Liam Polonijo: Intergenerational Advantage: täielik transkriptsioon

have really um, you know, very young people put into uh leadership positions where they're then in charge of boomers, Gen X millennials who are their seniors. 00:05:41.019 --> 00:05:43.100 And so it's kind of flipping the table there. 00:05:43.419 --> 00:05:48.860 I think though, to be honest, I think some of that has happened across the generations. 00:05:49.019 --> 00:05:50.299 I think, I think a few things. 00:05:50.460 --> 00:06:04.059 One is that like, because I know when I first started, and and I'm actually a Gen X or barely, but I think we were often, you know, we were always very hardworking and we were that, and because that's what our parents kind of taught us, right? 00:06:04.220 --> 00:06:06.700 And and a lot of times that would happen to us too. 00:06:06.860 --> 00:06:22.059 But I think I think the biggest thing, and I'm curious to see what you and Evie think is, you know, I think what's important to us is what's different, especially when it comes to the workforce and when it comes to that whole worth and wealth conversation. 00:06:22.379 --> 00:06:26.860 You know, for me, it was like really working hard to really grow my business and da-da-da-da-da. 00:06:27.179 --> 00:06:30.059 And I think, and I'm and I'm stereotyping here a little bit, Liam. 00:06:30.139 --> 00:06:34.220 So you'll have to tell me if I'm wrong and Evie, I'd you know, be interested in your aspect as well. 00:06:34.460 --> 00:06:40.700 But I think like for you, it's more important like to have some time off and time that we never learned, like that. 00:06:40.779 --> 00:06:42.779 I'm finally just kind of learning now. 00:06:42.939 --> 00:06:50.939 So that there's just different things that are important to each of those generations, too, that impact all the things we're talking about. 00:06:51.179 --> 00:07:03.500 So this was what was so cool for me with the research that Liam did, and you know, just thinking about the topic, uh, looking at different articles, looking at different information, talking to people. 00:07:03.899 --> 00:07:05.500 Uh why is that? 00:07:05.659 --> 00:07:11.820 Like, how come, how come there are these um general, broad categories that we can talk about? 00:07:11.899 --> 00:07:19.580 But like, how come that we have we have these tendencies, let's say, as generations to feel a certain way? 00:07:19.820 --> 00:07:22.939 I'm also an exer barely, but on the other side. 00:07:23.100 --> 00:07:44.620 So like I was right there with the millennials, and I can sometimes, you know, feel that um fluidity between the generations, but still, you know, when we talk about this sense of like for Generation X, like something that I really identify with is this like the grit of like, well, you know, I don't know if it's really all about the money, but uh whatever it is, I have to like figure it out on my own. 00:07:44.779 --> 00:07:53.100 And and uh there's a certain resilience, you know, that kind of like comes uh stereotypically speaking with our generation. 00:07:53.419 --> 00:07:56.059 Yeah, those Gen Xers are about adaptability, right? 00:07:56.139 --> 00:08:06.779 We can adapt wherever that that wants to be, whereas the millennials are a little more kind of uh very purposeful, but still want to be flexible, right? 00:08:06.860 --> 00:08:10.379 Like, like, and that's that's a distinction in my mind, right? 00:08:10.460 --> 00:08:11.179 Like totally. 00:08:11.580 --> 00:08:14.620 And here's where we veer on those different ends. 00:08:15.019 --> 00:08:17.419 And here we are speaking, we're doing it. 00:08:17.500 --> 00:08:19.019 Like you and I are doing it right now. 00:08:19.179 --> 00:08:24.539 We are biased and we are talking about it from our own, you know, just like viewpoint. 00:08:24.779 --> 00:08:26.379 And uh, let's just let's own it. 00:08:26.460 --> 00:08:29.019 Let's own the stereotypes and the bias. 00:08:29.259 --> 00:08:35.340 And uh, Liam, can you tell us more about like what you found basically behind the scenes from research that is out there? 00:08:35.500 --> 00:08:38.139 Because there is a lot of really excellent research that's happening. 00:08:38.299 --> 00:08:44.779 Um, what are some of the key highlights that you found in terms of like tell us about the generations that are older than Gen Z? 00:08:45.259 --> 00:09:00.700 So you already started talking about how there's some pivotal seminal events that happen during formative times of you know, when a person of a particular generation is growing up and, you know, really coming to their sense of self. 00:09:01.179 --> 00:09:03.259 What are some of these main events? 