The Modern Manager

A positive workplace culture can be the difference between a thriving and barely surviving team; between people staying because they love their job and people eagerly searching to work somewhere else. When managers create an environment that is welcoming, trusting, and encourages creativity and feedback, people will find more overall satisfaction in their work. But how does a manager actually create this type of culture, especially on remote teams?  Today’s guest is Abhishek Nayak. As a co-founder and CEO of four startups, one of which was funded by Sequoia Capital, Abhishek is well-versed in the art of starting and scaling a business. But during a stint as an entrepreneur-in-residence at Accel, he discovered how much time engineers spend building internal applications, so he and two co-founders created Appsmith to put customizable app tools directly into developers’ hands. The once-small, open-source project is now used by over 10,000 teams, employs people in sixteen countries, and has raised over $51 million in capital. Abishek and I talk about how he’s built an incredible team and culture for his fully remote business. He shares the lessons he’s learned and steps he’s taken to support his people along the journey from a small co-located team, through the disruption of COVID, to a fully remote, global company with over 120 employees. Members of the Modern Manager community get a Template and Guidelines for Requesting Feedback. This internal document is used by Appsmith to guide employee feedback. Outlining feedback guidelines and questions for specific feedback outcomes, this resource can help any manager give and receive more valuable feedback. Get it when you join the Modern Manager community.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: Do These Five Things to Effectively Manage a Remote Team   KEEP UP WITH ABHISHEK Website: Appsmith.com Twitter: twitter.com/arey_abhishek LinkedIn: linkedin.com/in/abhisheknayak/ Email: abhishek@appsmith.com    Key Takeaways: Know the advantages of remote work, including more focus time, a larger talent pool, and better customer service availability. Invest in technology that provides the ability to virtually collaborate and takes advantage of the benefits of virtual work such as anonymous input and democratized participation in meetings.  If possible, help your team members set up a home office or provide a stipend for an office co-working space.  Give your team members autonomy, and hire for self-directedness.  Let your staff choose projects they enjoy and set their own deadlines. Review their plans and check in regularly to ensure accountability. Discuss post-project what could have been done differently to foster additional accountability and long-term continuous improvement.  Create an atmosphere of honesty by being receptive to your team’s dissenting or critical feedback. Share publicly when feedback has changed your mind.  Your organization is an organism that is constantly evolving. With each new team member, expect the dynamics to shift. Observe your teammates' communication and cultural style to understand ways to create a more accepting culture.  mamie@mamieks.com instagram.com/mamieks

As managers, emotional intelligence plays an important role in how you interact with your team and make decisions. Being aware of your capabilities, motivations and emotions, and knowing how to act on them, enables you to connect with your colleagues and build a trusting relationship. High emotional intelligence enables managers to more easily accomplish those goals, helping both you and your people thrive at work. Today’s guest is Robin Hill. Robin is the director of Ei4Change, a company specializing in educational training, coaching and personal development focused around emotional intelligence, positive psychology and neuroscience. He has taught over 300,000 people in more than 195 countries how to build resilience, increased self-awareness and understanding of others. Robin and I talk about emotional intelligence. He breaks down the components of EQ, including how to better understand yourself so you can develop your emotional intelligence skill set. Members of the Modern Manager community get Robin’s ‘Working with Mindfulness’ Course, typically $49, for free. The ‘Working with Mindfulness’ course supports the development of a manager’s emotional intelligence by helping them to work more effectively with mindfulness. Get it when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: How Managers Can Build Their Emotional Intelligence Skill Set   KEEP UP WITH ROBIN Website: https://ei4change.com/ Facebook: https://www.facebook.com/EI4Change/ Twitter: https://twitter.com/Ei4Change LinkedIn: https://www.linkedin.com/in/robinhills/ Instagram: https://www.instagram.com/ei4change/ YouTube: https://www.youtube.com/channel/UCBBxGskYxL0wnRfuyz_wHZA/feed   Key Takeaways: Emotional intelligence is the ability to use your thoughts and emotions to make quality decisions and build relationships.  The five elements to emotional intelligence are self awareness, self regulation, empathy, communication, and motivation.  