Hello. Hello. Good morning. Good evening. Good afternoon. Welcome. Wherever you're joining from, just trying to take a quick look and see who we have in the room so far. So I see people joining very quickly. It's exactly 10 after now.So we'll give it just a moment and uh then we'll get started, but welcome everyone. Welcome. Wherever you're joining from, you are in the right place. In fact, since so I wanna wait a minute or two until others uh finish joining. So I see the numbers, uh clicking up very quickly. I would love to hear from you. What had you come to today's session? What are you hoping to walk away with from today's session on how to become the CEO of your career? And hopefully that's the session you're looking for because that's where you are. So what had you come to today's session if you can feel free to share either? Let me see if the chat is on. Excellent. Yes. Best way to advance my career quickly. Ok. Excellent. Brittany. Thanks for getting us started. Who else? What are you hoping to get out of today's session? Let me know what are you hoping to get out of today's session, some good tips and tricks for a successful career. You're definitely gonna get that Karina so excellent, you're in the right place. So I'm gonna let you all continue to share what brought you here. And the other thing I like to do whatever session I'm in whatever uh venue it is. I invite you to look around.

In this case, the virtual room because of the other, you know, women and supporters in this room, um by definition have kind of opted in to be in this type of conversation are the kind of people you want to be in network with. So, you know, when you have an opportunity as you're going throughout the women tech conference with all of these superpowers in every room, you join in every conversation you're in, make those connections. Um Although I'm not getting into that, that conversation much today, but the connections you make time to nurture or the connections that are going to nurture your career for the rest of your career and any of your professional and personal ambitions. So absolutely make time to, to connect with one another. So we're gonna go ahead and get started because I have a lot to cover and I see, you know, career tips um at a crossroads. OK. Excellent between setting up a company with someone else or looking for a role with, with a company, looking again for some uh perspective, OK? Excellent. Then you're in the right place. I'm gonna start sharing my screen uh in order to keep us on track because like I said, we have to go very quickly and uh I will start now officially. See. Yep. There you go and welcome OK. Women in tech again.

I'm so happy to be here with you in this conversation today. Welcome to how to become the CEO of your career, dismantling three disempowering myths. And the reason I'm so excited about being in this conversation today, about becoming the CEO of your career is because so many beliefs we have around managing our careers are simply wrong. They're not correct and they're damaging our careers. So my name is Asia Brika Hedin and I'm your host for the next few minutes while we talk about and try to kind of take apart these myths and take at least one step forward toward becoming the CEO S of our careers. Now, as a leadership development coach, I work with a couple of broad types of people. I work with professionals, you know, struggling with a bad boss or unwelcome environment, unstable organization who are really trying to overcome the effects of that experience and refocus and reenergize their careers, right?

So that's one group and I work with frustrated and overworked, you know, all those successful but overworked and frustrated bosses and leaders who want to become that type of influential leader that others look to. But without overworking and people pleasing and, you know, selling out their values and all those things. Now, although these might seem like very different groups. I've observed that the exact same myths keep both groups from having the professional experience that they wanna have.

They're keeping both groups from becoming the CEO S of their careers. Now, before you say, um, I'm not trying to be a CEO, I just want to get to the next level or I just wanna have a job where I'm not stressing out all of the time, whatever the case might be for you, here's what I want uh to say about that. What I'm talking about when I talk about becoming the CEO of your career is becoming the chief strategist and chief decision maker in your career in your professional life, in the impact you're able to have and in the legacy you're able to create being that chief decision maker and chief strategist because, you know, that's what it is to be the CEO of your career.

The alternative is to be an employee in your own career, literally going where the next job or next boss or company or economic shift takes us whether or not that's where you wanna go. That is not being a CEO in your career. So question for you, go ahead and open the chat, you know, put your hands on the keyboard just briefly as I describe the experience of being driven by, you know, whatever is dictated by that next boss or client or reorg Give me a quick yes. If this sounds familiar now, it might not be you today, but if it sounds familiar, give me a quick. Yes. Yeah. And it is not a, an exclusive experience. Unfortunately, it's a rather shared experience. Now, question for you all. Who here is a leader? If you're a leader, go ahead and type leader in the chat. Who here is a leader? Excellent. OK, I see leader at heart. I am every day. Excellent. So, you know, that was a bit of a, an a trick question, but every single one of you should have typed leader in the chat should have raised your hand in whatever way you can to say I'm a leader because absolutely and unequivocally, every single one of you are a leader. In fact, the leadership myth tells us that we are leaders after we've been given some sort of formal authority, you know, some certain span of control or budget or have at least direct reports, right? But this is absolutely untrue.