00:09:03.500 --> 00:09:04.620 Yeah, I'll go into that. 00:09:04.700 --> 00:09:13.259 And I just want to touch on what you were both saying, where I think that broadly speaking, it's almost helpful to think of it like a language between generations. 00:09:13.339 --> 00:09:20.620 So like we're all maybe speaking in different dialects of the same language, and then it can get really confusing. 00:09:20.779 --> 00:09:22.620 Are we are we saying the same thing? 00:09:22.860 --> 00:09:25.819 Do we actually like are we able to communicate? 00:09:25.980 --> 00:09:28.459 We I kind of understand what you're saying, but not really. 00:09:28.699 --> 00:09:33.579 The fundamentals can stay the same or very similar. 00:09:33.740 --> 00:09:41.259 Like Gen Z also cares deeply about excellence in work and and our contribution to that. 00:09:41.419 --> 00:09:48.379 Like we don't want to just sit on the sideline, it's just we're we're talking about it in a different way. 00:09:48.620 --> 00:09:55.579 And so we are wondering if how we're measuring that value, um, if that needs to change now. 00:09:55.740 --> 00:10:02.379 And Gen Z specifically, you know, I'm proper Gen Z, um, 2003. 00:10:03.500 --> 00:10:13.740 And uh it's not that other generations aren't going through what we are experiencing, like everybody had COVID as a pandemic, right? 00:10:14.059 --> 00:10:17.819

But for Gen Z, that was going on during our formative years. 00:10:17.899 --> 00:10:25.179 I mean, people were like in high school trying to get to college or getting out of college, getting jobs when COVID was happening. 00:10:25.259 --> 00:10:41.819 And that impacted our social uh ability to you know create relationships and and continue growing with them, and everything's online, and you have Zoom meetings, and each each generation has those kinds of uh experiences during their formative years. 00:10:41.980 --> 00:10:53.659 So, like baby boomers, they had the economic expansion and the post-World War II optimism, like I was saying, but there was also a lot of Cold War tensions, anxiety, and kind of mistrust about government. 00:10:53.980 --> 00:11:06.379 And so then you can kind of see how that goes into both loyalty and work, but it's like working for oneself is important, and how that then plays into how they interact with other generations. 00:11:06.699 --> 00:11:12.379 And then for Gen X, like you guys had economic uncertainty and the internet transition. 00:11:12.699 --> 00:11:33.419 You were there for each half of it, like before and after, which means that you maybe understand the foundations of how some of this, you know, like technology, yes, but also just like some of how the world works, even if you don't understand the exact way it does now. 00:11:34.139 --> 00:11:37.659 Um you know the baseline for it. 00:11:37.819 --> 00:11:41.100 And then you guys also had a ton of corporate downsizing. 00:11:41.179 --> 00:11:51.419 I I had the research for it, but it was like during the 70s and 80s, like I don't even remember how many million, like tens of millions of people lost their jobs. 00:11:51.659 --> 00:11:59.579 Um and so then, and then that led into the economic recession, which is when millennials were born, and then there was global instability. 00:11:59.659 --> 00:12:03.419 There was like 9-11 during their time, and the rise of social media. 00:12:03.500 --> 00:12:08.539 So they they were kind of brought into the world at a very kind of disruptive time. 00:12:08.939 --> 00:12:12.699 You start to see that kind of like, why are we doing what we're doing? 00:12:12.860 --> 00:12:15.740 That kind of like shift in looking for purpose. 00:12:16.059 --> 00:12:27.019 And then Gen Z comes along, and then that's we have like economic instability, COVID pandemic, housing concerns, climate change, AI innovation. 00:12:27.179 --> 00:12:33.980 There's casual conversations about World War III, there's information overload because everything's so accessible nowadays. 00:12:34.139 --> 00:12:50.059 There's a loneliness epidemic um tied in with social media, and then, you know, like especially in the US, you have a ton of violence and school shootings and political um polarization, which is causing a lot of tension. 