Self awareness is understanding your strengths and weaknesses. Use an assessment tool like Myers Briggs to learn what you bring to the table and become more aware of how others may differ from you.  New managers need to be patient with themselves as they gain the skills of EQ over time. Don’t be afraid of reaching out for support along the way.  Self regulation is working with and managing emotions, so that you can make informed choices about how to behave.  Anger and frustration are the most common emotions in the workplace. They tend to arise when one of our core values is being transgressed or when confronted with our limitations. Understand your hot button issues to address and reset situations. Become aware of your physical cues for anger so you can employ strategies in those moments to calm yourself down.  Empathy is seeing things from others’ perspectives, and communication is combining empathy with social skills to connect effectively with others.  Happiness is not the goal; we want people to feel challenged and appreciated. Communicate how pleased and grateful you are for their work.  Motivation is the most overlooked element of EQ. Motivation can come internally and externally, and may change depending on many factors, including the time of day. We need to motivate ourselves to develop and use EQ to work most effectively with others.  Additional Resources: Work with Mamie to understand your personality and preferences with the Type-Coach Myers Briggs assessment. Email mamie@mamieks.com to learn more and for pricing. mamie@mamieks.com instagram.com/mamieks

When a crisis hits someone’s life, the effects aren’t limited to home. Personal, communal, or even global crises can have a significant impact on someone’s stress levels. In situations where a crisis or tragedy has occurred, there’s likely little you can do to ‘fix’ the situation; however, there are steps every manager can take to help support their team members during these difficult and uncertain times. Today’s guest is Holly Welch Stubbing. Holly currently serves as President and CEO of E4E Relief. She has over 25 years of experience in HR, endowment investments and disaster relief. Her organization E4E Relief is an employee relief fund that works with global companies like Salesforce and Wells Fargo to relieve employees when it’s needed most. Holly also serves on the Forbes Human Resources Council and shares her philanthropic vision with fellow executives. She is a thought leader in ESG, philanthropy, and corporate social responsibility and speaks on ESG investment portfolios and strategies, CSR strategies, philanthropy, social enterprise and tax-exempt legal matters. Holly and I talk about how we as managers can best support our colleagues when a tragedy occurs - this could be a natural disaster, a death in the family, political upheaval in their city. She shares what employees care about, what we can do, and why it’s important to support people through these difficult moments.  Members of the Modern Manager community get a Free Disaster Worksheet, “Things to Consider When Responding to a Crisis.” This worksheet will lay out the stakeholders (employees, communities, etc.) to consider, partners to establish, and funding to set aside for navigating an unforeseen event impacting your people or your business. Get it when you join the Modern Manager community.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: How to Support Your Team in Times of Crisis   KEEP UP WITH HOLLY Website: https://employeerelieffund.org/   Key Takeaways: Since the pandemic, managers are taking on more responsibility to support their teams during times of crisis. Personal, local, national, and global crises can have a significant impact on people. This includes a death in the family, political unrest, natural disasters (flooding, fires, hurricanes, etc), violence in a community, and more.  Update or create a comprehensive benefits plan that includes crisis support, mental health, and hybrid/flexibility needs.  Make sure employees in all locations receive benefits they need to navigate a crisis. One size doesn’t fit all.  Keep tabs on local crises affecting teammates, possibly as an HR role. Schedule weekly team meetings to learn about teammates’ issues.  Brainstorm with teammates how you can lean in and support each other during difficult times. Words and tokens of support help vulnerable teammates feel less alone and wanting to stay in the company. Go to HR to see what relief grants and other resources are available. When a colleague is overwhelmed dealing with a crisis, help out by filling out paperwork or doing research to ensure they get the needed assistance.  Additional Resources: Get an extended free 30-day trial of Sunsama. Learn more about Sunsama and why I love it in episode 217: Plan Your Day with Ashutosh Priyadarshy mamie@mamieks.cominstagram.com/mamieks

