Executive Panel | The Art of Leadership for Women | Calgary 2019

Executive Panel | The Art of Leadership for Women | Calgary 2019



welcome back how do you make out did you get some food some good nourishment hold on let me photobomb thank you so welcome back welcome back you may notice that there is a gift on your seats please yeah don't open it it's like it's like the holidays you can't open it until you're told to open it and that's gonna happen at the end of the executive panel so let me check in how many of you have met at least two other people that you're gonna stay connected with let me see a show of hands at least two other people you're gonna stay connected with bonus bonus how are we doing on key insights at least one key insight for each speaker give me a round of applause if you got at least one key insight yeah we had that nasty lunch conversation around who was your favorite speaker which is always a challenge because now we make you choose sides but amazing morning and just wait for the afternoon this next portion is our executive panel and we're really thrilled to bring this to you because again this is about how do you take this back to work and it's great to hear from thought leaders and they're amazing individuals and have written incredible books but sometimes it's challenging to take those great leaders ideas and really bring them to the world of work for you and what we find with the executive panel is that these are people that are doing or have done exactly what you are wanting to do and and are where you want to get to and so by you having this opportunity to participate with us in the executive panel we really want you to be able to take it back to work so we're going to get together you can see our panelists will be up here very shortly but we're gonna have a conversation here on stage for about 25 to 30 minutes and then we invite you to be ready I'm going to come down into the audience and ask you some questions so or have you asked the questions I'm not gonna ask the questions you're gonna ask the panel the questions if you'd like to so if you would join me in welcoming Chris Wolfe head of IOM and IOT partnerships from Dell technologies we have Kate Ross LeBlanc who is the CEO and co-founder of Sage and we all Denyce man who was ahead in SVP of digital transformation at a TV financial right here so join me and welcome them all to the stage Denise if you will Kate come on down and Chris join us here so thank you so much for taking time out of your busy days you're busy calendars and maybe Denise if you will for us tell us a little bit about what brought you to the stage and if you have any special guests with you here today aside from your a TV family yes absolutely well first off it's a pleasure to be here and it's particularly delightful to get to share the stage with such accomplished amazing women and all of you here today so as mentioned my name is Denise man and I am a born and raised Calgarian yeah I say it loud and proud because I'm incredibly passionate about our community and I work for a TV financial for those of you who are not familiar with it yeah we've got a few few allies that they're from a TV and for those of you who are not familiar with a TV financial our sole purpose is to serve Albertans and we serve albertans from those who are underbanked or what other banks would consider unbanked to the large corporations that are based out of alberta and so it gives me great pride to work for such an amazing company and I get to work with amazing technologies all day every day to bring financial services to them in addition to that I do have a couple special guests here my ten-year-old daughter is here and so you cannot start leadership training early enough so and and oh and my husband oh yeah sorry did you have anything never mind her market outside question okay welcome what brought you doing with us here today I am so excited to be here in Calgary it was the home of our first store outside of British Columbia thank you Calgary for the incredible Welcome that you gave us when we ventured over the Rockies and I started saij with my husband 25 years ago as a marriage I guess of our two passions mine being creating service and community and connection with people having grown up in small town Ontario in my mum's fabric store and when I met my husband he had paid his way through University racing motorcycles and had some soft tissue damage that Western medicine just was not able to help him get ahead with and so he had a chemistry background and we started to research natural alternatives move to the west coast and began our business there and really worked for many many years pioneering our formulations and as our first proof of concept because people said oh people in Vancouver like this but nobody else across Canada will get this well Calgary you prove them all wrong and I thank you and I'm so excited to be here with you today thank you Kate and Chris please call me wolfy we're friends now there we go we are friends now so wolfy what brought you to the stage with us here today well I am tickled to be here representing del Technologies where are my dell girls in the house I represent the land of acronyms literally so I work for an organization in Dell which is called the OEM division which stands for original equipment manufacturers we make bespoke compute that goes inside of other people's complex machines so I promise you when you leave here and see a screen inside of something there's a good chance that our guts are on the inside and we're very happy to be there we have been making devices and complex things smart for 20 years and so it flowed naturally that we would work on the Internet of Things show of hands how many of you have a tremendous number of more smart devices in your house after this past holiday season than you did last holidays people want at work what they can have at home and we're able to tap into all of these digital capabilities to make so much more productive we're safe happier at work and we're thrilled to do that so that's our Internet of Things or IOT division all right thank you so much so glad that you were here and if we can get into our conversation I'll just be thrilled so based on your experience Denise maybe we can start with you what are some strategies that can help women achieve a more prominent role in their organizations okay yes so I think there's actually a lot of strategies and tools that we've heard today you know things around confidence opting in our networks there's lots of