00:12:50.219 --> 00:12:53.899 And so all of the the other generations are going through that as well. 00:12:54.059 --> 00:12:56.779 But this is the stuff that we're growing up in. 00:12:57.100 --> 00:13:02.139 And also a comment here we were talking about um the United States in particular. 00:13:02.379 --> 00:13:12.699 And, you know, from a from a global perspective, some of this applies elsewhere, but we're particularly discussing, you know, what this has been like in in North America and the United States in particular. 00:13:13.100 --> 00:13:13.980 Yeah, definitely. 00:13:14.139 --> 00:13:18.059 In the US and um is is particularly what we're talking about. 00:13:18.139 --> 00:13:28.779 But but you know, a lot of this stuff can be applied elsewhere, where even if it's not these specific events, you know, there are these events that that different generations are born into. 00:13:29.419 --> 00:13:42.139 Can you talk about the conflict then that happens between generations in the workplace because of these you know differences in terms of upbringing and understanding of the world? 00:13:42.459 --> 00:13:43.419 Uh yeah. 00:13:43.819 --> 00:13:49.419 Um I love Liam's relaxation about this because it he knows like it's even easier for me to like cut out. 00:13:49.819 --> 00:13:50.539 I'm gonna cut it anyway. 00:13:51.259 --> 00:13:52.539 This is gonna be so great. 00:13:52.699 --> 00:13:56.620 Yeah, so maybe I can uh do my um my favorite bit. 00:13:56.779 --> 00:13:59.659 There's this Amy Polar joke that I love, Teresa. 00:14:00.379 --> 00:14:04.860 Uh she has this stand-up thing about generations, if you've heard it. 00:14:04.939 --> 00:14:06.539 She goes I have not heard it. 00:14:06.779 --> 00:14:07.500 It goes like this. 00:14:07.579 --> 00:14:08.860 Let me see if I can do it. 00:14:09.100 --> 00:14:12.779 Um, boomers are it's all about the money. 00:14:13.100 --> 00:14:16.299 Gen X is, is it all about the money? 00:14:16.620 --> 00:14:19.419 Millennials are like, where is the money? 00:14:19.899 --> 00:14:23.339 And Gen Z is what is money? 00:14:24.779 --> 00:14:25.899 So it's fair. 00:14:26.059 --> 00:14:26.459 I love it. 00:14:26.539 --> 00:14:29.500 I think for me it does summarize some of this like essence of it. 00:14:29.579 --> 00:14:35.980 And then Liam and I had a discussion about how that is something that's really funny to an Xer, but it's not really funny to Gen Z. 00:14:36.379 --> 00:14:36.699 Right. 00:14:37.259 --> 00:14:38.379 But I love it. 00:14:38.620 --> 00:14:47.980 So yeah, but I would love for you to circle back and talk about that conflict in the workplace because that's that's you know, I think gonna tie this together. 00:14:48.459 --> 00:14:54.059 A lot of it stems from making assumptions um and like stereotypes, like I said. 00:14:54.139 --> 00:15:10.299 So, like the example that I used in the talk is like you can make an observation about someone, and then based on their age or their generation, that again you might be guessing, you will then make an assumption about why they're doing what they're doing. 00:15:10.539 --> 00:15:18.139 So I said, um,

if you see someone who's drinking a lot of coffee and looks kind of tired, you can say, like, you know, look how much coffee this person's had. 00:15:18.219 --> 00:15:28.059 Like they were probably working all night and they have no sense of time management, and they probably, you know, are not focused on their family enough if they're like an older generation. 00:15:28.299 --> 00:15:37.579 But if they're younger, you're gonna assume, like, oh, look at them, like they're probably playing video games all night, not on their phone and just scrolling on TikTok. 00:15:37.819 --> 00:15:49.259 When it like the truth could be that they're just like a 30-year-old person who's like working a normal amount of time, didn't sleep so well, and you know, like that's it, like you have no idea. 00:15:49.500 --> 00:16:00.539 But we start making these stories because our brains are taking taking the limited information we have, um, like someone's age, and we just start creating the explanations. 00:16:00.860 --> 00:16:02.699 I think it's a fair comment, right? 00:16:02.779 --> 00:16:15.259 We do that a lot about people in general, but I think in the workplace, I think you're absolutely right that it becomes much more um, much more stereotyped, I guess is the word that I would probably use there. 00:16:15.659 --> 00:16:21.740 As soon as you said that, I was like, that's how um a lot of workforces are designed, right? 