Of all the mindset tips and tricks, there is one aspect that is often overlooked: the questions we ask ourselves. Questions have the potential to shift conversations, open new ideas, and broaden understanding. The thoughts we have are in response to the questions we ask ourselves, often without conscious thought. Managers can learn how to use these internal questions as a tool to transform difficult relationships, spark creativity, reduce stress, and much more.  Today’s guest is Dr. Marilee Adams. Marilee is an award-winning author and pioneer in the fields of inquiry-based coaching, leadership and organizational culture. She is CEO/Founder of the Inquiry Institute, a solutions and performance-focused company providing consulting, coaching, training, keynotes and eLearning. She is the author of the best selling book Change Your Questions, Change Your Life: 12 Powerful Tools for Leadership, Coaching and Results. Marilee and I talk about the powerful questions we ask (without even realizing it) that shape our thoughts and actions. We get into what you can do to recognize these questions and start to change them, so you can truly transform your relationships and really, your life. Members of the Modern Manager community get a $10 Discount on The Choice Map Course. The Choice Map is your roadmap to creating a foundational awareness of your mindsets and questions. It will help you to live predominantly on the Learner mindset path, or ‘Learner Living’. Get it when you join the Modern Manager community or become a member of the Skills Accelerator.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: How to Ask Yourself the Right Questions   KEEP UP WITH MARILEE Website: https://inquiryinstitute.com/ Twitter: https://twitter.com/marileeadams Facebook: https://www.facebook.com/questionthinking Personal LinkedIn: https://www.linkedin.com/in/marileeadams Institute LinkedIn: https://www.linkedin.com/company/inquiryinstitute/ YouTube: https://www.youtube.com/user/InquiryInst   Key Takeaways: Our inner dialogue is a series of responses to questions we ask ourselves. We are either in Learner or Judger mindset. The Learner Mindset thinks win-win. It is open to possibilities. It asks “What’s my responsibility?” and “What would help my team thrive?” and “What is possible right now?” The Judger Mindset thinks win-lose. It is critical of the self and others, seeing few possibilities. It asks “Who’s to blame?” and “What’s wrong with me (them)?” We all have Learner and Judger mindsets and will flow back and forth between them all day. To switch from Judger to Learner, start with awareness of how you’re thinking. Ask ‘switching questions’ such as “Is this what I want?” and “How else might I approach this?” Fear or denial of your Judger will be counterproductive. Listen to how it shows up in you—what questions it asks and how your body responds. It helps to calm down your body before switching to Learner.  These techniques work for all aspects of our lives: at home and work, to improve relationships, creativity and problem solving, to reduce stress and more. mamie@mamieks.cominstagram.com/mamieks

Developing a remote work culture is a crucial step for businesses to take in today’s workplace landscape. However, developing a remote work culture requires different skills and practices than an in-person culture. The majority of people working remotely report struggling to maintain their work friendships and feeling distant from their work. It’s up to managers to cultivate a remote culture that is inclusive and engaging—despite the distance. Today’s guest is Kapil Kale. Kapil is the co-founder and COO of Tremendous. Kapil previously co-founded GiftRocket, an online gift card company that went through Y Combinator and became profitable. Prior to that, he worked as a Senior Associate Consultant at Bain & Company and also worked as a Portfolio Team member at Insight Venture Partners.  Kapil and I talk about building a remote-first culture. We get into ways to build trust, foster deep relationships, manage accountability, and so much more. Members of the Modern Manager community get a $100 reward for a $1,000 Tremendous purchase. Tremendous is the simplest way for businesses to send money to people. Managers can offer employees more than 800 redemption options, from gift cards to donations to cash. Get this bonus when you join the Modern Manager community or The Modern Manager Skills Accelerator.    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: Strengthen Your Team’s Capability for Remote Work   KEEP UP WITH KAPIL Website: https://www.tremendous.com Twitter: https://twitter.com/gotremendous LinkedIn: https://www.linkedin.com/company/tremendous-rewards/   Key Takeaways: Explain to your team the reasons why you’re choosing a remote work setup. Think through the skillsets your team members need for remote workers including good written communication and self management. With remote work, we lose the opportunity to organically build casual relationships, like those ‘watercooler’ conversations.  Supercharge work relationships by engineering offsite events. Make sure these retreats focus only on having fun and not anything work-related. Encourage teammates who struggle with remote work to spend part of their time in a shared office setting.  Those who haven’t developed the skills needed to effectively complete a task or responsibility, such as those new to a role, might benefit from being in person early on.  Find creative ways to celebrate and recognize employees, whether through in person events or virtual channels.  mamie@mamieks.com instagram.com/mamieks

