I'm Rachel Dalto. I am a relationship expert, former attorney and, uh, really have evolved into a practice of, uh, teaching people how to be relatable on every level and including in the workplace. And I think this is something that is so needed right now.Given what we've gone through. Uh, I was shooting a pilot for people TV, recently and I had been to people TV, before it's in the MEREDITH building and in the Financial Center, uh, or district in Manhattan, but I hadn't been to New York since COVID. And so when I walked in there, they gave me a bulleted list of all the steps I had to go through. So I get there a little bit early and I go to the security and they're like, no, no, no, no. First before you go through security, you have to go through the temperature wall. I was like, oh, wow, I've never been having my temperature taken for quite some time now, but I've never hit a full temperature wall before. So you have to walk through this wall. It scans your body to see if you have a temp anywhere. You get a bracelet then you get to go security and then they have to go through all of the symptom checking. You have to make sure you have a mask on. Then you have to make sure that whoever is basically sponsoring you to be in the building comes down and gets you, which is typical for a lot of media companies, but it was just extra, there had to be two people that came down and then I go up to the people TV studios and it was just so crazy because everything was empty and we're shooting and there's obviously, if you're shooting, you can't shoot in a mask.

So then they had to come in and anybody who was on camera had to take a COVID test on the spot, put the mask right back on, take it off just for hair and makeup, put it back on. Everybody on the crew had to be tested every day. But the thing that was really interesting is everybody was just so happy to be working. Uh It was just a, a really reflective moment for me of where we just wanted to get back to some sort of normal. And I think that's really what inspired me to start wanting to talk about inspiring a relatable workplace because at the end of the day, no matter what we've been through, no matter what we're going to go through, we really do want to connect to each other. We want to make sure that regardless of what our setup is, we are connecting with people because the fact is, is that we are wired for connection. Anthropologists have found that our brains are really big for our bodies, actually the largest proportion in the animal kingdom.

And they found that that's because we are wired to be connected to other people. But we're far less connected than we've ever been before and it affects us in every area and especially in the workplace. So a lot of times when we talk about employee engagement, talking about productivity or something regarding the teams, but employee engagement is oftentimes just making sure that your teams are connecting, that you are connecting with the people around you and making sure that you are seeing that wiring that's for connection play into the workplace.

But 85% of employees are not engaged. This statistic always blew me away that employees who feel heard are 4.6 times more likely to do their best work. And that's a lot of the things that we're going to dive into today because we often think that like we just have to tell people right. It's a lot of do. It's a lot of tell instead of a lot of asking and a lot of listening and then 60% of companies say retaining is harder than hiring. And what I want to focus on today is how do we change that? How do we change from being a workplace where people don't feel heard. How do we change from being a workplace where people are not engaged or people who want to leave versus a workplace where people want to stay, where they feel engaged, where they want to be a part of the team. Because the more collaboration that we can create, the more teamwork, the more united from the more wiring that we can create on our teams or in our workplaces, whether you work for yourself, whether you work in a uh independent contractor situation, or you're actually managing a team in house.

All of these things that we're gonna talk about today are all playing into how we can create that inspired relatable workplace. It's an interesting thing for me because I talk about relatability in every sense of the word. So uh my background, I was on married at first sight for a couple of seasons as a relationship, expert on the romantic side, I've done a lot of uh work in the corporate space, talking about relationships from professional side, bring in my law background and I have a masters in psychology.

So all of these things interplay. And it's funny because when I start to talk about loneliness or personal type of relatability, sometimes people get a little uncomfortable in the corporate sector. However, it all plays into each other. And this is why I wanted to share this statistic that one in four people have zero friends. We spend the majority of our time at work, the majority of our days, the majority of our hours are at work. So if we're taking one in four people who are already lonely and we're putting them in a situation where they're not feeling seen, they're not feeling hurt. They don't feel like they're part of a team. It's more problematic than ever. And that's really what we can actually start to change. One in three. There's a lot of statistics. I'm a, I'm a big data nerd. So I put a lot of statistics at the front of this. But I just wanted to share these three other statistics just because this is specific for right now. These are statistics regarding post COVID where one in three workers feel completely disconnected from their peers. Now, a lot of times there's people who have been hybrid working or virtual working forever, yet they feel even more isolated and disconnected because of the situation that we've just gone through 65% have an increase of loneliness.