powerful things but I want to actually flip the narrative a little bit here I think if we continue to push the onus back on women and we continue to ask those individual things that we need to be doing it perpetuates the perception that something is wrong with us and the reality is that organizational structures have been for decades designed to be at a disadvantage for women to move up into senior leadership positions and so I think the question really needs to be thought about from the perspective of what two organizations need to do to continue to help women get more prominent positions in their organization and so when I had the opportunity of leading infrastructure operations I drilled into everybody along with myself that what gets measured gets done and I think there's lots of ways we can do it I'm not so fussed about the how but I think it's important that organizations put it on their scorecard because it's amazing how if you put a performance metric if you put an incentive against an initiative smart people rally around it and they find a way to make it true and so I think that's one of the things that's really important that organizations start to think about well what about in your world the same Adele I'm the lucky beneficiary of Dell shamelessly trying to poach senior women into our business because we can't grow them fast enough and they made it financially lucrative they gave me a job that I would love to do and plenty of sponsorship and so that's been fantastic I think smart companies who have to compete are finding ways to bring that diversity in so hold on a second then what I heard what I understood was that the organization is growing its women so quickly that they needed to bring outside talent in not really art as you saw earlier today tech is losing women out of half life that's worse than the Rhinos we need to we need to find when in order to have the talent and compete we are gonna shamelessly poach your talent so if you have talented women and your tech company watch out because we're coming for them there enough paid well I'm gonna turn this a little bit to I guess the individual and what we can do as individual women I believe this applies to men and women but it's around developing our emotional quotient our emotional IQ we know that to come in to senior level roles you know as a level of IQ and technical skills is absolutely required but what sets apart regardless of personality regardless of background what sets world class leaders apart is how emotionally mature they are so this comes down to me to being self-aware and it's something we can all do every day is to work on our self-awareness we can work in this in our personal relationships and our relationships at work the second thing around building your emotional IQ is around being self-motivated having your motivation come from within not around external motivations and the third thing is around the ability to take responsibility you know if you break that word down the responsibility is the ability to respond and you will notice that who will rise to leadership no matter what happens no matter if you weren't even in the room you weren't in the building what had happened if you step up and take responsibility guess what you'll get more responsibility and the last one that I like to cultivate is what I call my definition of maturity which is the time that you put between the stimulus and the response so when something happens something doesn't go your way that ability to be able to hold that inside yourself be thoughtful and how you're gonna respond to that even if that's an hour later day later if you work on your emotional IQ you will definitely set yourself apart and propel yourself towards leadership beautifully you're setting up dr. Toschi York from her book insights perfectly for that so thank you Thank You Kate Denise I'm going to come to you now and I want to talk a little bit about the difference between sponsorship and mentorship and so in your opinion what are the key differences between sponsorship and mentorship are both really needed in in the corporate world and how do you see both sponsorship and mentorship working together good question okay so I'm gonna start with yes need both the mentorship and sponsorship and so I should say I've grown up mostly in large corporations so it's really the lens of the corporate ladder that I I'm thinking about mentorship and sponsorship and I can tell you before joining ATB I was the chief technology officer at Enbridge and I went to I it would be much harder for me to have gotten into that chair had I not had great sponsors and great mentors so I'm gonna go back to the first part of your question bill what is mentorship versus sponsorship so in my opinion actually I've heard it quoted really nicely in that mentorship is when somebody talks to you and sponsorship is when somebody talks about you in a good way and so how I've experienced mentorship is oftentimes it's somebody in your life that provides guidance they provide feedback sometimes it's coaching advice and oftentimes they've travelled a journey that perhaps you want to travel yourself so they have networks and accelerators and they have really great perspectives on how you can navigate some of those big rocks but when it comes to sponsorship sponsorship is a different animal sponsorship is when somebody actively advocates for your career advancement if this is something you want you absolutely should go out and find a sponsor they use their influence their authority their network and they advocate for you for things like your pay increase your job promotion getting a great visible assignment because all of those decision decisions actually happen in a closed room where you probably are not at that table and you want somebody talking about you in a really positive way to help advocate for you to get those things and so they serve different outcomes for me when I was at Enbridge I had great sponsors when the role of the CTO came up that's probably a big part of what got me the job but what was amazing is that after I got the job to ensure it wasn't a glass cliff to ensure I wasn't set up to fail it was amazing how many people came up and offered to mentor me and it wasn't like hey genius I heard your CTO now I'm gonna be your mentor you know they these are people who genuinely wanted to see me thrive and to be successful and many of them became my friends and many of them were people had travelled the road before and I think part of that is because leaders tend to want to