00:16:21.980 --> 00:16:27.819 Because we we reduce people to these labels, and we're like, okay, you are in charge of this. 00:16:27.980 --> 00:16:29.259 This is your title. 00:16:29.579 --> 00:16:33.819 This means you have this much value determined by your salary. 00:16:34.139 --> 00:16:48.539 And so then in our social interactions, we do the same thing and we reduce them to their their labels that we assign them, and we just assume we already know who they are, like what they value and how they work, when that's not really true. 00:16:48.779 --> 00:16:52.539 And and I think Gen Z has is now watching that. 00:16:52.699 --> 00:17:02.779 We've we've we've seen that all over the place with, especially growing up with um like the information overload, like I was saying. 00:17:03.019 --> 00:17:11.339 And then you have all these people coming out like as not who you thought they were, um, good or bad. 00:17:11.660 --> 00:17:17.180 And you're really having the breakthrough of like people are not these labels that were assigning them. 00:17:17.420 --> 00:17:20.700 So is this the best way to measure value? 00:17:21.259 --> 00:17:37.900 I'm thinking about some of our original episodes of Step Into the Pivot, where you kicked it off with the conversation around how when you sold your business and uh you started being public about that, people were like, Okay, Teresa's retired. 00:17:38.059 --> 00:17:43.660 And they just decided they started making assumptions based on your age and the activity that you shared about. 00:17:43.900 --> 00:17:47.019 And then you were saying, No, I'm still here. 00:17:47.340 --> 00:18:07.340 I have a relationship with work, I have a lot to contribute, and it's gonna look different than what it looked like recently, but I'm figuring it out, and you know, you just like basically started pushing these um definitions, and then same thing, you know, with many of our guests who would come and share. 00:18:07.580 --> 00:18:13.900 Listen, I'm ready to talk about something um that my peers, my colleagues don't know. 00:18:14.140 --> 00:18:24.860 You know, here's this thing that happened to our family recently, and you guys thought that I was just kind of like, I don't know, that I was uh irritated at the project we were working on. 00:18:25.019 --> 00:18:27.900 No, it's my brother committed suicide, you know. 00:18:27.980 --> 00:18:29.900 Like we had a guest who talked about that. 00:18:30.060 --> 00:18:39.340 We had a guest who said, like, no, I wasn't just like bitchy, I had breast cancer that you didn't know about, you know, and uh and many, many, many tough conversations like that. 00:18:39.500 --> 00:18:42.540 So now imagine growing up, right? 00:18:42.620 --> 00:19:03.900 You're growing up, and the people that you care about and are working are experiencing that, and you're watching thousands of people on social media, I mean millions of people going through that, and so then and now you're coming into that workforce, and you're like, okay, I'm gonna maybe start looking at this with a different lens. 00:19:04.140 --> 00:19:04.380 Yeah. 00:19:04.940 --> 00:19:10.940 This is my opinion, and generally, like not everybody does that, but and I and I think you're totally right. 00:19:11.100 --> 00:19:18.380 Like, I think I think you are, and I think a lot of that becomes because there's a lot more information out there, which is good and bad, right? 00:19:18.460 --> 00:19:19.340 I always say it all the time. 00:19:19.500 --> 00:19:25.420 I'm really glad I didn't grow up in a time where there were cell phones and people could take videos of what was going on, right? 00:19:25.500 --> 00:19:30.860 Like there's a difference in the world, and you kind of started this way, Liam, right? 00:19:30.940 --> 00:19:37.420 Like that there's a difference in from a technology standpoint, which is gonna totally change kind of what's happening. 00:19:37.660 --> 00:19:39.900 Um, so how do we get past that? 00:19:40.060 --> 00:19:49.019 How does my generation, and I'm gonna put me, I'm gonna I'm gonna leave Evie alone because she's at the lower end of that, but how do I work with Gen Z? 00:19:49.180 --> 00:20:03.500 Because the truth of the matter is you're the group that's coming into the workforce, you're the group we need, you're the group we need to mentor and make sure has the resources they need to succeed as you want to succeed. 00:20:03.660 --> 00:20:08.220 And and we're not gonna succeed without your group, right? 00:20:08.380 --> 00:20:10.540 Like we we all need to work together.