So if we had one in four people felt lonely pre pandemic, now we have a 65% increase or 65% of adults increased their feelings of loneliness. I can only imagine what those statistics are going to look like in the near future. And 80% reported significant depressive symptoms.

The reason why I'm sharing this with you right now is because regardless of who you are, regardless of the team that you're working on, whether, you know, you're in charge of the team, you're part of the team, all of this comes into play. We can't separate completely our mental health or our workplace situations, our workplace feelings from our personal feelings. So if we're bringing loneliness, if we're bringing disconnection, if we're bringing some sort of depression or anxiety to work, we need to be able to address that as leaders, as part of the administration, as every element that you play into. In terms of your teams, we have to be able to address these challenges and it really does come down to connection. At the end of the day, the more connected that your team feels, the more connected that you feel to your team, the more connected as a manager, as a leader, as a CEO whatever your position is, is you have to be able to be connected. And there's a lot of ways that we do this and I've been studying relationships for the last 10 years, but I've found that there's really a fundamental element that underlies every sense of connection and relatability. And this is through connection, communication and inspiration.

And these are really the pillars that I find whether we're talking about a relatable workplace or a relatable human being. These are the three things that really bring to light how we can really stay connected with one another and build real relationships where people want to stay engaged, where they want to be a part of your team. They want to really buy into your organization. So a lot of, a lot of speakers get like a fun acronym like Star or Spark and I have CC I, so it's Kai and I just like to make fun of myself right there. So let's talk about the first uh the first is connect. And this is really for me, when I think about connection, I want to talk about how connection is, really, how we get to know each other on a personal level, how we get to show that we care and show that we are willing to be vulnerable and authentic, which I know these are buzzwords, but they're so real and they're so necessary, especially right now, if you are looking to build a team, someone asked me the other day, they said, you know, do you remember your, your favorite teacher?

And it's really interesting. It's kind of like when you listen to a song, all of a sudden you're transported back to wherever that place in time that you had listened to that song, maybe there was a motion attached to it and I went back to the third grade and I went back to Mr M. Mr M. Was he kind of looked like Bob Ross and had that, that curly hair and I don't think he ever painted, but he loved M and MS. And I remember these like, really quirky little things about him. And I don't remember what I learned. I don't remember why I liked him so much, but there was such a connection with him that to the point where I remember up until I was in law school, I would still catch up with him while he was still teaching at my elementary school because he made that big of an impact on me.

And I realized when someone asked me this and that was the person who immediately came to mind. I mean, there was nobody else that really stuck out to me in third grade was a long time ago for me. It wasn't about what I learned, it was about his vibe. It was about the feeling of caring. I went through some stuff when I was younger, went through bullying and this was a person who felt like a safe space and he felt like he actually cared about me as a person. And I still remember him 5 million years later or, you know, 40. And I'm gonna share this quote because it's one of my favorites, but it's the truth. And when we're talking about inspiring a relatable workplace and we're talking about connection. This quote speaks to that. Um It's May Angelo and I've learned that people will forget what you said, they'll forget what you did, but they'll never forget how you made them feel. And we have to stop taking the feeling out of our workplaces. I understand trust me, I was a lawyer, I was a litigator. You couldn't get less feeling or emotion in the workplace.

But in order to actually build an inspired workplace, in order to build a relatable workplace, we have to put the feeling back in and part of that is being empathetic and connecting on a level where we understand what we've gone through. This is a picture of Doctor Beth Healy. She's a, a British medical doctor. She spent a year in Antarctica at the uh a small crew Concordia Bay station named White Mars, obviously for, for very clear reasons and she was studying isolation. So I thought this was interesting what I read, I've read about this, especially in light of, of what we went through with COVID. And in her case, she spent 100 days with no sunlight. Uh at the minimum, there was 12 people on the base, at the maximum, there was 80 people on the base and they were all between their twenties and thirties. And so they're there for an entire year and she ended up getting really uncomfortable with reentry. So when she went back to, to England, she had been, you know, in a very small confined place with very little sunlight for a year and all of a sudden felt uncomfortable on, on buses, felt uncomfortable in the grocery store, had all of these nervous and overwhelming sensations that she had never had before.

