we have to be in constant judgment, especially in today's world, and you were probably seeing this as social media was coming out, right? 00:16:07.600 --> 00:16:16.159 Like as you're in your career, once we had you know, websites and social media and people just feeding into this, like what have you? 00:16:16.800 --> 00:16:19.840 This is a question I still struggle with even asking. 00:16:20.080 --> 00:16:35.919 How were you able to help them sort of see that humanity piece a little more of the woman on the other side that they were working with to beyond the the really, like you said, I'm going to write you up, right? 00:16:36.000 --> 00:16:38.399 You're going to go through the regulation piece. 00:16:38.639 --> 00:16:41.600 How was that transition embraced? 00:16:41.759 --> 00:16:45.519 Like, I'm sure it took time and everybody was different. 00:16:45.680 --> 00:16:57.039 But like, I before we do get into kind of the your your focus with the construction industry, like, what were some of those experiences like for you and helping women navigate that piece? 00:16:57.360 --> 00:17:05.039 It actually becomes, you know, between myself, the instructors, the spot coordinator. 00:17:05.359 --> 00:17:07.599 So we've all got to be on the same page. 00:17:07.919 --> 00:17:17.200 And we all have to be agreeing on the way that we want to handle and treat situations, and mostly hiring people with heart was my thing, right? 00:17:17.519 --> 00:17:30.399 So if you've got your heart still and it has not been buried and lost, then you will be able to communicate and handle these mostly young ladies, although we did have second career ladies coming in, et cetera. 00:17:30.639 --> 00:17:42.480 That part is crucial because developing those people skills, those human skills, those communication skills, then allows for them to be in an environment where they feel respected, right? 00:17:43.200 --> 00:17:49.519 You treat people with respect and you treat them with like you really want them to succeed and you're on their side. 00:17:50.799 --> 00:17:54.639 That translates to the next person, translates to the next person. 00:17:54.879 --> 00:18:06.159 So all of a sudden you've got a cluster of women that are all feeling and thinking and treating each other at a level where you become the best you

can be, because that's what you want for each other. 00:18:06.399 --> 00:18:12.720 So you celebrate when they do well, you help when they're not doing that well in a certain area, and you're good at it, for example. 00:18:13.039 --> 00:18:26.080 Another example I'll give you when we had potential students coming to the school, the procedure was that they would have a complimentary manicure and a pedicure in the spa area where the students actually are doing their practical. 00:18:26.480 --> 00:18:32.160 And that would be their opportunity to speak to the students and ask questions about the school. 00:18:32.400 --> 00:18:41.759 That was one of my favorite marketing tools because the honesty from the student to the potential students was available for them to discuss whatever they like. 00:18:42.480 --> 00:18:52.320 In addition to that, when the student would enroll, the estheticians that were doing their manicure pedicure, for example, were so excited to bring them in because they were part of it. 00:18:52.480 --> 00:18:56.320 They were accountable for making this person successful as well. 00:18:57.840 --> 00:18:58.080 Yeah. 00:18:58.240 --> 00:19:07.840 So the sense of pride and being able to utilize the lived experience of the of the students to draw on bringing other students in, right? 00:19:07.920 --> 00:19:12.240 I think is a powerful part because I always think about the construction industry. 00:19:12.400 --> 00:19:15.600 Obviously, that's what we're gonna dive into your next phase. 00:19:15.840 --> 00:19:19.920 We have an image issue, and I've talked about it a lot with other guests. 00:19:20.080 --> 00:19:22.400 Like the construction industry has an image issue. 00:19:22.480 --> 00:19:24.400 And that's whether you're male or female. 00:19:24.560 --> 00:19:44.400 Like the image isn't just one image issue, it is a multi-layered, multi-faceted issue that we need to address because we're all proud of what we design, we're all proud of what we build, we're all the best messengers to get the next generation to want to come into an industry. 00:19:44.720 --> 00:20:01.840 But if the experience that we have in our businesses and in a project and what an owner feels is not good, like then it's then it's really going to be poor marketing because that's where the gossip starts. 00:20:02.000 --> 00:20:04.000 That's where the frustration starts, as you were saying. 00:20:04.160 --> 00:20:21.280 So like I do think that is a again, a powerful connection piece of that you're probably bringing, bringing forth in your work is like, hey, like, we want people to have a good experience, not only as students, but you're about to go out into the world and have clients. 00:20:21.440 --> 00:20:44.080 And if those clients don't feel that you are passionate about what you're doing and you are the brand, you are the market for your work and your team's work or the project team's work or whatever layer, like then no one's going to want to come to do what a lot of the women that you've been working with, and then fast forward to the work you're doing today. 00:20:44.240 --> 00:20:48.640 No one's going to want to hire that team because they're not going to want a bad experience. 00:20:48.880 --> 00:21:05.440 So let's fast forward then up and up to, I know it hasn't been, you know, this year, and it hasn't only been a couple of years, I think, since you started uh kind of diving in and understanding the construction industry, but you've also had your own lived experience of hearing about it. 00:21:05.760 --> 00:21:20.160 So get us to the point where you mentioned your partner has been in construction for 35 plus years, and that that relationship in your last you know decade has given you stories. 00:21:20.400 --> 00:21:23.920 It's just giving you, you've shared information with one another. 00:21:24.160 --> 00:21:33.600 What was it within those, you know, that time frame, those 10 years, 10 plus years, whatever it was, that you were starting to say, hmm, there's a lot of similarity here. 00:21:33.760 --> 00:21:37.920 Were there little little sparks that were kind of coming up as you were talking through those things? 