00:20:10.779 --> 00:20:13.980 So, how how do we work better with you? 00:20:14.140 --> 00:20:17.259 I I have my ideas, but I want to hear yours first. 00:20:17.580 --> 00:20:41.100 This has been researched numerous times, and we know it inherently that um, you know, we all organizations, um, companies, but people, when they collaborate, um, and when leaders intentionally bridge um different groups, um they are more successful and um cooperative, and that leads to better results. 00:20:41.420 --> 00:20:52.220 Um so when you have leaders that that allow generations to do that instead of keeping them in their separate worlds, you know, kind of like that's the IT department. 00:20:52.380 --> 00:20:57.019 You don't need to know what they do because you're just selling the product and they're making sure it works. 00:20:57.259 --> 00:21:04.940 But it's kind of like the more I know about what each team does, the better I'm gonna be at doing my job. 00:21:05.180 --> 00:21:10.940 Um, but that that's the kind of the older model of doing things is keeping them separate. 00:21:11.019 --> 00:21:13.100 So that's one thing that we can do. 00:21:13.340 --> 00:21:15.500 Well, I'm gonna stop you before you just go there. 00:21:15.660 --> 00:21:17.100 I was gonna say exactly the same thing. 00:21:17.180 --> 00:21:32.380 So I love that we are actually on the same wavelength that that I agree that me getting to know you and how you want to learn and what you want to learn, and actually having a conversation with you helps me as a leader, but it also helps you, right? 00:21:32.460 --> 00:21:34.300 There's there it has to go both ways. 00:21:34.380 --> 00:21:36.460 So I was actually gonna say something very similar. 00:21:36.540 --> 00:21:37.100 So I love that. 00:21:37.259 --> 00:21:38.460 Okay, so go on to your second point. 00:21:38.860 --> 00:21:44.860 Yeah, I think it's totally the other thing I said is we can be explicit about workplace expectations. 00:21:45.100 --> 00:21:46.460 I think that's a big one. 00:21:46.620 --> 00:21:55.340 Um, because there is an assumption that everyone kind of defines success the same way, um, but we don't. 00:21:55.580 --> 00:22:03.259 Um like our values can be the same, but we might interpret like how we measure them differently. 00:22:03.420 --> 00:22:16.779 And so like I might have an argument with my you know Gen X boss and be like, what does it matter that I'm here for six hours when I got the project you asked me to do done in two? 00:22:17.019 --> 00:22:23.180 You know, like do you want me to just sit here for four hours or like can I actually move on to something else or or go home? 00:22:23.340 --> 00:22:26.300 Like, you know, you asked me to complete it, and I did it. 00:22:26.540 --> 00:22:35.420 So I think just being like very clear about like, okay, here, you know, when you're here, you need to stay here for this amount of time and be busy for this amount of time. 00:22:36.140 --> 00:22:38.700 Or this is a project-oriented company. 00:22:38.860 --> 00:22:42.300 So once you get your work done, you're free to leave. 00:22:42.540 --> 00:22:44.940 Um I think that that's important. 00:22:45.100 --> 00:23:01.500 And creating that shared goal that we aspire to as a group instead of just continuing to operate on an individual growth mindset is very important in doing that and kind of teaching Gen Z this is the purpose of like why we do what we do. 00:23:01.900 --> 00:23:10.140 Um because like the financial industry, for example, they do that, but they don't do a good job of telling the story of that. 00:23:10.380 --> 00:23:19.580 Like helping someone transition from the loss of a loved one and then there's money moving around, or they're transitioning to retirement. 00:23:19.820 --> 00:23:27.340 That's a very important, purposeful job and like position of power as the one helping that person. 00:23:27.500 --> 00:23:29.580 But it's not really talked about in that way. 00:23:29.660 --> 00:23:40.540 It's kind of talked about just in terms of the numbers of it, which doesn't feel as satisfying to a new generation that's looking for something to do that's important and empowering. 00:23:41.180 --> 00:23:51.900 I really think your your definition of success really struck a tone with me because, right, like we all have different definitions of success. 00:23:51.980 --> 00:23:55.900 We all have different definitions of what wealth means. 00:23:56.140 --> 00:23:57.340 We all have different. 00:23:57.820 --> 00:24:00.779 I used this example, and Evie's probably heard this before, right? 00:24:00.940 --> 00:24:03.660 My father-in-law has no real money. 