And it was interesting because they they were all just expected, all of her team that were studying isolation were expected to go back into their daily lives and act like nothing ever happened. And that wasn't the case. In fact, very similar to the way that some prisoners end up after they get released from jail and, and end up recommitting crimes to, to get back in because it's comfortable. So many signed right back up for going back to Antarctica because it was more comfortable than dealing with the feelings of, oh my gosh, that really did impact me. The fact of it is is that we did go through something and obviously I don't need and some people are still going through it. So I know there's, there's a uh people from Sweden in the chat, which is pretty amazing, but there's people from all over the country, all over the country, all over the world who have really gone through something and we can't ignore that. So in order to connect, in order to be a part of this element that's inspiring a relatable workplace, we have to understand that we all went through something and we have to empathize with that.

So understanding that all of your team may have gone through something, maybe they didn't go through something as significant as being stuck in our Antarctica for a year by themselves. But we all went through something. They all ended up different in this situation and in our situation at hand and we all have very different expectations working forward. So this is where we're gonna talk about work from home. So here's where we have some quotes that I found from Reddit, which is one of my favorite places and I put in the poll. Um, if you wanna add your response to what is your ideal workplace set up and what is your workplace situation now? So what would you love versus what are you in is in the polls right now? But just to kind of take a sampling. So I did a lot of of internet sleuthing, which is my favorite thing in the world to see what are people saying about return to work. What are people saying about work from home? And so here's just a couple of people that I took direct quotes from that were really expressing, I think some interesting points regarding work from home or coming back in the office.

So this person said that they have one person on the team that said that they came back, they had to go back to the office for even the day he's looking for a new job. And then other people said that work from home isn't ideal due to family conditions or health reasons. Someone else said I don't necessarily need the social aspect going to the office definitely helps me maintain a separation between work and home, which I think is an interesting element.

And then another person really likes those barriers. So they said they're genuinely surprised that so many people want to era erode those vital barriers between work life and home life. You know, and a lot of people said what they said where I walk out of my bedroom and all of a sudden I'm working already and other people have already done this and felt very comfortable and some people have not. And then here's another one that I thought was really interesting because I thought introverts were living their best life in the last year. But there was times where some people really needed that inner office interaction or some sort of interaction within their teens. And so these are all just things that I think are really relevant. And here's one that says, talking about the hybrid approach, which is something that I questioned in the poll. Let's just see what we got. I don't know, I can't tell if we have results from that. OK, I'll come back to the polls and see uh see if we get some responses, I can't tell you where to find them because I haven't used uh hoping before. But there's all these different elements and, and what I, what I want to just put into play right now is really focusing on empathetic understanding of where people are coming from, what they're going through and what they're looking for.

Work has changed, work has changed, we have changed and we need to show up in a way where people feel comfortable expressing what they need or what they don't need and then allowing ourselves to be adaptable enough to work with them. And I think that's where we have to start asking questions. We have to be able to ask questions of our team members. We have to be able to ask questions of what is going to make this work the most efficiently for you. How can I help you? How are you, how are you, how many times do we ask, how are you to a team member or one of our employees or even our management? And they, no one actually provides an answer. No one actually talks. But the fact is is that there are some challenges right now that we've never dealt with before and we have to start actually asking those questions and asking the questions that matter and being open to know that we might not like the answers, but only when we actually have a legitimate response to those questions, can we actually create change in our organization?

So connection, we have to be able to connect in a way that people feel comfortable expressing where they are, what they need and what they're looking for. The second is communicate and communicate. I know I am not the first person to talk about communication. And obviously, we're communicating right now. You guys are probably very well versed in all things. Zoom and phone calls and you know, uh slack channels and wherever you decide to, to host your communication. But that's actually not what I'm talking about when it comes to communicating, to inspire a relatable workplace and to be relatable in general. And it goes so far beyond semantics, it goes so far beyond just, you know, we talk about aggressive or passive communication or passive aggressive.

Like my mother communication to me is the feeling, it's the vibe that we create. And in order to be relatable and to have a relatable workplace, we have to communicate in a way that people feel like they are important. And I, I get that this is, you know, really easy in theory to think about this. But when we think about what makes us feel good in a communication with someone else, what makes us feel like we are actually seen and heard. It's when we feel like we are important, like what we have to say is relevant. And unfortunately, so often we don't do that. And especially we are not doing that when we are remote when we are not in person. And frankly, it happens in person too. You know, you're, it's like going out to dinner with a teenager on a Saturday night and they're staring at their phone the whole time. It feels awful, but we do this in person too. We have those moments where we just don't feel connected with somebody else and we don't feel like we're important we don't feel like we're seen and heard. Now, I don't know if anyone saw the Mr Rogers biopic. Uh I am a huge Mr Rogers fan. I grew up with Mr Rogers. I thought he was the sweetest, most kindest human being on the face of the earth.