00:21:38.320 --> 00:21:44.480 I I definitely was very inspired when uh he would share stories about women on site. 00:21:45.360 --> 00:21:55.680 And for example, uh one story was that a lady uh was pregnant, uh, she's a welder, and um, she was eating McDonald's every day. 00:21:56.080 --> 00:22:01.280 And the guys were so worried for her that they started bringing her lunch. 00:22:02.080 --> 00:22:02.720 I loved it. 00:22:03.680 --> 00:22:05.520 Well, in those days, too. 00:22:06.240 --> 00:22:13.520 We're not even talking, we're talking like even like maybe 15, 20 years ago, which is great because she was one of the first on site at that time. 00:22:13.680 --> 00:22:15.600 I mean, it's increased quite a bit now. 00:22:15.760 --> 00:22:21.120 It's still very petite, but the pioneers, the first ones, what they went through was really hard. 00:22:21.840 --> 00:22:26.640 A story like that made me very, very heartfelt good. 00:22:26.800 --> 00:22:32.560 But there's the other side where there's another person, for example, that really gave her a horrible time. 00:22:33.920 --> 00:22:48.240 And it was a for real horrible time that this lady had to experience through this individual and push through it because of her commitment, her decision, because she has she's gonna have a family, she needs to make her money. 00:22:48.480 --> 00:22:56.240 And interestingly enough, that particular person at this stage, maybe in the past five years or so, actually went to apologize to her. 00:22:56.720 --> 00:22:57.760 I love that story. 00:22:57.920 --> 00:23:20.800 So when you're saying what stories is he sharing with me, I mean, I'm getting I I what his day was about, and particularly what has inspired me to participate in the work that I'm doing is his belief in me that there is a place for me in the construction

industry to assist in creating culture for women to not be so against each other as well. 00:23:21.440 --> 00:23:22.000 Unite them. 00:23:22.400 --> 00:23:28.320 Those two sides of the story there are so important for us to pause as humans. 00:23:28.880 --> 00:23:43.280 One, you know, to have the self-awareness of teams to see this woman who who is pregnant and bringing her, I'm sure, healthier food, like trying to do what they could was a very supportive. 00:23:43.440 --> 00:23:45.280 And that that trickles, right? 00:23:45.360 --> 00:23:52.320 Like once you experience someone doing something good for you, like we all begin to like change. 00:23:52.480 --> 00:23:55.200 Like in internally, we start to think differently. 00:23:55.440 --> 00:24:02.160 We we bring our ourselves to work differently or whatever environment we're in to recognize the human. 00:24:03.040 --> 00:24:06.640 If someone's having a bad day, you feel it, then that may shift. 00:24:06.720 --> 00:24:07.120 That's something. 00:24:07.760 --> 00:24:09.360 Shifts you into a bad day. 00:24:10.560 --> 00:24:17.920 And I think as you're telling that story, like to be able to have the self-awareness of this, I don't want to call it guilt. 00:24:18.000 --> 00:24:29.040 It's just probably an awakening or an interruption of a pattern that they found themselves in to realize like, I've done something that I'm not proud of and I want to address it. 00:24:29.200 --> 00:24:40.080 And I think that's what we don't slow down enough in our industry, because we we don't want to talk about feelings and emotion. 00:24:40.400 --> 00:24:40.880 Why? 00:24:41.120 --> 00:24:46.640 Like what you're human, like you're gonna have it, like you're gonna go through every emotion. 00:24:46.800 --> 00:24:56.640 Like you're not just like I don't know who watches the show Severance, but like you can't just erase your mind, like walking into work and then turning it back on and forgetting what you did in work. 00:24:56.720 --> 00:24:59.200 Your work's gonna go with you and your life's gonna go with you. 00:24:59.360 --> 00:25:08.080 So when you bring the whole self to work, like you're carrying whatever stress and or you know, emotion that you're coming from home with. 00:25:08.240 --> 00:25:10.720 Same thing when you take it home from the job. 00:25:10.880 --> 00:25:14.880 So these stories are important, and I'm sure there's obviously a lot more. 00:25:15.120 --> 00:25:18.720 But so those things were coming up in your conversations. 00:25:18.880 --> 00:25:23.680 So take us to the point where you said, I think there's more I can do. 00:25:23.760 --> 00:25:25.120 And how did that come about? 00:25:25.280 --> 00:25:33.520 And then we'll talk about really those things that you're aiming, you know, to really help women with and some of the programs and discussions you've been having. 00:25:33.680 --> 00:25:40.560 But what like that point in time when you're like, you know what, I'm gonna take all my lived experience and

I'm gonna help the construction industry. 00:25:40.720 --> 00:25:41.920 What was that moment like for you? 00:25:42.000 --> 00:25:46.240 And how did that, how did you go about learning more about construction industry? 00:25:46.560 --> 00:25:58.080 I was very fortunate that Eddie, uh, that's his name, uh, has really created incredible relationships with most people that he works with, and particularly with women because of his nature. 00:25:58.320 --> 00:26:01.120 So it was a friendship that they had created. 00:26:01.280 --> 00:26:08.080 So they were always supporting each other, helping each other, making sure if this job was ending, you know, give a reference to the next person. 00:26:08.240 --> 00:26:11.840 So I had the opportunity to meet them, spend time with them, and talk to them. 00:26:12.000 --> 00:26:29.200 And in that process, the realization that they are so alone and they don't have a connection uh really touched me and made me feel that, you know, there's gotta be something more for these women to be able to participate in this industry and not be the outsider. 00:26:29.520 --> 00:26:30.160 Yeah. 00:26:30.720 --> 00:26:36.000 What were some of the things and again, there's we we talk about 14%ers, right? 00:26:36.080 --> 00:26:38.720 So there's 4% of the basically trades. 