00:24:03.980 --> 00:24:11.580 But when we moved him, he was basically a hoarder, and his wealth was the stuff he had. 00:24:12.060 --> 00:24:14.860 That was what it was about for him. 00:24:15.259 --> 00:24:18.460 Now, in my mind, that was crazy. 00:24:18.700 --> 00:24:26.860 Why did you buy all this stuff when if you had the money from buying all that stuff, you'd have money and well, right? 00:24:26.940 --> 00:24:31.420 Like, but right it we have to think that through, right? 00:24:31.500 --> 00:24:37.019 What the success looks like, what the wealth looks like, what what the work environment looks like. 00:24:37.180 --> 00:24:40.940 You covered all of those, but and it's totally true. 00:24:41.259 --> 00:24:42.140 I I love that. 00:24:42.220 --> 00:24:47.980 I love what you said about um wealth being different and and worth and wellness. 00:24:48.060 --> 00:24:54.380 I feel like all three of those, and maybe you can expand on that, Evie, but like all three of those can be interpreted differently. 00:24:54.460 --> 00:24:58.860 And so it's like, you know, one generation might be like, I need more stuff. 00:24:59.019 --> 00:25:02.540 Like that is how I'm measuring my wealth. 00:25:02.779 --> 00:25:09.259 But then another generation is like, well, I want the actual money because that brings me freedom and I can do things

with it. 00:25:09.500 --> 00:25:17.420 Then another generation is like, Well, what's the point of all that money if you can't do anything with it because you don't have the time to do anything with it? 00:25:17.580 --> 00:25:23.980 And then another generation is like, well, none of that matters because now it's all Bitcoin and nobody has cash anymore. 00:25:24.140 --> 00:25:26.540 And so, like, I think that plays into your joke. 00:25:26.620 --> 00:25:31.180 You're no TV polar joke, and that can vary though, too, based on the person. 00:25:31.259 --> 00:25:35.740 Like, it's not even really just generation, it really can vary based on the person, too. 00:25:35.900 --> 00:25:41.660 So yeah, I think we just see it grouped more in the generations, but you're absolutely right, yeah. 00:25:41.980 --> 00:25:42.860 Totally right. 00:25:43.180 --> 00:25:49.100 So, so you're learning, you learned this, you did all this research, which I love. 00:25:49.500 --> 00:25:53.180 How how do you think it affected how you're gonna think? 00:25:53.340 --> 00:25:55.900 I guess is what I would be curious about. 00:25:56.060 --> 00:25:59.820 But think about you as you're gonna join the workforce, right? 00:26:00.220 --> 00:26:05.259 How is knowing some of this gonna help you with that moving forward? 00:26:06.060 --> 00:26:07.900 How was this what a step forward? 00:26:07.980 --> 00:26:08.220 What? 00:26:08.540 --> 00:26:10.940 Yeah, how we can pivot. 00:26:14.620 --> 00:26:15.980 That's a great question. 00:26:16.220 --> 00:26:46.220 Um, as I'm moving into the workforce, I am understanding that there is a need for kind of the storytelling of like, this is what we do, this is why it's important, this is how we can change in a growing world, in a growing work environment, um, to better suit changing clients, you know, as as people are growing up, and also changing workers. 00:26:46.540 --> 00:27:10.860 Yeah, I'm just kind of more aware of that as a whole and getting my name out there next to these other very like established speakers and working closely um with Evie on uh Courageous Being has been a huge opportunity and advantage that I just want to keep taking advantage of and and helping out and showing up and being like Gen Z is here to work. 00:27:11.019 --> 00:27:13.420 You know, we're we are here to get things done. 00:27:13.580 --> 00:27:15.660 It's just a little differently. 00:27:15.820 --> 00:27:21.580 Um, and hopefully I can leave a good impression for for everyone else. 00:27:21.900 --> 00:27:23.259 Well, you brought that up, right? 00:27:23.420 --> 00:27:31.100 Like, as long as we get it done and get to that end result, does it matter that I would have done it differently than you did it, then Eevee did it? 00:27:31.340 --> 00:27:33.019 No, it probably does not, right? 00:27:33.100 --> 00:27:38.380 Like, and so um, you know, I think that that kind of brings it all together very nicely, Liam. 00:27:38.540 --> 00:27:39.900 So thank you so much. 00:27:40.220 --> 00:27:40.700 Thank you. 00:27:40.779 --> 00:27:43.259 It's been a pleasure to speak with you both again. 00:27:43.420 --> 00:27:45.980 This is awesome to see how the podcast has grown. 00:27:46.140 --> 00:27:48.779 So super cool to be invited again. 