So if you hesitate to identify yourself as a leader or you qualify it, even with things like, although I do love that leader at heart, I want to offer you a different way to consider leadership very briefly. Now, a leader is someone who elicits the best from themselves and others toward a common goal, period. It has nothing to do with a span of control or your budget or your decision, authority or any of those things. A leader is someone who brings their best from that place, encourages others to bring their best and inspires the best in other people toward a common goal. And in fact, I maintain, when I'm working with my, my uh senior level clients, I maintain that if something is not working, it's one of three things. Either they're not eliciting the best from themselves, they are not eliciting the best from others or they're not aligned on a common goal. I know that sounds like it oversimplifies, but that is literally at the core and the foundation of the leadership approach, development approach.

I work with hundreds of leaders on to get them to see improved results and outcomes not only for themselves personally and their own peace of mind and career satisfaction, but with their teams, it absolutely unequivocally, 100% works either not eliciting the best from themselves, not eliciting the best from others or not aligned on a common goal.

So I'm gonna continue, but I really want you to consider adopting that definition of leader. I really want you to consider adopting that definition of leader because you're already a leader. When you recognize that you're already a leader, you get to show up like a leader and model what that means to you without waiting for someone to give you permission. And in fact, the way that I see this myth cause an incredible amount of harm. It's by convincing professionals to relinquish their authority and decision making and control in their careers and in their growth to what their boss, their organizational training, budget or reimbursement. Uh limit says um what their job description says is appropriate for them women in tech.

You are the chief strategist in your career. You are the chief decision maker in your career. No one has more agency in your career than you do. Are you clear on that? No one has more agency in your decision in your, in your career than you do 100%? Now, in fact, the only thing more important than knowing where you fit in your organization strategic plan because that is important is knowing where they fit into yours. So I want you to, to really grasp onto that notion because there's a lot wrapped up in that. It's not only understanding. Yes, of course, you still need to know where you fit where your company is and whether that's where you wanna go, but more importantly, where your company fits into your plan, where your company fits into your intentions into your goals, into your purpose.

We make the mistake of trying to contort ourselves in order to fit into the company's plan and losing along the way, the connection to whether we should even be a part of that plan. You are responsible for your plan, you're responsible for your growth, you're responsible for investing time and treasure in your own development and in clarity around what's important to you. OK. So there we go. That was that first myth. You are a leader. So now you can decide what that means for you and start to show up that way. The next one, manage up for career success, who has heard that you should manage up? Right. We've been taught over the years to manage up to make your boss look good, make your client look good. Um Make sure that you're aligned with their priorities and know what's most important to them and how you contribute to that opportunity. All those good things, all the, all the ways it might be your clients, it might be your boss. And they taught us this strategy as a surefire way to accelerate our path to success, right? I mean, that's fair, but there's one fatal flaw in this strategy and that is that it assumes you have a boss who behaves rationally. It assumes you have a boss, you can trust, it assumes you have a boss who is willing to catch you winning, right?

The assumption here is that this person is a leader, that leader. We I mentioned just a moment ago who inspires the best from themselves and others, they inspire the best from others, not out of fear, but out of seeing them aspirationally for what they could be this leader. This is the type of leader who sees mistakes as an opportunity to teach versus an opportunity to punish or make you wrong. Does that resonate you guys? Very big difference. This is also probably a leader whose approach and authority you respect even when you find you don't always agree. Right? And that's, that's fair too. Now, of course, you need to know how to flex your skills. You need to engage in a line with different personalities in different ways and be effective about that. But this career strategy, it overlooks that most professionals would rather have a new job, a new boss, not a new job. Let me clarify that most professionals would have rather have a new boss than a raise. We need to change this. We need to make decisions that serve ourselves and our careers and release this myth. Now, I love trees. Um And you'll see it, you can probably see behind me. Well, walt uh it's a tree and I love kind of sprawling trees and the oak, it knows what it needs to grow.

