Is that what you were hearing when you were knocking the doors with Brady and Kelly?

Yeah, of course.

Well, I'll start by saying it was the honor of my lifetime so far to manage this campaign for Brady and Kelly.

I've known him for about 15 years now.

Just so exciting to be able to work with him and learn from him and see this through to the finish line to what was a very decisive result.

I'll say this is something we were hearing at the doorstep from day one.

People were worried about the threat of tariffs.

Unless something terrible happens in Brantford for them, which I guess whenever that by-election is called.

Do I know these people? Do I

even know my team? So So thank you for asking.

How you go from what to who is now you spend more time getting to know your team as humans, getting to know their stories, getting to know what really makes them tick, what motivates them, what are they most proud of.

And that is a part of this large shift towards connection is, yeah, if you are just kind of not necessarily phoning it in, but just so task oriented that you really haven't picked up your head up to really understand and know your team, then you're missing out on, I think you're leaving a lot of potential performance.

um at the table because you're not getting the best from your team you're gonna get the best from your team if they really feel like you care about them you see them you understand them you're a great listener you want to develop them you want to make sure they're in the right position for their strengths you want them to succeed so yeah i always say in order to go fast you have to first go slow and in really getting to know your people and getting more connected with your people.

We had a gentleman, Scott Miller, I had him on my podcast and I asked him a similar question you just asked me.

I said, Scott, I said, so what if... how do you recommend people go deeper in a virtual meeting with connection? And he said, Michelle, I'm not really great at connection, and yet I know I need to do a better job.

And they get on the line and it's like, you just wanted to know, should this be green or blue? Are you serious?

Okay.

So we're listening to the Amy Edmondsons, you know, at Harvard, psychological safety, and the Kirsten Fergusons of heart and humanity.

We're listening to Dorie Clark and Ruth Gotian, all these amazing speakers talking about the chaos, like you identified, around us and, and how technology is making us think that we're connected, and yet we're lonelier than we've ever been in the history of the planet, right? We're more disconnected.

We're more anxious.

We're totally addicted to our technology, and it's only gonna get worse.

And so the big question on the table was: What in the world can leaders do with this chaos, with this addiction to technology, and it's not making us feel good? And so my whole brand is the seismic shift, right? So my first book, The Seismic Shift in Leadership, was, I believe, the biggest seismic shift is towards connection.

This book addresses this disconnection epidemic that we're in, and it's more geared towards humans of how I truly believe, Ryan, we need to shift from the what to the who, and that's gonna make all the difference.

[laughs]