You probably know the feeling of ‘there’s an elephant in the room’ and no one wants to address it. But letting things go unspoken creates problems in the workplace. This is true of the large and small things. Are you letting the ‘mice in the room’ go unaddressed because they’re just not a big deal? By raising small issues, we are able to address potential areas of concern before they become bigger problems. Plus, by acknowledging these small things, we’re able to better understand one another. Today’s guest is David Wood. After life as a consulting actuary to Fortune 100 Companies, David built the world’s largest coaching business, becoming #1 on Google for “life coaching”. He believes the tough conversations we avoid are our doorways to confidence, success and even love - in both work and life. David coaches high performing entrepreneurs, executives and teams - and even prison inmates - to amazing results AND connection. One conversation at a time. David and I talk about the lessons in his book Mouse in the Room. He explains the concept, shares some of the common mice we experience and how to raise small issues so that we can have meaningful conversations. Members of the Modern Manager community get a free, personalized gift basket from David that includes a 15-minute Double Your Revenue Strategy call for qualifying businesses, the Online Double Your Revenue Replay, a cheat sheet, and the Mouse in the Room minibook. Get it when you join the Modern Manager community.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: How To Have Those Conversations Everyone Prefers To Avoid   KEEP UP WITH DAVID Website: https://focus.ceo LinkedIn: https://www.linkedin.com/in/focus-ceo YouTube: https://www.youtube.com/c/ExtraordinaryFocuswithDavidWood Twitter: https://twitter.com/_focusceo Extraordinary Focus Facebook: https://www.facebook.com/extraordinaryfocus Personal Facebook: https://www.facebook.com/playforrealll   Key Takeaways: We learn to avoid honesty as we grow up.  The conversations we’re afraid to have are the ones necessary to deepen our relationships.  We need to name the more subtle “mice in the room”. Unlike elephants that both parties are aware of, mice are the little issues that get in the way, but only one person is aware of. The ‘Storytelling Mouse’ makes assumptions about how others are acting. Check if these beliefs are true before taking them personally. Acknowledge your ‘Desire Mouse’ by asking, what do I really want?  What are you tolerating that’s quietly driving you crazy? This is your ‘Toleration Mouse’. Our ‘Mirror Mouse’ gives us insights into who we are and why we react in certain ways due to past experiences. When deciding whether to share a mouse in the room, go through the 3D’s of Discover, Decide, and Disarm. Discover what you feel. Decide if you can tolerate possible negative outcomes and if the potential positives are worth it. Disarm a defensive response by getting consent first. Share your worries and hopes and ask if it’s a good time to talk. mamie@mamieks.com instagram.com/mamieks

Managers often focus on creating work environments that cultivate inclusivity, productivity, and innovation - which are all important. However, when was the last time you intentionally created an environment for… joy? Turns out, when employees are joyful at work, they are more likely to be productive and work harder to achieve their goals. In fact, joy in the workplace can lead to a more successful team and a better working experience for everyone involved - and it’s up to the manager to create the conditions to make that happen. Today’s guest is. Akaya Windwood. Akaya advises, trains, and consults on how change happens individually, organizationally, and societally. She is on the faculty for the RSF Social Finance Integrated Capital Fellowship and is the founder of the New Universal, which centers human wisdom in the wisdom of Brown women. She was the president of Rockwood Leadership Institute for many years and directed the Mycelium Fund. Akaya and I talk about the bits of wisdom she and her co-author collected over the years on what it means to foster joy in the workplace and how you can too.   Members of the Modern Manager community get a chance to win 1 free copy of Akaya’s book, Leading with Joy. Sharing vignettes about the authors’ insights and stories and discussion questions to go along, Leading with Joy promotes a courageous and compassionate approach to leadership that can sustain purposeful action and social change. Get it when you join the Modern Manager community.