And then I realized he actually was when I read his biography and something really stood out to me when I was reading his story because they were talking about in the height of his, his success and really kind of that peak of, of when his show was so popular. Mr Rogers neighborhood for, for everybody that doesn't know it. You got to Google it and watch an episode and he might, you know, lull you into a blanket feeling state. But he was just this amazing person who really worked well with kids and made kids feel like the center of the universe. So in the eighties, when he was at the height of his, his success and his popularity, he was invited to go on Oprah and Oprah was also in the height of her success. She was in Chicago. She was doing uh her shows out of Chicago live. And Mr Rogers said I will absolutely go on your show. But you cannot have any Children in the audience. And the producers are like, yeah, sure, sure, sure, sure. And listen, I've been in TV for 10 years. They never listen to you. So what did they do. Of course, they invited a family filled audience to watch the taping. So it's Mr Rogers and Oprah and they're talking and all of a sudden this little girl runs down to the stage to give him a hug. And Mr Rogers stops, he stops everything he's doing.

He leaves Oprah sitting there and he goes down, he bends down, he gives the little girl a hug. Well, that sends like an entire chain reaction of kids who want to interact with Mr Rogers because he was our hero. And there was a little boy who runs down because he wants to make sure that the train that was set up on, on Oprah's stage was, was not gonna leave the tracks and it ended up derailing this entire episode until she could finally regain some control. But the fact was, is that Mr Rogers knew if he had Children in that audience, he would not pay attention to Oprah. So my thing is is that whenever we are communicating with someone, we have to be as present as possible, whether it's online, whether it's on the phone, whether it's on an in person situation, which I'm hoping to get back to because the fact is, is Mr Rogers can ignore Oprah, we can ignore whatever distractions are keeping us from being completely engaged and communicating with whoever is in front of us.

Communication in 2021 really comes down to three things. In my opinion, we have to create those moments that matter, we have to make sure that we make people feel like they matter in every situation, they need to understand that they are important. One thing I would love to suggest and I know I'm, it's ironic that I am saying, audio versus visual on a platform where you're looking at me visually. And I know Zoom has been very, very popular and it's great because it does provide some elements. But when we are still communicating in a hybrid, in a hybrid sense, or if you're always hybrid, or maybe you're always completely uh virtual in terms of your workplace. It's a really big consideration that I would ask people to look at. How often do you have to be on a visual platform versus an audio platform? So studies have shown that when people are on a visual platform, they tend to be more self centering, they tend to be more judgmental of themselves and others. And oftentimes you don't get the same kind of communication, you don't get the same kind of conversation if you can see yourself. So what I do and honestly, right now, I can't see myself at all. Uh but turning off how you can view yourself on Zoom, putting a post it note making sure that you're focusing truly on the audio to connect with people versus judging yourself because I guarantee we have all had those moments where you're sitting on a Zoom call and you're like, oh, I'm just gonna sit there and stare at myself and pick part my face for the next 20 minutes instead of actually engaging.

And it's completely unintentional. This is a complete subconscious reaction. So it's not even anything that we can really truly do ourselves or change ourselves because that's the way our brains work. But I would just ask that when you do think about it, either try to make sure that you hide yourself on camera and everyone else hides themselves on camera or consider some more audio only situations unless you're in person because then you can't just avoid looking at people.

And then the last thing with communication is just really recognizing that if we are virtual, if we are hybrid, we have to over communicate, that means that everything that we say has to be said in multiple ways and allow for people to digest it in different situations. Like we, we've always known that people learn differently, people interact differently and people absorb differently. So when we're thinking about communicating with our teens, and we're in a different situation if we're in a hybrid workplace or if we're in a virtual, like many offices are doing now, some people are going virtual forever who never were before over communication is key and recognize it that there's so many different ways that we're absorbing information that sometimes it's going to feel repetitive, but it's absolutely necessary.

It's really about this adaptability. You know, when we think about how we have worked through this last year, it's all about the pivot. I know that word should die, but we have to be adaptable and constantly recognizing that our role, whether we are part of a team, leading a team, building a team, the more adaptable, we are in our communication, the more adaptable we are in our situation, the more successful our teams will be.