00:26:38.800 --> 00:26:52.560 I think, and the data's gonna continue to change as we have, you know, retirements and other things happening, but 14% of the workforce within construction, that's probably 10% off as 4% in the field. 00:26:52.880 --> 00:26:58.400 Were you seeing, and maybe this is more from the field side that the stories were sort of coming in? 00:26:58.560 --> 00:27:00.080 But I think the same holds true. 00:27:00.240 --> 00:27:06.880 The story that you just said about the pregnant woman, and I think about the office in my time in the industry. 00:27:07.360 --> 00:27:22.000 Like we haven't made it the best that we can, whether it's in the in the trades or in the office for women and that experience, as you said, to make it the best experience, to make them seen, to make them not feel alone. 00:27:22.160 --> 00:27:27.200 And men, men can do a lot of things, can sponsor. 00:27:27.440 --> 00:27:33.440 But I think a lot of men don't know even how to ask the right questions. 00:27:33.680 --> 00:27:44.000 What are some things that you, you know, you've seen and heard maybe from from Ed and others, like, of ways that you can really sponsor? 00:27:44.160 --> 00:28:02.080 Like how women can sponsor other women, but men can sponsor women to really help get rid of that loneliness or help make the connection or help when something, you know, isn't the best culture that it can be, not only for the for women, but for everybody involved. 00:28:02.240 --> 00:28:06.720 Like, have there been things that have come up for you during your your educational journey on this? 00:28:07.040 --> 00:28:13.440 Um, I mean, I feel like the question that you're asking is what are

the possible solutions? 00:28:14.480 --> 00:28:14.720 Right? 00:28:15.040 --> 00:28:29.280 Well, so things like they don't have to be solutions, but just things you were noticing of like, I think some men are afraid to say something, or some men even like they're afraid they're gonna get judged from other men if they do certain things. 00:28:29.440 --> 00:28:39.680 I'm just curious, like, have you seen some of that or just things that you're thinking about that can help us do this, like help provide a better culture, right? 00:28:39.840 --> 00:28:50.000 Help provide some of these uh I guess it would be two, you know, on-site in the office are two different worlds very much, although it's the construction world. 00:28:50.320 --> 00:28:58.400 And on-site, what I've seen is they really appreciate the skills that women can bring. 00:28:58.640 --> 00:29:02.400 So the detailed work, the tedious work they'd refer to. 00:29:02.640 --> 00:29:10.880 And when the relationships come in a healthy way together, that means that if it's heavy pipe and she can't carry it, that's no problem. 00:29:11.120 --> 00:29:20.720 Because I'd rather do that and have her take care of all of the administrative, for example, at the end of the day, or the detail of the welding that has to be that has to occur. 00:29:21.040 --> 00:29:29.520 So I think that part is very helpful for for them as far as evolving and and it getting better in the office. 00:29:29.680 --> 00:29:32.720 It's about women having each other's backs as well, though, right? 00:29:33.680 --> 00:30:32.610 So it's it's it's such different environments, not only physically, but even mentally. 00:30:32.769 --> 00:30:39.410 But the challenges are very much the same, where they can feel very isolated in a boardroom because the only female that's there. 00:30:39.810 --> 00:30:43.090 Say say a little more about like supporting one another. 00:30:43.250 --> 00:30:49.250 Like you may be the only uh female in that executive room, but not the only female in the office. 00:30:49.410 --> 00:31:10.210 Like, were you are are are you noticing as you're going through your jour journey, right, to get to um get to the work that you're doing from your past experience, like that that that has been come become like more of a an aha moment of how maybe women are supportive of one another in office? 00:31:10.290 --> 00:31:16.370 And what are some things that you're you're thinking about as it relates to that to help with with that experience, that culture? 00:31:16.690 --> 00:31:32.769 Um I I definitely don't think it's a separate issue uh between the men and the women, but I do think that there is a degree of support, if organized, and being creative on how to bring that into the culture of that particular office. 00:31:33.009 --> 00:31:37.090 And training and development is just incredibly powerful. 00:31:37.330 --> 00:31:57.650 And what I'm talking about is training and development in people skills, human skills, communication skills, relationship skills, how to apologize properly, how to say you don't know how to do something and not be afraid, and not feel that uh you have to be on pins and needles because somebody is going to not have your back but stab your back. 00:31:57.890 --> 00:32:04.850 So if you could remove all of that and create a place where they they feel connected to each other, right? 00:32:05.009 --> 00:32:07.650 Because all of those words mean that there's a connection there. 00:32:07.890 --> 00:32:08.210 Yeah. 00:32:08.370 --> 00:32:26.050 And and that means that if I'm, you know, if if there's two women in a boardroom and one woman really loses her train of thought or stumbles or she feels intimidated or she's not really comfortable to speak up or have a voice, that you could look at that other woman and she'll give you a little wink or like a blink and say, I got your back. 00:32:26.210 --> 00:32:27.490 Don't worry, keep going. 00:32:27.650 --> 00:32:28.450 Yeah, yeah. 00:32:28.850 --> 00:32:30.370 Then you get that boost, right? 00:32:30.530 --> 00:32:30.850 Yeah. 00:32:31.090 --> 00:32:36.530 And you feel like, okay, I'm gonna I'm gonna open up and I'm gonna have a voice and I'm gonna express myself. 00:32:36.850 --> 00:32:37.490 Yeah. 00:32:37.730 --> 00:32:41.330 Well, man, the amount of times I've lost my train of thought. 00:32:41.570 --> 00:32:48.530 Like in meetings, like why what are we like if that if that's the worst thing, I think we want everybody to feel comfortable. 00:32:48.690 --> 00:32:53.170 That's psychological safety, not only in a in a conference room, but in everyday environment. 