So it'll grow straight up towards the sun and its roots will reach out and you know, and, and find water wherever it happens to be. But if something gets in the way of the tree, getting what it needs or reaching sufficient light, it'll alter its direction to get the nourishment that it needs. And if you've noticed that and you see the sprawling trees, it doesn't wait for the sun or the other trees to give it permission, it just pivots. So it's investment of energy actually yields the growth and the results it was looking for all along. So stop managing up like the oak, you are responsible for your growth and those results and like the oak, you're responsible for course, correcting if the direction you're reaching is not giving you what you need or what you expect it again. Oh you know, instead of managing up, put on your chief strategist hat and do some real strategic analysis in your own career, gain some real clarity in your own career. Get incredibly clear on what it is that you want and why it's important to you. So you can, you know, this gives you so many wonderful things that we don't have time to get into.

But at the center of it, it's so that you can both stop over investing in a boss or a client or even a company or activity where you're not seeing the results in return you expected. But also because it allows you to redirect that energy and move you toward what you actually want because that's what we all want, isn't it? I mean, we want to see results in the areas that matter to us. We want to see that our effort and hard work and intention and contribution and often sacrifice are actually moving us towards what we say is important to us. So I hope you guys all got that you're ready to be like the oak. I'm gonna go on to the next one, next myth and this one is a doozy because high performers are, are going to have a hard time letting go of this one. So I want you to be honest with me who here has thought that if you're doing a good job, your career will just blossom, right? Doing good job, good job will ensure career success. This is the next my doing a good job will ensure career success. Go ahead and let me know in the chat. Yeah, in the past when I was young. Yeah, guilty. We've all probably thought that at one point or another now, you know, we might be someplace different today and we might no longer, you know, connect to that so clearly.

But here's what I noticed. Even very experienced professionals keep coming back to that and have a level of resentment and disappointment and distraction from what's really important and what really moves the needle in their careers because they keep coming back to this. Now.

Look, I think we should all always be trying to knock it out of the park all of the time. But it's what's missing in this sentiment. That's so damaging, damaging to our careers, especially as women. So here's my question to you who needs to believe you did a good job, your boss, your client, your executive team, your board, you, your customers, your patients. I mean, we've probably all experienced in reality, that higher that buzz of, you know, hitting the mark because we got the sales target, you know, that the I worked at a cancer center for many years so that the patient is in remission. The study pass customer attention numbers are where we want them to be right. Patient satisfaction is high. We're on time and under budget, whatever it is, we've probably all had that experience. But what about the rest of the time when there's no objective measure or awards committee?

But we know we knocked it out of the park. Do we allow ourselves to acknowledge that? It's a good job even though our boss or our board might not think so, do we allow ourselves to acknowledge that we did a good job? So here we go with the tree again. Let's stay with sticking with me for this. So a farmer goes to the store to buy an orange tree, but she got distracted along the way and I'm guessing she was probably messing with G BT or something. So she went to buy an orange tree, but she accidentally came home with an apple tree. Now, the apple tree grew to be an incredible apple tree with the most amazing and beautiful and delicious fruit. But the tree sits there undervalued and unappreciated because the farmer felt silly and resentful about her own mistake and was bitter. Every time she walked by that tree, she wasn't willing to see the magnificence in that tree. But the apple tree knew it was magnificent and it felt no need to change itself into an orange tree to gain approval from the petty and secure farmer. So like the apple tree, do you allow yourself to acknowledge your wins? Your magnificence? Even if someone else either can't or won't objectively see it. If you fall in the validation trap, then maybe for you, the answer is no, because there's still some suffering and dissatisfaction.

Um and maybe internalized uncertainty and doubt there that because you didn't get the response or validation you were looking for and lack of validation, not getting the response you're expecting or worse yet getting criticism, it can quickly derail your pride, your sense of accomplishment, your, your um presence to your actual capabilities.

Now, remember I said at the beginning, right, remember I said at the beginning that it's what's missing from this myth that makes it so damaging. So let's fill in that blank really quick. Doing a good job will ensure career success when you're driven by what matters most and don't fall into validation trap. Now, the fatal flaw in just believing that doing a good job is enough is that it depends on someone else's validating or agreeing that you've done a good job. And more importantly, someone else being willing to catch you winning. And I want you guys to hear this. If it's the only thing you take from today's conversation. Not everyone is willing to catch you winning. So it does not matter if you knock it out of the park, they may be unwilling to catch you winning. I know this gets serious really quickly, but this is important. This stalls careers, this derails careers, this damages this accomplished successful professionals, sense of self. OK, I'm gonna go on with that. So doing a good job in managing up again, they're not enough to safeguard your career and your sanity. So it's really choosing the right driver for your decisions, for your actions. And I call it putting purpose over praise, right?