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: How to Create a Joyful Work Atmosphere   KEEP UP WITH AKAYA Twitter: https://twitter.com/LeadingWithJoy Instagram: https://www.instagram.com/ LinkedIn: https://www.linkedin.com/in/leadingwithjoy/ Website: https://leadingwithjoybook.com/   Key Takeaways: We can’t force our team members to feel joy (nor is our responsibility to), but we can (and should) create the conditions for people to find joy.  Happiness is an emotion from an external experience while joy is a bodily sense from within.  We need to practice experiencing and discovering joy intentionally and mindfully.  Set aside time for conversations with colleagues about what joy means to them and how you might help foster joy in the workplace.  Micromanaging destroys trust and joy. Managers micromanage due to their own anxieties.  Remember to only do what is yours and trust others to do theirs. You don’t need to do it all. Approach colleagues first with what you appreciate of them. Then ask what support they need from you. This creates a culture of gratitude.  Imagine what it would feel like if people left interactions with you feeling appreciated and affirmed. Be intentional about the seeds you are sowing now. You never know what they will lead to in the future. mamie@mamieks.com instagram.com/mamieks

We've all heard it a million times, especially as kids: "Be nice!" Most people have been taught that if you don't have something kind to say, don't say anything at all. However, what do you do when you have necessary feedback to give, but it's not positive? This is where radical candor comes into play. The goal is to always speak with both love AND truth - at the same time. Today’s guest is Kim Scott. Kim is the author of Just Work and Radical Candor. Kim was a CEO coach at Dropbox, Qualtrics, Twitter, and other tech companies. She was a member of the faculty at Apple University and before that led AdSense, YouTube, and DoubleClick teams at Google. Kim and I talk about how to give productive feedback using her famous Radical Candor model. We talk about why giving feedback is so important even if it's uncomfortable, and how to solicit feedback most effectively. Members of the Modern Manager community get 10% Off The Feedback Loop Course. Starring David Alan Grier, Kim Scott, and a cast of eccentric characters, The Feedback Loop workplace comedy series and e-course teach Radical Candor’s proven feedback framework in a way that's fresh, fun, and effective to improve your communication skills at work and in life. Get it when you join the Modern Manager community.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: Give Your Team Members the Gift of Feedback   KEEP UP WITH KIM Radical Candor Website: www.radicalcandor.com Just Work Website: www.justworktogether.com Radical Candor Twitter: https://twitter.com/candor  Just Work Twitter: https://twitter.com/JustWorkBook Personal Twitter: https://twitter.com/KimballScott    Key Takeaways: The idea of radical candor is that you care personally and challenge directly at the same time. This means saying what needs to be said in a way that demonstrates caring while ensuring the other person clearly gets the message. Obnoxious aggression (being direct without caring), manipulative insincerity (being indirect without caring), and ruinous empathy (being indirect with caring) each fail to help someone receive the feedback they need to be successful in their role.  If you avoid giving feedback when things are small, they often snowball and then it’s much harder to give the feedback because it’s become huge. When you don’t give feedback, you are doing the other person a disservice. You are inhibiting them from the opportunity to grow, improve or change. If someone doesnt get the message, keep saying it in new ways that become more direct until they get it. You don't have to build this deep relationship with someone before you can offer radical candor. Caring personally just looks like noticing someone's humanity in the moment.  Ask for feedback by coming up with one specific question that you can regularly ask your people. Then pause long enough for them to answer. Then listen with the intent to understand, not respond. mamie@mamieks.com instagram.com/mamieks

Each person on the planet has a way of being and thinking that when tapped into feels both natural and fulfilling. This is called your inner genius. The goal for each person is to find their inner genius; the goal for each manager is to help people leverage this knowledge, to help them bring forth the genius that lies within each of us. Today’s guest is Catherine Mattiske. Catherine is a leading global business educator and author with 30 years of experience across industries, including banking, insurance, pharmaceutical, biotechnology, and retail. She is the founder of TPC — The Performance Company, an international training and consulting organization that has worked with Fortune 100 companies worldwide. Catherine has authored more than 30 books, her latest being “Unlock Inner Genius: Power Your Path to Extraordinary Success”. Catherine and I talk about the inner genius concept. We get into how to find your inner genius, how to connect what you love to do outside of work and get the same state of flow while at work, the different genius archetypes, building a team that optimizes for inner genius, and much more.   