00:32:53.250 --> 00:32:56.050 And what I mean by that, it is that no judgment. 00:32:56.130 --> 00:33:01.810 It is the you're not going to, and most of the time it's our own human belief, right? 00:33:01.890 --> 00:33:09.970 Or limiting beliefs come into play here where we're saying, like, I'm not gonna speak up because I I might be embarrassed if I'm wrong. 00:33:10.210 --> 00:33:16.610 Or, you know, last time I said something, my last experience at my last job, like it did not go well when I spoke up. 00:33:16.690 --> 00:33:17.730 So I'm gonna sit quiet. 00:33:17.890 --> 00:33:24.450 And leaders have to create that space to allow people to say something. 00:33:24.610 --> 00:33:28.769 And even if like that opens the dialogue, asking deeper questions. 00:33:28.850 --> 00:33:35.810 You may not go in the direction that somebody else thinks, but like you can't have a bunch of yes people in a business. 00:33:35.970 --> 00:33:40.610 You need people bringing different loved experiences to help you grow your business. 00:33:40.769 --> 00:33:49.009 So for me, when I think about it, like having women and in leadership was so important because there were just things like I didn't know. 00:33:49.170 --> 00:33:52.850 Like, as a one, as a man, like I there are just things I don't know. 00:33:53.090 --> 00:33:57.730 And I mean a thousand, I mean, just not in

thousands, probably millions of things, right? 00:33:57.810 --> 00:34:07.090 But like I need people to feel comfortable to say it without any judgment, retaliation, you know, any of those things that they might be concerned about. 00:34:07.170 --> 00:34:10.050 And that's what you're talking about is creating those environments. 00:34:10.290 --> 00:34:14.610 I think about kind of going back into the office and and supporting one another. 00:34:14.769 --> 00:34:21.970 It's it's the the culture has always been like you mentioned training, like we can all learn. 00:34:22.130 --> 00:34:27.490 And what you're discussing is this, and I I know you've you've termed it invisible PPE. 00:34:27.650 --> 00:34:29.250 So I want to I want to drill into that. 00:34:29.330 --> 00:34:36.450 I think it's so important because the industry does not like we term it, and I don't know why we've ever termed this soft skills. 00:34:36.610 --> 00:34:38.450 I hate it, I say it all the time. 00:34:38.610 --> 00:34:46.370 Yeah, like the most difficult thing a human will ever figure out how to navigate is the human complexity of themselves and other people. 00:34:46.610 --> 00:34:52.210 So if you can't like figure that out, the technical stuff comes. 00:34:52.769 --> 00:35:08.929 But you are focused in an area that you are bringing up, you know, mental health, the psychological safety, emotional intelligence, and things that leaders are going to need, human connection, things from the heart and feeling like you're belonging, right? 00:35:09.009 --> 00:35:11.889 All of those things are so critical as a human. 00:35:12.289 --> 00:35:20.929 And you are now working with a group of people who are about, you got to grind through it. 00:35:21.009 --> 00:35:21.889 They're under pressure. 00:35:22.050 --> 00:35:26.289 Everything is under pressure, and I do not have time to think and feel these things. 00:35:26.449 --> 00:35:31.329 So, as that outside influencer, what has that experience been like for you? 00:35:31.489 --> 00:35:42.130 And how are you, how are you seeing people sort of get their own curiosity or open up or not open up, you know, as it relates to some of these conversations? 00:35:42.530 --> 00:35:53.170 The conversation I was having last night with Eddie that he really uh brought to my attention again was what you just said, the lack of time. 00:35:54.769 --> 00:36:06.849 So the things that we're talking about right now with regards to developing personal skills to be able to communicate with others, to build the relationships, to have that connection. 00:36:07.170 --> 00:36:09.329 That doesn't just happen by itself, right? 00:36:09.650 --> 00:36:12.529 It it requires, it requires some guidance. 00:36:12.689 --> 00:36:23.889 It requires, and it's not like whatever it is that I'm going to talk about is going to be something that's never been talked about before, and that I've come up with like things that I think are going to be the these things already exist. 00:36:24.129 --> 00:36:26.529 And actually are pretty basic. 00:36:27.489 --> 00:36:53.249 It's just a matter of bringing them to the surface where um leaders absolutely bring themselves back to a point where they're recognizing that they are leading people, and that to be a great leader is to understand your people and to know where your people are at, what their strengths are, what their blind spots are, and how to make them be able to communicate with each other so that they bring out the best in each other. 00:36:54.369 --> 00:37:01.489 I mean, it sounds very simple, it's not that easy to do, but it is a matter, but it is a matter of organizing yourself. 00:37:01.729 --> 00:37:12.929 And organizing yourself, what I mean is you're making it important in that particular month or once a month, you're going to be scheduling something that's got to do with, let's just call it, you know, connection station. 00:37:13.089 --> 00:37:13.729 That's what we're doing. 00:37:13.889 --> 00:37:14.849 We're connecting. 00:37:15.169 --> 00:37:39.409 So whether you've got a facilitator, whether you've got somebody that actually is able to do that, that works in the HR or whatever the case might be, that they're gathering people in a heartfelt way and making sure that they are providing an environment for people to let their hair down, for people to have a great conversation about one of the challenges that they face or one of, and also recognizing people, right? 00:37:39.649 --> 00:37:46.769 So not recognizing them because you're checking a box, but literally like recognizing people for the contribution that they've made. 00:37:47.089 --> 00:37:47.729 Yeah. 00:37:48.209 --> 00:37:56.449 Well, and that you the time thing we talk about a lot with a lot of people in this industry, and that that is that's a self-inflicted wound. 00:37:56.849 --> 00:38:02.209 Like, one, we've known of a labor force was shrinking for 50 plus years. 