Because when we're out there trying to get the gold sticker, trying to get the atta girl trying to get the good job and then we don't get it. We crumble, we fall apart. We unfortunately take it to the extreme sometimes to start questioning whether we're worthy, whether we should have even been in the room to begin with. So purpose over praise, it is critical that you choose the right driver for your decisions and actions. It is absolutely critical.

You need to. So let me, let's talk a lot a bit about this. I have some slides for you guys, but you need to choose the right driver. So let's understand a little bit more about those drivers. Now, we just heard that being driven by purpose, right? Or another way to think about it, your intended outcome versus praise will keep you out of resentment. And that is very true. I'm gonna quickly introduce you to a model I created that helps you figure out what's driving your decisions and then in turn your actions and then in turn your results. Like I want you guys to understand how that works because there are, there is no result you can create. That is not in line with your current decision driver. So let's get into this. Now, this is the decision driver journey and the decision driver journey, it really works across three dimensions. And I created this model because it helps you understand why people do the things they do, even if it moves them farther away from what they say is important. So it's across three dimensions, the leader experience, meaning the experience to you as the leader, as the professional, the individual, your focus, meaning where most of your mental brilliance, right? And attention is going and then the decision driver over here what's actually prompting your decisions.

So starting at the bottom, the bottom of the model, this is where we are after a bad spell at work or when our self esteem and confidence have taken like a serious blow. You can see here we're focused on ourselves, right? We might have um spent an extended amount of time in a really toxic situation or internalized, extended criticism or failed attempts at winning. Someone went over A K A, you know, getting validation and here we're shrinking back and playing pretty small in an effort to keep ourselves safe and out of the crosshairs of whoever or whatever we think is causing our dismay. So here's the thing you'll notice that the experience is never one of safety when you're making decisions out of fear. It's one of fear and anxiety and everything that comes with that like losing sleep, high blood pressure, distraction from family time and the other things you like the Sunday night blues. It is anything but safe. Move on to the next one. Most professionals spend a lot of time here at this next level. The self conscious careerist now here, what's important to understand is that our focus is on our ego and our image and wondering what others might be thinking or feeling about us.

We're often being particularly reactive at this level at the self conscious careerist level because we're trying to figure out what everything means. We're always in our heads. We're trying to do a whole lot of mind reading. Like what was that raised eyebrow? What did that smile mean?

Why didn't they invite me to lunch? Right. We spend a lot of time in our heads wondering what what everyone else is thinking, saying or doing about us. The focus is on literally feeding our egos and managing our image. So a lot of the choices come from within the validation trap. And by the way, professionals who are not clear about their professional value and like, aren't, don't understand either what their role contributes, what their department contributes often live in this place, as you can imagine in this place being right becomes everything. So here's so much of the experiences about reacting and controlling others perception in order to, and here's the thing, here's what blows my mind. It's that we're trying to control others perception and get their validation in order to fill our self esteem gap with someone else's temporary approval.

You guys with that temporary approval. So, self conscious careers are neck deep in the validation trap. I'm going quickly to the next one. I'm at the top level. We're at the chief strategist or career CEO level. That's where our focus is outside of ourselves. And here our actions are driven by some commitment or intention so that we're so authentically committed to that. There's no room for like that assessment and the constant worry in the back of our heads. And what are they gonna think? What are they gonna say? There's no room for fear or self doubt like it might still be there, but it's crowded out by that intention. It's you're pouring yourself into it and what a lot of people call being in the zone, decisions come from this higher purpose. And here's what's important about being in the zone and leading from that highest level. Of course, we wanna always stay there, but it's a journey, right? And while we always wanna be at the top, we may go in and out. So I'm gonna give you a quick cheat here because we're almost out of time. Gonna give you a quick, quick cheat, cheat to help you ascend a level. And it's based on what you're experiencing or feeling. So if you're feeling fear, your solution is to engage with others, go out there and engage, take an interest in their set of concerns because that gets you out of your head and stops the spinning from getting out of control and keeps you from retreating further.

Now, if you're finding yourself obsessing over what everybody thinks and getting easily triggered and upset by their words and actions and intentions, then your solution is to get clear on your own values, knowing who you are like at your core, helps that background noise start to fall away.

And then finally, if you're already at the career CEO level, let me tell you this is your opportunity to collaborate and contribute and to get others to do the same because someone else needs that leadership and inspiration that's only accessible when you're at this level, you guys with me.