And I know everyone has heard about the golden rule, which is treat people the way you want to be treated. But it really comes down to treating people the way that they need to be treated. It goes back to what we were talking about in connection, which is people have gone through different things. But at the end of the day, we're all different people to begin with. You know, there's, there's very, uh well researched traits. I know there's a lot of different studies that show different personality traits, but really one of the, the main scientifically backed ones are extroverted and introverted. And I often think of, you know, if I am approaching an introvert, I'm an extrovert. I'm, I'm an extrovert who likes sleep and needs a reset. But I'm very extroverted. Sometimes I consider myself a mat. I have to approach an introvert in a different way than I would a fellow extrovert because I'm gonna wanna send them screaming. And it's the same thing when it comes to building our teams and making sure that everybody feels seen and heard, we have to speak their language. So really starting to pay attention to how does this resonate with them? How would this resonate with them? Versus I'm showing up in the way that I am? I'm showing up based on my experience, I'm showing up based on my perspective, instead of thinking through what did they go through?

Who are they, how are they and then approaching my communication in a way that really resonates more. And a lot of times people will be like Rachel, this feels like a lot of work. Like why do I have to put so much work into communication? But it is, it is work, it's effort and it's just like any other relationship you get out what you put in. So if you are here, it's likely because you want to build a relatable workplace. It's because you want to build a better team, inter inter inter infrastructure, who I speak real living. You want to build something better and that's gonna take effort. And a lot of that comes down to our emotional intelligence and the things that we do to put ourselves in a place where we can connect and communicate in a better way. And the third of becoming relatable and being in a relatable workplace is inspiration. So it's, it's easy to talk about connection and communication. It's easy to talk about what to talk about or how to talk about it. But Inspire is really the root of everything. Inspire is where we really take all of these elements, these, these kind of very pragmatic things that you can think through like, OK, this is what I'm gonna do here. This is how I'm gonna reply to this. This is what I'm going to ask.

But Inspire is that emotion of why am I doing this? We all have those people in our lives that were just like, oh my gosh, I would follow you anywhere. I would work with you wherever you go. I want to be a part of your team no matter what you are leading. And it's really their energy. It's who they are as a person that lights them up and then draws you in kind of like bugs to a Zapper without like death and clean up and all that stuff. But they become a beacon. And oftentimes we, we don't think about how, how much our purpose and how much our corporation's pur purpose, our organization, our team's purpose really leads us to create more of a unified uh team and create more efficiency. I like to talk about uh kind of how I got from being a lawyer to a relationship. Expert. People have these questions and I don't blame them because who leaves, you know, a quarter million dollars of, of learning on the table and says, I'm gonna go start a dating company, which is what I did.

I was, this is about 12 years ago and came up with an idea for a dating company and I was a lawyer and I honestly had no intention of stopping a lawyer, but I found this idea that just kind of landed on my lap and we ended up raising almost $2 million in a private placement to launch it.

So I left the law to run this full time. And so we were running this company and we weren't doing well. It was, it was right before App started and APP started to take over but hadn't quite taken over the market completely. And we met with somebody from Shark Tank, uh who loved the idea, loved the concept and wanted me to brand myself as a flirting expert, which is what happened when I googled flirting expert is this that came up and this is actually a GIF but I don't know why it's not moving right now.

Yeah, this is a Saturday night live skit. We're a flirting expert. But I was like, what, what the heck is that like? What are we doing here? I can't be a flirting expert. I am a lawyer running a dating company. And so I, I did it anyway because I wanted this company to succeed and I wanted to dive into this to make sure that I gave it as much of a fighting chance as possible. They said, if you can be a flirting expert, we can build your brand up and bring in the product behind you and you'll be successful. So I did a lot of TV. I started doing a lot of TV, when the companies first launched and then I continued to do a lot of TV around flirting and I wrote a terrible book on flirting just to do more TV. Please never buy it. Wrote it in 10 days. You're gonna find a lot of typos, But that's what I did because I really wanted my company to succeed. You take $2 million for something you're gonna want it to succeed. Never took a paycheck. And I put everything I had into that and it still failed. But it led me to where I am today, which is I was like I said before, I was an expert on married at first sight for a couple of seasons. I've given three TED X talks.