00:38:02.449 --> 00:38:05.969 We didn't really take action on it. 00:38:06.129 --> 00:38:16.209 And as women, you know, with bringing you know more women into the labor force and then to the office, like like we need women to help us build. 00:38:16.449 --> 00:38:22.769 We need technology, we need different delivery models, we need you know, methods of construction, like all those things have to be true. 00:38:22.849 --> 00:38:24.609 There isn't one answer. 00:38:24.769 --> 00:38:36.529 But as you're talking about with the time, it's if we're going to be willing to spend money on training to learn a new technical skill, right? 00:38:36.849 --> 00:38:45.009 Then we better be willing to understand, like we have to invest side by side with these things, the human piece that you're talking about. 00:38:45.329 --> 00:38:53.169 Because change initiatives or training, like those things fail to meet their objective 70% of the time. 00:38:53.409 --> 00:38:54.849 So we're already spending money. 00:38:55.009 --> 00:38:58.689 We're not seeing an ROI

and the soft skills that we want to label soft skills. 00:38:58.769 --> 00:39:01.889 We're not seeing the ROI and the human complexity piece in our industry. 00:39:02.049 --> 00:39:03.169 This is my opinion. 00:39:03.409 --> 00:39:08.209 It's all being chewed up and we're losing that profitability because we're not addressing it. 00:39:08.369 --> 00:39:15.249 Like we can spend all we want on new technology, we can spend all we want on new processes, we can spend all we want on frameworks and all of these things. 00:39:15.489 --> 00:39:18.769 It is struggling because of the things that you're bringing to light. 00:39:18.929 --> 00:39:23.329 Like the things that you're talking about, that interruption of pattern are the human piece. 00:39:23.569 --> 00:39:28.609 Like the humans have to be able to navigate this, they have to be able to see this. 00:39:28.849 --> 00:39:33.489 And it's, you know, not only front, like it doesn't need a title, right? 00:39:33.569 --> 00:39:38.769 Like you don't have to be in the C-suite to be recognizing some of these things. 00:39:38.849 --> 00:39:42.049 Like leaders are at all levels of the company, right? 00:39:42.209 --> 00:39:42.609 Right. 00:39:42.769 --> 00:39:53.169 Um, and as you said, it's like there's noticing the moments, the awareness of of a woman who was pregnant and noticing like the fact that they're noticing what she's eating. 00:39:53.329 --> 00:39:57.009 That that didn't take any extra, like you're already burning energy. 00:39:57.089 --> 00:40:00.769 It took nothing extra to notice it, right? 00:40:01.169 --> 00:40:02.049 We have another story. 00:40:02.129 --> 00:40:04.289 I have another story I want to make sure I share. 00:40:04.609 --> 00:40:06.929 It's actually my favorite Eddie story. 00:40:07.169 --> 00:40:10.689 When he was an apprentice, and then we're gonna bring this back to women. 00:40:10.929 --> 00:40:17.249 When he was an apprentice, he was very blessed and fortunate to work with an incredible uh foreman. 00:40:18.209 --> 00:40:20.129 And why was he incredible? 00:40:20.449 --> 00:40:21.969 Eddie was afraid of heights. 00:40:22.769 --> 00:40:39.009 And this gentleman, one lunch hour, took the time and had another person sit next to Eddie and put Eddie in the middle and spent the entire lunch hour having Eddie look down to overcome his fear and to reassure him. 00:40:39.169 --> 00:40:40.529 We're here, we're next to you. 00:40:40.689 --> 00:40:41.969 Nothing's gonna happen, Eddie. 00:40:42.049 --> 00:40:43.009 You're gonna be okay. 00:40:43.249 --> 00:40:45.329 And now he has no problem with height. 00:40:45.649 --> 00:40:52.129 This man did not take the time to do that, to care, to help this young man, right? 00:40:52.369 --> 00:40:58.289 To overcome one obstacle that these days, from what I hear, it would be more like, you know, get rid of him. 00:40:58.369 --> 00:40:59.249 That doesn't work. 00:40:59.569 --> 00:41:00.289 Right, right. 00:41:00.369 --> 00:41:04.769 Like this, we we can't solve this problem, and or it goes into the judgment and the embarrassment. 00:41:04.929 --> 00:41:05.969 And I gotta point this out. 00:41:06.129 --> 00:41:10.049 We gotta point it out every single day, which is which is not working either. 00:41:10.209 --> 00:41:17.009 Like what the what we know is not working is the process of uh breaking people down, right? 00:41:17.089 --> 00:41:19.489 That that's not that that's not working anymore. 00:41:19.809 --> 00:41:28.049 So when you're when you're getting women, when you're recruiting women into the industry and there's just so much money being spent on this, right? 00:41:28.369 --> 00:41:33.569 There's so much investment from the government to like get as many women in as possible. 00:41:33.809 --> 00:41:37.249 It's it's pretty um obvious and intense everywhere. 00:41:37.569 --> 00:41:37.889 Right. 00:41:38.129 --> 00:41:43.089 My concern is are you preparing them for what they're really getting into? 00:41:43.649 --> 00:42:01.729 Because when people don't know what to do with their lives or they're lost, it's pretty easy to influence them into getting into something like a trade, which is okay, but you got to do the follow-through where you're literally helping these people understand what the process of the industry is like. 00:42:02.369 --> 00:42:02.929 Yeah. 00:42:03.169 --> 00:42:07.889 So when you've got, you know, I think it's like in uh in uh AA, they have sponsors, right? 00:42:07.969 --> 00:42:09.729 They have like somebody they can always call. 00:42:10.129 --> 00:42:10.849 Yeah, yeah. 00:42:11.249 --> 00:42:25.249 This would be a really smart thing for organizations to do once they've got women entering the industry, that there is somebody there that they can always call and communicate with regarding the journey. 00:42:25.569 --> 00:42:26.129 Yeah. 00:42:26.369 --> 00:42:26.689 Yeah. 00:42:26.769 --> 00:42:35.329 I mean, having the sponsorship internal, and I think maybe even beyond that layer, like the hat that's for the, you know, that's individual that's stepping in. 00:42:35.489 --> 00:42:49.649 But there's also an important layer of like everyone recognizing like how they can change the experience and culture for this person, but also for themselves and everyone involved, right? 00:42:49.729 --> 00:42:52.369 But like, like every human is has a lived experience. 00:42:52.529 --> 00:43:02.129 Every human has something, I'm sure, that that we fear, that we that we see as a challenge, or we just can't, we believe we can't do like all of those things. 00:43:02.209 --> 00:43:17.889 So like it's just gonna open up a world of like growth and opportunity where we're seeing an exodus because as you described, we we bring women into construction and the experience isn't what was sold. 00:43:18.049 --> 00:43:20.369 It it is it is like something totally different. 00:43:20.609 --> 00:43:22.529 You gotta build it up slowly, right? 00:43:22.769 --> 00:43:41.889 And once they've made such a