So we just have a couple of minutes. I actually have an assessment that I wanna share with all of you because a lot of you are thinking, OK, so where do I start? I have a quick assessment, but I'm gonna, because we're low on time, I'm gonna invite you to take it. If you take it on my site, you can grab a screenshot, this is fine, grab a screenshot, but here's what I want you to do with this, go through these assessment questions and also read them very quickly. You can do it at the the form on my site. If you do it there, I'll send you one of my free mini courses on how to handle criticism with poison grace because criticism is not going away. So I might as well get good at managing it. But here are the questions I want you to consider on a scale of 1 to 1010 being best. My career in leadership decisions and actions are intentional and strategic. I don't react to other people's bad attitudes. Again, how many of these are over, at least over a seven, I have self-confidence no matter who's in the room or what's going wrong. I know exactly what's important to my organization and how, how I fit into that.

My good work is noticed and acknowledged again, scale of 1 to 1010 being best. I don't take it personally when my team, my partner, my client doesn't do what they're supposed to. I have a clear method for course correcting when things don't go. According to plan clear method.

I know exactly where to focus my time to excel in my current role or to get my next promotion. I know what skills like actual skills to demonstrate and to whom like I know who needs to catch me winning in order to grow my influence. I'm clear about my roadblocks and triggers so they don't sabotage me. I have a process for identifying and tackling my blind spots and I have a written, written strategic plan for my career that informs my monthly, weekly and daily activities. So I want you to consider just how many of these you've scored a seven or above And how many of these did you score a seven or above? Now, here's the question I have for you when you consider and I'll bring the first screen up. Yeah, type your number in the chat if you're willing to share. Yeah, type your number, the chat or your thoughts in the chat that came up as you heard me go through that. I brought the first screen back up again in case you don't go to the written assessment, you know, you can take a screenshot and just reflect on these yourself, right? So that's the first half. This is the second half. Now, here's what I want to invite you to do. You're right. Be honest with yourself. You don't need to out yourself in the chat. You don't need to tell us all what's missing or what's not or any of that, but you do need to be honest with yourself.

And so here's my question for you. How are you gonna approach getting all of these, all 12 of those statements to become not only true but become eights nines or tens. What would your career look like if you actually had a clear method for course, correcting when things don't go according to plan. Because let me tell you, I say only somewhat facetiously that things only go according to plan 10% of the time. So what are you gonna do the other 90%? I want you to be honest with yourself about whether you have a strategic plan and whether it's the type of plan that actually informs how you focus your energy. I want you to be clear, I want you to be clear about what's actually important to your organization and, or to that promotion that you want. Not, what they say is important, not what's on the values, posters in the break room and on the internet, but what's actually important, right? Quick cheat for that, quick cheat for that. You wanna know what's important to your organization? Look at two things, who are they promoting and where are they investing their money? That's what you need to assess. Now, there's a more thorough assessment I do with the clients in my my group program.

But at a minimum start with that because you might find if you're lucky that who they're promoting and where they're investing is in line with what they say is important. But for a lot of organizations, it's not and it's not because it's out of malice or they're trying to trick you. It's because what they're saying is important is aspirational, but it's not present, it's not real, right? It's not an enacted priority, it's a future priority. I want you to make decisions about your career, how you focus your energy and how you show up based on enacted priorities. Ok? So that's a lot. But I really want you guys to be present with that if you know how you're gonna get to that. 89 or 10. That's fantastic. Do start decide where you're gonna start and start taking action if you do not, I want to continue the conversation with you. I'd love to meet with every single one of you. So I will invite you to schedule a session with me. They're free before I give you the address. Only two caveats, you need to be coachable. You can't show up and try to explain to me why your boss is wrong because I'm not talking to your boss. I am talking to you. Are you with me? And we may never be able to change your boss, but you can change your results and your outcomes no matter what nonsense is going on over there. So number one, you gotta be coachable. Number two, you need to be willing to invest in yourself.

And I do mean both time and treasure because I'm telling you the time that I'm gonna save you from the nonsense you're investing in now and the way you're allowing your brain to be hijacked by other people's nonsense and noise, the amount of time and focus and peace of mind, you're gonna be saved.