Members of the Modern Manager community get 50% Off the Inner Genius Profile. Take the Inner Genius Profile to discover how you learn and communicate. The profile takes 10 minutes and will make the way you work, study, and communicate more efficient and effective. Get it when you join the Modern Manager community. Or, check out The Modern Manager Skills Accelerator. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: Unlock the Power of the Inner Genius   KEEP UP WITH CATHERINE Inner Genius LinkedIn: https://www.linkedin.com/company/discover-your-inner-genius- Inner Genius Facebook: https://www.facebook.com/geniusquotient/ Inner Genius Twitter: https://mobile.twitter.com/innergeniusnow Inner Genius Insta: https://www.instagram.com/innergeniusnow/ Catherine Linkedin: https://au.linkedin.com/in/catherinemattiske The Performance Company Facebook: https://www.facebook.com/ThePerformanceCompany/ Catherine Facebook: https://www.facebook.com/public/Catherine-Mattiske Catherine Instagram: https://www.instagram.com/catherinemattiske/?hl=en   Key Takeaways: When doing activities that align with our inner genius, we light up and get into a state of flow.  There are 12 different archetypes that fall into four categories of inner genius; the Big Whys, The Detailers, The Constructors, and the Inventors.  The Big Whys love working with people and asking inquisitive questions.  The Detailers are practical and efficient.  The Constructors take ideas and start building. The Inventors love dreaming up new ideas. They are cheerleaders pushing their team along.  Discover what your inner genius archetype is by reflecting on the activities that bring you to life. Deconstruct these activities and look for themes. Map out what different archetypes you have on your team. Consider how you might bring on advisors or new team members with different archetypes so that your team can benefit from the full range of genius types. Ask your team members what or how they want to contribute to a project rather than them assigning tasks.  We use language that mirrors how we process the world. Use language that corresponds to the archetype you are communicating with to better connect with them..  mamie@mamieks.com instagram.com/mamieks

Many studies have shown that the best and most innovative companies are those who embrace diversity and make an effort to recruit people with different personalities and different strengths. While some areas of diversity are visible, one in particular is not: neurodiversity. People who are neurodivergent have brain differences that affect how their brains work. As managers, it's up to us to be knowledgeable about neurodiversity and create work environments where neurodivergent people can be their truest and best selves.  Today’s guest is Genie Love. Genie has been trying to figure out how to stay focused and attentive, how to decrease procrastination, how to manage “to do” lists, and generally how to get things done her entire adult life. As an executive functioning coach, she brings her personal trial and error experience as well as 20 years of experience teaching high school students with ADD and Autism to help adults take control of their time and attention. Genie and I talk about what neurodiversity means and how our work environments help or hinder different ways people’s brains work. We get into strategies to help yourself and your team members to create workplaces that work for all different brains. One member of the Modern Manager community can get a 1.5-hour consulting session focused on simple strategies to support underutilized human assets in your organization. She will provide tips on the use of physical space, training in executive functioning, and strategies in recruiting, interviewing, onboarding, and retention in order to increase productivity and job satisfaction. Get this bonus and more when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: How to Support Neurodivergent Team Members   KEEP UP WITH GENIE: LinkedIn: https://www.linkedin.com/in/genie-love-4b13451b8/ Website: https://genielove.coach/    Key Takeaways: Neuordivergent thinking is a spectrum of different ways of processing, communicating, and thinking. It includes ADHD, autism, and dyslexia among others.  Neurodivergent teammates may have trouble creating a work plan, getting ideas across verbally or in writing, or sitting still for long periods of time.  Consider how space impacts a person's ability to focus. Some people are sensitive to noise, lighting, visual distractions and furniture. Invest in seating options. When possible, provide options of a rigid chair, reclining chair, ball chair, or standing desk, each of which may be a good fit for an individual or can help at different energy levels or with types of work.  Create a time for colleagues to share what their needs are or what might help them engage more fully.  mamie@mamieks.com instagram.com/mamieks