big decision, once they're in, once they're committed to trying, then you know you kind of extend your hand and sort of like help them up, help them keep going and and not abandon the situation or expect that they're going to be able to uh deal with the level of difficulties that they may experience. 00:43:42.129 --> 00:43:42.849 Prepare them. 00:43:43.169 --> 00:43:43.729 Yeah. 00:43:44.049 --> 00:43:45.569 Well, and it's not an event, right? 00:43:45.649 --> 00:43:52.769 Like the onboarding experience is not a one-time event where they come in on their first day, you say some things and move on. 00:43:53.009 --> 00:43:59.569 Like that the lived experience of the person in whatever role is happening every single day. 00:43:59.729 --> 00:44:03.169 And in time, as time goes on, situations are going to change. 00:44:03.329 --> 00:44:06.689 Like you're saying, it's like you have to build this into the culture. 00:44:06.769 --> 00:44:09.489 It has to become intrinsic. 00:44:09.569 --> 00:44:16.449 It has to become something that like like awareness is it's a practice, it's something that you're seeing every single day. 00:44:16.609 --> 00:44:21.249 You can't just, you know, you can't just say, hey, I went and got one training and that's it. 00:44:21.329 --> 00:44:23.329 I don't think I have to revisit this again. 00:44:23.569 --> 00:44:27.089 That's not how the human mind is going to work, right? 00:44:27.169 --> 00:44:29.809 You're gonna, you don't have time, you don't have time to think about it. 00:44:29.889 --> 00:44:31.729 You got your own issues, your own problems. 00:44:31.889 --> 00:44:38.689 And those things, like people won't do something or won't help somebody because they're like, I don't have time to do it. 00:44:38.769 --> 00:44:41.969 So I'll just do what they're I'm supposed to train them to do or whatever. 00:44:42.049 --> 00:44:44.769 And it's like, that's not solving it. 00:44:44.929 --> 00:44:53.649 That's a barrier that you've put up for stepping back, pausing for a second as you're saying, like help and and and and pulling somebody up. 00:44:54.049 --> 00:44:58.689 Not even pulling them, just give them enough balance to like get through that next step. 00:44:58.849 --> 00:45:17.809 So what you're referring to is uh from what I uh I'm hearing, is everything is so intensely time structured uh and deadlines that if somebody is asking, well, why am I doing it like this, they will get the answer of don't worry about it, just do it. 00:45:18.129 --> 00:45:18.529 Yeah. 00:45:19.009 --> 00:45:19.489 Exactly. 00:45:20.049 --> 00:45:21.649 There's no they're not learning. 00:45:22.529 --> 00:45:22.689 No. 00:45:23.249 --> 00:45:32.529 So those that have all the knowledge that were fortunate enough from one generation to the next generation that it was passed on like a baton, that part is missing as well. 00:45:32.689 --> 00:45:44.609 So it's not only the human skill that needs to be looked at, because we are definitely all just human and

people are not made to be as tough as they used to be either. 00:45:44.849 --> 00:45:45.889 They're just not. 00:45:46.289 --> 00:45:46.769 Yeah. 00:45:47.089 --> 00:45:47.889 Well, and we're dead. 00:45:48.049 --> 00:45:49.409 I mean, the work environment has changed. 00:45:49.489 --> 00:45:58.609 What you just said is like so important for us to remember like like the world has changed in 25, 50 years, right? 00:45:58.849 --> 00:46:03.489 How it even a hundred years ago, we're, you know, this is 26. 00:46:03.569 --> 00:46:06.609 We're not even a hundred years from the Great Depression. 00:46:07.169 --> 00:46:12.529 And what had to happen during that time period to World War II, right? 00:46:12.689 --> 00:46:17.569 Like to the to the second industrialized revolution, to now we're in the fourth, right? 00:46:17.649 --> 00:46:29.569 Like all of these transitions that have occurred, our relationship with work and what is required of us physically, mentally, is shifting, which is becoming more human. 00:46:29.729 --> 00:46:35.169 We're not, we're not all running machine, like we're not all off by ourselves running machine. 00:46:35.329 --> 00:47:01.409 We are working with other humans to solve problems, which requires us to have active listening, which requires us to provide space that you're talking about and safety to to teach and to learn from one another, to ask deeper questions, to say, like, what has changed since this person or that person learned that that is now being passed on to me because it may work today. 00:47:01.889 --> 00:47:07.089 But that seems to be a roadblock or a hurdle to advancement of something else. 00:47:07.329 --> 00:47:22.609 So I'm interested in your thoughts of this because you're really, you know, you know, you really've done your studies, you've kind of developed your work, your business, you're you're out talking with people, you're you're presenting, and and what how do you see, you know, the future? 00:47:22.769 --> 00:47:30.769 Like how do you, when you think about it, like what is your ideal state of the future as you're working with teams and women? 00:47:31.009 --> 00:47:39.809 How do you think as technology is coming in and those sorts of things, like like this, this increases in importance for people to focus on? 00:47:40.209 --> 00:47:42.929 I really think about it like baby steps. 00:47:43.249 --> 00:47:50.769 So it's just a matter of having the desire to make a difference from one person to the next person to the next person. 00:47:50.849 --> 00:47:57.009 And what's what my desire would be is that they have each other's backs, that there's enough room on the beam, right? 