You're gonna have plenty of time to focus on up leveling and showing up like a leader in every way that's important to you. So, yes, here is the link. I just wanted to give those two caveats. So it's so important that you can go to bridge well, pro.com/consult and you can schedule an appointment to have a one on one strategy session. And all we're gonna do, here's what we do in that session. We're actually going to focus on your concerns. Start with right where you are, address what that gap is and I'll give you a recommendation or strategy for where to begin immediately. And then if my program makes sense for you, we can talk about that as well. But the point is that you get strategic. Ok. So we probably only have another couple of minutes. Oh, we do. We have five minutes. Ok. Excellent. I'm so glad that I thought we ended a few minutes ago because I would still be going. So you guys, what are your key takeaways? Go ahead and drop it in the chat. What are you your key takeaways from today's conversation? Drop it in the chat key takeaways. What do you have? What do you have? What most resonated? What do you think might make a real difference for you for where you are right now. Not everyone is willing to catch you winning. Yes. And you know what I wanna say about not everyone being willing to catch you winning. It's not about you.

It's not because you did anything wrong or there's anything wrong with who you are. And here's how I know this for a fact. Right. I'm gonna prove this to you guys and you guys can prove it to yourselves. I can have this same conversation we just had today and there will be 100 or 1000 or 50 people in the room. Some of them will walk away, inspired and excited. Some will walk away, depressed and overwhelmed and others will walk away, angry and feeling offended you guys with me. So that is how what I use as proof that it's not about me. It's not about you. Other people's response and attitude and reaction and poor poor behavior in response to you is actually not about you. This does not mean we don't show up powerfully and intentionally and be responsible for the energy we bring. Of course, but just know, right? Their response, the energy they bring is about them, not about you. So let me look back at more of these. We have another couple of minutes. Purpose over praise excellence. Yeah. Purpose over praise. Not getting just a we're addicted to the gold sticker. You guys. It's a whole other conversation. We're addicted to the gold sticker. Know where your company fits into your plant. Yes, Britney Andriana. Focus on your purpose. Um Mary, you're welcome validation. Is it? I can't tell if that that's Ieva validation is temporary.

Yes, it is my purpose and where the company is investing Juliana. Um is that Raquel, not everyone who was willing to catch you doing a good job. Yeah, Veronica Purpose of her praise and Megan purpose of her praise, Wendy Christina. I need to write a strategic plan. Yes, you do. I've been going with the flow and making strides but need to write it down. Yes, you do because at any moment the flow might shift and go the other way you can't count on the flow continuing to go the direction you happen to be OK with if I feel fear, engage with others. Yes. N Nicola Santa Clarity on purpose and also that you're responsible. Yes. Don't be led by fear. Choose the right driver that let me see. That was Sarah Claudia. I have to be more strategic about my own career and not rely on the company. No, they may have your be looking out for you but their best interest may or may not be yours. Let's see, Catherine being more intentional about taking time to do an honest self assessment. Yes. Yes. Yes. Emma doing a good job will not ensure career success unless you're driven by what matters and don't rely on outside validation. Yeah, this is awesome. Planning to share these ideas with my managers. Yes, Eliza. Yes. Um as feedback. Well, they weren't in this conversation so tread lightly.

I'm not sure I understand what you mean as feedback. So um update my strategic plan, Nicola. Yes, Victoria, stop worrying so much about making sure I please everyone. Yes, because what we know for sure is you can't please everyone. It won't happen and even when you do it's temporary take charge of my own plan. Uh Jean or J Lor Dana learn how to deal with criticism. Mary Zarski, don't wait for others to change. They may not move forward in yourself. So uh where can we find the self assessment that was bridge, will pro.com/assessment, bridge will pro.com/assessment. And again, when you do that assessment, you'll get that my free mini course, how to handle criticism with poise and grace. OK. Yes. Stop managing up and get clear.

OK, I'm so glad this is helpful. Yeah. Yeah. Shout off the voices Sumitra that disturb our way. I call that Clickbait. And the most important thing people get out of working together is that we're a spam blocker for your brain. We're a spam blocker for your goals, for your intention for your career. Because all the rest is Clickbait. OK? I have loved being with you. I know we're ending now. Thank you. Thank you so much. I loved being with you guys. Enjoy the rest of the conference. Make time to connect with me, find me on linkedin. I just, I love you all of the energy you brought to this and I can't wait to continue the conversations. Yes. Sign up to that spam blocker. We all need a spam blocker for our goals, our intentions and our future, right? Otherwise that spams always coming. Always coming. Thank you so much. Thank you, Mary Kelly. I'm so glad you found it helpful. Thank you, Nicola. Thank you Sabri and Sanda. Yes. Thank you all so much.