00:27:49.100 --> 00:27:53.820 One big shout out to you, Liam, for stepping also into the pivot when it comes to public speaking. 00:27:54.060 --> 00:28:12.940 You did public speak in the past, you've presented things, but um, this was very different having seen you do it, because it was, like you said, you know, uh a group of leaders and executives across professions that you didn't know, so a lot of strangers, and you were the last one who spoke. 00:28:13.100 --> 00:28:21.740 I'm curious if you can also tell us how is this pivot a step forward for you just from the perspective that you did something that was uncomfortable and you chose to do it? 00:28:21.900 --> 00:28:24.620 Does that have something to do with that whole purpose? 00:28:24.779 --> 00:28:32.220 And as a Gen Z that you, I don't know, was it was it important to you from a I think this matters perspective? 00:28:32.300 --> 00:28:42.620 Or was there something else that it encouraged you to say, you know, I will do it, even though it's something that requires me to really stretch and you know, in lean into my growing edge? 00:28:43.100 --> 00:28:44.300 Yeah, yeah, definitely. 00:28:44.380 --> 00:28:46.460 It's something I was definitely nervous for. 00:28:46.700 --> 00:28:53.259 Um, but it's kind of fun like to feel that nervousness when you have people who are supporting you. 00:28:53.420 --> 00:28:57.420 Um, and like just in that talk alone, like I had a bunch of different people. 00:28:57.500 --> 00:28:59.740 I was the youngest person presenting. 00:28:59.900 --> 00:29:05.740 Um, we had a bunch of people, you know, working help us set up, and then the other speakers were there, and you were there. 00:29:05.900 --> 00:29:11.340 And so you had a bunch of different generations also kind of helping bring me in to that. 00:29:11.500 --> 00:29:14.460 And um, that was kind of like that from the get-go. 00:29:14.620 --> 00:29:25.980 So it was just it was exciting to know that I have the support, which was helpful, and then the purpose of it, I really wouldn't have done it if I felt like this is going nowhere. 00:29:26.220 --> 00:29:47.820 But you created the stage, the platform for me to speak on an issue that I think is important for you know, for myself and others, and you had a lot of people voicing interest for it, which made me feel like, okay, this is why I'm doing this, is because these people want to hear more about it. 00:29:48.140 --> 00:29:53.019 And I'm the there's a possibility for me to be the channel for it right now. 00:29:53.259 --> 00:29:54.700 So um, yeah. 00:29:55.100 --> 00:30:00.220 This was really important for me that we talk about because of that question that you asked him earlier, Teresa. 00:30:00.300 --> 00:30:04.700 And I am very much thinking concretely about you know, retirement services. 00:30:04.940 --> 00:30:07.019 How can we attract more people? 00:30:07.340 --> 00:30:16.060 And what can we do better from a recruiting standpoint and also in interviews and then with the folks who are already in the workforce, like how can we keep motivating them? 00:30:16.220 --> 00:30:19.900 I think Liam, you just gave us a concrete example of what that's like. 00:30:19.980 --> 00:30:41.980 And I think our, like you were saying before, our industry is so uh purposeful, but we are not yet talking about it really with that, you know, the level of conviction that I think that these younger generations will need to really be, you know, interested in saying a wholehearted yes in success in being successful, whatever that means to them. 00:30:42.220 --> 00:30:44.860 I mean, we're back to that, whatever that means to them, right? 00:30:45.019 --> 00:30:56.460 You know, I think that that there's a lot of tidbits in here that we can take from it, but I it's it's gonna be a continual discussion, it's gonna continue to grow and to change. 00:30:56.700 --> 00:31:07.340 And um, but we need to communicate and work together and you know, and make sure that we all have what we need to to you know be successful. 00:31:07.500 --> 00:31:08.779 So I think it's amazing. 00:31:08.940 --> 00:31:10.860 So thank you so much, Liam. 00:31:11.180 --> 00:31:11.980 Love having you here. 00:31:12.140 --> 00:31:13.340 Love getting to see you. 00:31:13.420 --> 00:31:15.420 Um, usually I just get to email with you. 00:31:15.500 --> 00:31:18.060 So seeing you live and in person is always great. 00:31:18.300 --> 00:31:19.340 So thank you so much. 00:31:19.500 --> 00:31:21.500 Thank you also to our listeners today. 00:31:21.660 --> 00:31:23.420 We always love having you here. 00:31:23.660 --> 00:31:29.100 So we will sign off for a couple weeks, but remember if you have a pivot, step into it.