00:47:57.089 --> 00:47:58.609 Like the beam, there's enough room. 00:47:59.009 --> 00:47:59.409 Yeah. 00:47:59.729 --> 00:48:08.769 It doesn't have to just be that once you get, you know, a seat at the table, you're thinking that I better like, you know, protect the seat, not let anybody else come near this seat. 00:48:08.929 --> 00:48:11.089 The opposite thinking would be like, come on over. 00:48:11.249 --> 00:48:12.769 There's lots of room for us. 00:48:13.009 --> 00:48:26.129 And by supporting each other and helping each other, the power that they will be able to acquire for themselves and the opportunities that they will be able to acquire for themselves by making men their allies as well. 00:48:26.609 --> 00:48:30.369 Because, you know, the whole part with the women is very real. 00:48:30.529 --> 00:48:42.609 They've got those challenges, they're dealing with situations that men don't have to deal with, and and it can be very, very making them very insecure about whether or not they're secure in their job or if their opinion is good enough. 00:48:42.689 --> 00:48:48.849 Or but then again, if we look at the male side, why is the male suicide so high in the construction industry? 00:48:49.009 --> 00:48:50.689 That freaked me right out. 00:48:50.849 --> 00:48:51.089 Right. 00:48:51.809 --> 00:48:53.569 Am I even nicer when he comes home now? 00:48:53.729 --> 00:48:54.929 I can tell you that much. 00:48:55.169 --> 00:48:56.369 Yeah, right? 00:48:56.529 --> 00:48:59.729 Like, holy smokes, it's they have tough days. 00:48:59.889 --> 00:49:28.609 If we've got the majority uh male-dominated industry that was created by men from the start, if those levels of emotions are primarily anger, frustration, just sort of like a pressure cooker that's gonna go any minute, this is even more difficult for the females to maybe integrate into these types of stronger personalities when they uh have, you know, more of the male side of anger, let's just call it, right? 00:49:28.769 --> 00:49:29.889 Or domination. 00:49:30.129 --> 00:49:31.889 I think it's up to the women to unite. 00:49:32.049 --> 00:49:34.929 And I also think if that it's up to them to start teaching them. 00:49:35.649 --> 00:49:35.969 Yeah. 00:49:36.289 --> 00:49:36.529 Right? 00:49:36.849 --> 00:49:42.449 Start teaching them on just emotional empathy, compassion, teach them slowly. 00:49:42.609 --> 00:49:43.569 They're all aware of it. 00:49:43.729 --> 00:49:58.689 It's just a matter of having to make it if the recognition, that culture environment that creates people, that is uh supports people in every way to become the best they can be. 00:49:59.009 --> 00:50:06.449 I believe that the quality of life for those people, the quality of life for the leaders, right? 00:50:06.689 --> 00:50:09.249 Because life is not that long, it's kind of short. 00:50:09.489 --> 00:50:16.769 And being like, you know, a bully or being angry all the time is really pretty sad when you're at work 90% of the time. 00:50:17.009 --> 00:50:31.809 But in addition to that, when you are getting the best from people and you're getting the loyalty from the customer, you're getting the loyalty from the clients, you're getting the loyalty because there is a respect and a bond there that the culture has created, the money's gonna come. 00:50:31.969 -->

00:50:34.209 Right, the numbers are gonna be there. 00:50:34.369 --> 00:50:44.929 They might actually be way better because you're not going through the turnover, the revis, and creating that instability where people are always afraid that they're gonna lose their job. 00:50:45.169 --> 00:50:53.089 And one of the hardest things that I think on site people have experienced that I've learned and I've heard about is the next job. 00:50:53.329 --> 00:50:54.129 The next job. 00:50:54.369 --> 00:50:57.889 They're not really sure when that job is gonna finish, but they're always looking for the next job. 00:50:58.209 --> 00:50:59.329 Yeah, they do. 00:50:59.569 --> 00:51:08.609 The site doesn't get all of the information a lot of times internally that executives get as you're starting to think about the pipeline, right? 00:51:08.689 --> 00:51:14.209 As you're building out that budget, which comes back to something you said earlier, like communication, like how to communicate. 00:51:14.529 --> 00:51:20.449 Not like if you've got a Harvard degree, you don't have to speak like you're from our not everybody's from Harvard. 00:51:20.609 --> 00:51:37.809 So break it down in a form that everybody in the trades can understand, like those things that are top of mind for them that are causing them stress, that are causing them the those issues and concerns like you're talking about with the with the suicide rate. 00:51:37.969 --> 00:51:45.569 Like we'll spend a lot of time and a lot of money solving an issue with a piece of equipment or software or technology. 00:51:45.729 --> 00:52:01.249 And if we're not willing as as leaders and teams to see a human who is going through something and not providing that space, like that person is going to be running a machine. 00:52:01.409 --> 00:52:03.649 That person might be out running equipment. 00:52:03.969 --> 00:52:07.009 And we talk about site safety all the time. 00:52:07.249 --> 00:52:07.489 Right. 00:52:07.649 --> 00:52:10.529 But site safety is not just a physical thing. 00:52:10.609 --> 00:52:10.769 Right. 00:52:11.569 --> 00:52:12.209 It is mental. 00:52:12.289 --> 00:52:16.769 And then we can go through life like being there, but not being there. 00:52:17.009 --> 00:52:25.249 Like we, we can, things are moving so fast that we're just not fully aware of what we're doing, which could cause ourselves harm or others. 00:52:25.489 --> 00:52:45.569 So being able to be in your best cognitive state where you are focused and you are going at the speed that's necessary for whatever it is you're doing, like that's a mental thing that we should be working on as teams and and individuals that shouldn't make us feel lesser of a person because we have to address it. 00:52:45.809 --> 00:52:56.449 So, Dina, is there something maybe that I haven't asked you, or something that you you really want listeners to kind of hear before we wrap up today? 00:52:56.529 --> 00:52:59.009 Is there something that we haven't been able to address?