I speak places like this at this conference, but also conferences all across the world in person which I am so excited to get back to. And what I realized that there was a through line, there was always a through line of what I was doing. I knew my purpose was to help people. I know that my purpose in this world is to connect people and maybe it showed up in different ways. Even when I was a lawyer, I was a terrible trial attorney because I didn't like to fight people. I was like, can't we just get along? Like, can't we mediate this? We really have to go to trial right now. And I just realized when I looked back at that trajectory, that was my through line. And the more that I embraced who I am, the more that I embraced my desire to connect people and to build relationships, the more successful I became because people can feel my heart. I know we talked about caring in the beginning. And when talking about caring again, it really is about what can people connect with that's on a deeper level than just our words. And that really is our inspiration. And it's time that we start to think about. What is your, then what, what is your organization's then what, what is your team's then what, what is that inner purpose? What is that light? Because if we know that everything changes, I wanna show this video, I just wanna, I'm gonna play this right now.

Uh Because I think this is the most amazing, amazing example of what it means to really attach a purpose to something even if you're just choosing it in the moment. So we're gonna listen to this. So basically, uh Michael Junior asked this man to sing. He was a musical director and he asked him to sing Amazing Grace and he sang it beautifully. But then he gave him an inspiration of how he should be feeling in that moment based on just a a theory like a theoretical situation and it changed the way the vibe of how he sang in such an incredible way that I can't even begin to put, to really make uh an understanding of, of how impactful it was.

So I'm gonna find that and I'm gonna put that in the chat as soon as we wrap up. But at the end of the day, it's the basis of this is just talking about. It's not always something that is divinely guided or something that your organization gives you or whatever it is. It's, it can be something that you choose and create. It could be that inner purpose that you decide. This is who I am. This is what I want. This is who I'm gonna be and this is how I'm going to show up and we can create that and we can become whatever we choose because sometimes our stories aren't things that we actually want to embrace and we don't want that to be our inspiration. But our purpose that inspiration, it's what's going to connect people to you. It's what's going to make that workplace that you are creating so much more relatable because they see what you care about. So choosing that purpose is so utterly important. Three other ways that I would definitely encourage, inspiring people within your workplace is utilizing mentorship opportunities. There's been a lot of research showing that even in situations where you are fully remote, having someone to mentor, having someone that's a part of your team.

That is one step ahead of you that can help to guide you along where you are at or to help guide somebody along where they're at is so impactful for creating that cohesive unit, engaging in a culture of appreciation. Kind of goes in with the expressing gratitude because I am again, Big dad, big nerd. There's been so many studies, especially in even school settings where they talk about expressing gratitude and the impact that it has not only on the community but also on anxiety levels, on depression levels. We can do this in a workplace. We can create a culture where people are appreciating one another. We can create a culture where we are openly expressing gratitude and thankfulness for each other and for our work that we're doing together because that actually has shown to create that engagement. So utilizing gratitude, utilizing engagement in a appreciative way will allow your teams to feel more inspired, not only for themselves and in every area of their life, but especially in where they work. So at the end of the day, it does come back to those three things. It comes back to connection, comes back to asking tough questions, finding out what people are really doing, how they are. And we did, I was able to go back and thank you for sharing this Jen the poll data.

Um So people were talking about ideally two people wanted to work from home 10 for Hybrid Zero for an office, nobody wants to go back to the office. And the current situation is that seven work from home, three hybrid and one in the office. And, you know, I think that kind of goes in line with a lot of what's happening right now is that that hybrid desire, that hybrid situation. So if you are in charge of, of your workplace, if you are in charge of creating whether or not it's a hybrid or in office, or if you are part of a team that you have some input on that sharing, who what is happening in your world, sharing what you need is enabling you to have a relatable workplace and really connecting on those questions and finding out where people are at, how they are and actually listening, which goes into the communication, it's really paying attention, it's making people feel seen and heard like Mr Rogers and his kids in front of Oprah, it's making sure that we're adapting to people based on who they are and what they need and not what we need.

And lastly, it's really about that inspiration. It's about figuring out what is bigger than us, what is bigger than, than just our initial desire. What is that bigger picture? And we can choose that it doesn't have to be something that just is, you know, brought down and bestowed upon you. It is a choice to choose your inspiration and that is how we create a relatable workplace. I have a free quiz to figure out your social superpower. Figuring out your social superpower allows you to engage with other people in a way that feels really more authentic and real and also understanding how different people do connect. So that's at my website at Rachel dalto.com. It has been a pleasure. I'm going to stay on here for a minute to put in uh the, the youtube link for the video, which I'm gonna find real quick, but I have enjoyed you guys so much. Uh I hope you have an amazing conference. My book relatable is now available for preorder.