00:53:08.209 --> 00:53:13.169 So, you know, PPE is crucial, it's come a long way. 00:53:13.649 --> 00:53:20.689 Um, IPPE is really about the essential things that people need to be safe. 00:53:21.329 --> 00:53:27.249 And once that is also just as important, PPE, right? 00:53:27.329 --> 00:53:29.889 And then we've got invisible stuff that you can't see. 00:53:30.129 --> 00:53:46.289 So if you're giving them the stuff to wear on the outside, but you're also starting to be creative and and wanting to learn as an organization and find the right people that could participate in the human side, which is the invisible stuff, and then you put it together, that's as safe as somebody's going to be. 00:53:48.609 --> 00:53:53.249 And somebody is having we all go through shit, right? 00:53:53.889 --> 00:53:57.649 And some of times it's way bigger than we even think we can handle. 00:53:57.809 --> 00:54:05.249 I've been there a few times, and you know, I hope it doesn't happen too often, but it's real, but it's made me the person that I am as well. 00:54:05.489 --> 00:54:08.129 And recognizing that this is what life is. 00:54:08.289 --> 00:54:09.409 People go through stuff. 00:54:09.569 --> 00:54:16.289 They're not gonna just be robots that come to work and they're able to have this mask that everybody else feels is the right. 00:54:16.609 --> 00:54:20.369 Masks are really like they're not they're not that great. 00:54:20.769 --> 00:54:21.169 Yeah. 00:54:21.329 --> 00:54:21.729 Yeah. 00:54:21.889 --> 00:54:23.649 Well, they're not authentic, right? 00:54:23.729 --> 00:54:41.489 You're not gonna be, you can't be your whole self, and if you can't be authentic self, then you're caring more about what somebody else thinks versus your own feeling, the way that you're able to think about yourself, your life, your your career, and what you want, right? 00:54:41.729 --> 00:54:46.929 And there's I we can talk about selfish and unselfish, but you gotta fix yourself. 00:54:47.089 --> 00:54:54.529 Like you have to have the opportunity to say, like, it's okay for me to have this conversation. 00:54:54.689 --> 00:54:58.049 It's okay for me to to be talking with somebody. 00:54:58.209 --> 00:55:13.729 And and as you're talking about the future, what I'm, you know, what I'm hopeful is that we start to recognize like situations have changed, and we need to stop applying the same formulas that we always had in this industry to think that's how we solve problems because they're different. 00:55:14.289 --> 00:55:19.569 The humans that are coming into the workforce are going to be different than us, and that's okay. 00:55:19.729 --> 00:55:21.969 It can feel uncomfortable. 00:55:22.129 --> 00:55:29.569 You have you have multi-generational, you got baby baby boomers who are starting to exit it or they've retired. 00:55:29.889 --> 00:55:32.369 Gen X is just starting to retire. 00:55:32.529 --> 00:55:38.209 I'm a I'm a little younger Gen X, but like I've got to go through my 50s and then to retirement. 00:55:38.449 --> 00:55:46.049 I've experienced a lot as a Gen Xer, but as the next two generations really come in, I don't know what their lived experiences are. 00:55:46.209 --> 00:55:47.569 I don't know what they've gone through. 00:55:47.649 --> 00:55:51.889 I know my kids, I kind of understand them, but not everybody has had certain things. 00:55:52.049 --> 00:56:07.409 So if we're not willing to pause, if we're not willing to listen to those things that you're talking about, if we're not willing to look for the invisible, then we're we're just applying the wrong formula to find this to find solutions to help. 00:56:07.569 --> 00:56:10.609 So yes, yes, you need to give them tools. 00:56:10.769 --> 00:56:16.289 You need to give them um a culture that they feel that they belong and that they feel that they're safe. 00:56:16.609 --> 00:56:21.649 And if they don't have that, then retention becomes very challenging. 00:56:21.889 --> 00:56:22.369 Mm-hmm. 00:56:22.609 --> 00:56:23.089 Mm-hmm. 00:56:23.649 --> 00:56:27.409 Well, I know we could probably go on forever here, Dina. 00:56:27.489 --> 00:56:34.609 I I love the conversation because I think it's one where we just have to, again, cause an interruption to our patterns. 00:56:34.769 --> 00:56:46.209 And, you know, as as our myself and all every those listening or whomever, like we have to understand that that when it gets interrupted, like we can pause for a moment to see things that we weren't seeing before. 00:56:46.369 --> 00:56:55.569 Things suddenly, the fog lifts, like things slow down a little bit, and we start to realize the pace of time versus what we're constantly feeling and the pressure of those projects. 00:56:55.729 --> 00:56:57.329 So I appreciate the time. 00:56:57.409 --> 00:57:02.849 I'm so grateful you were able to come on, Dina, and have the conversation on activating curiosity. 00:57:03.169 --> 00:57:04.129 My pleasure too. 00:57:04.209 --> 00:57:05.089 Thank you so much. 00:57:05.249 --> 00:57:05.889 I loved it. 00:57:06.129 --> 00:57:06.369 Yeah. 00:57:06.449 --> 00:57:07.009 Thanks so much. 00:57:07.089 --> 00:57:08.929 And I look forward to seeing all the work that you're doing. 00:57:09.009 --> 00:57:09.649 Have a great day. 00:57:09.809 --> 00:57:11.089 Yes, you as well. 00:57:12.209 --> 00:57:15.169 So that's the episode with Dina Fodero. 00:57:15.729 --> 00:57:18.209 She is based in Toronto, Canada. 00:57:18.369 --> 00:57:21.409 I was looking forward to this conversation, like I said early on. 00:57:21.569 --> 00:57:44.769 Like she is an outside influencer, and we can learn to embrace outside influencers who are bringing their experience to make it better for ourselves and others as we think about the image that we want to portray and leave and put into practice for the construction industry and the next generation that is coming in. 00:57:44.929 --> 00:57:46.769 So I hope you enjoyed this conversation. 00:57:46.929 --> 00:57:57.249 I hope you continue to look for those things that you're saying, hey, I see a problem and I would love to spend some time navigating through it and learning more about it so that I can help address it. 00:57:57.409 --> 00:58:03.329 So until next time, continue to activate your curiosity and activate curiosity within others. 00:58:03.649 --> 00:58:13.249 The Activating Curiosity podcast is brought to you by Connective Consulting Group and Connective Coaching, part of the Curiosity Building Experiences. 00:58:13.489 --> 00:58:19.329 If you enjoyed today's episode, don't forget to subscribe so you'll never miss a conversation. 00:58:19.569 --> 00:58:25.329 Share the podcast with your network and help us bring more curiosity into the construction industry. 00:58:25.649 --> 00:58:28.529 Interested in becoming a guest or a sponsor? 00:58:28.769 --> 00:58:33.569 Visit us at activatingcuriosity.com for more details. 00:58:33.729 --> 00:58:36.849 Until next time, keep leading with curiosity.