help others anyway they're always thinking about things greater than themselves people that surround them and so if you are looking for a mentor or a sponsor don't be afraid to ask because I bet you there's leaders out there that would put their hand up so in your experiences then and I'll just put this to anybody on the panel how do you get a sponsor I mean we've heard about coaches we've heard about mentors before and oftentimes organizations have mentorship programs where you're connected within that official program but a sponsor is a little different so how do you get a sponsor wolfie well I'll tell you I was the very lucky beneficiary of sponsorship from the CFO at Cisco I met her and she just agreed out of the goodness of her heart I think frankly to kind of be friendly with me and be around me at parties or at events and she would stand next to me and it was only later and I sent her a text today thanking her that I realized she had just decided that she was going to help me raise my visibility in the organization and she made sure I was invited to meetings that I might not have otherwise been invited to I don't think you can ask somebody to be a sponsor but you can be aware suddenly when people are looking out for you you may not have noticed it and I just encourage you to thank them and pay it forward so I'm gonna be really direct here because I just really want to make sure people get sponsors if they want sponsor would you ever ask someone male or female or otherwise did you speak up for me in the meeting what did you say about me in the meeting would you ever do that like I'm just wondering if I think I would not I think that's a confrontational conversation because and people will lie to you oh of course we'll see I spoke up for you out of girl way to go it's it's easier to find out from other people hey did they speak up for me or people will come to you and say hey by the way so-and-so spoke up for you and you may not have realized they were a sponsor of yours so just be open to that from the universe and you'll find particularly very senior women will look out for you even if you've never asked them to okay what about yourself I guess I think of this in terms of yeah making yourself visible like go out of your way make those relationships you know whatever the leaders in your group your organization you may think that you know they don't have the time or they but they're actually hungry to know you more and just because you're a leader doesn't mean you're not intimidated by the people that are on your team so for all of you you're all leaders in your own right and and make yourself known I I'm a believer that feedback is the breakfast of champions it's painful sometimes but I guess to that direct question I have said to people you know I would love this support from you what is there in our current relationship or your current perception of me that might prevent you from you know putting your name behind me cuz I feel like then you'll find out any of those things that you really wish you knew and or they may say no I think you're amazing I absolutely endorse you or you know here's some areas where I questioned or that I'd love to see ticked off before I would sponsor you literally two weeks ago my sponsor at Dell sat me down after I'd given a presentation and said Wolfie you didn't do yourself any favors in that presentation what do we need to know Wolfie thank God I had my sunglasses on cuz I'm like but I put my big girl pants on and she told me you were so interested in making sure the audience was getting to know one another that they you left the stage and they didn't know who you are what you do so take the time to say that which goes against so much of what we're taught and socialized from the time up so I think sometimes a sponsor will give you the hard feedback even if you haven't asked for it I did go have a little wobble put my concealer back on and went back to work what I'm thinking of as you're sharing as well though is some of the thought leadership from Kim Scott her book is radical candor you know where you where you care personally and you challenge directly and I think that sponsors often do that for us and just really hold you accountable to deliver on what it is that needs to be done so we'll see where this experiences go with mentorship and sponsorship Kate have you had experiences with sponsorship and or mentorship itself well growing up in a family business I've had the unusual opportunity to have an exterior peer mentorship group and it was actually first put together by Simon Fraser University brought together a small group of women we were unknown to each other and the thing that I will say that has been the most this group has endured for over 20 years I mean we've been together longer than most marriages and so it's a pretty powerful group and I think that what we benefit in this in our model of mentorship is around storytelling so they always say that you know you can't learn from other people's experiences you only learn from your own but if you cultivate this instead of giving advice when your girlfriend your pure at work someone comes to you with a problem rather than saying I think you should do this I think you shouldn't do this try to reach deep and think about you know your situation reminds me of this experience I had and you'd be amazed how much more relaxed that makes the person feel which one level playing ground so I think it's it's part of the art of mentorship is sharing stories practice yours and practice drawing them from people around you from your bosses your peers because you will grow so much from that I find that really interesting because from a gender perspective man is you know somebody tells you they caught a fish this big and every other man is gonna say well I caught one this big and with that whole competitive my fish is bigger than your fish but what I love about what you're sharing is that through stories we can take on our own learnings from those it's not telling me what I should do or what I shouldn't do and by the way stop shooting on yourself but really listen to the story and see what can we learn to that Wolfie I understand you recently had a conversation speaking about family businesses with your daughter who's intact what was that about well I'll tell you my daughter when my daughters a gorgeous tall skinny girl who could have been a fashion model and I think wanted to be and when she was a freshman in college she said I want to take an unpaid internship for a fashion designer I rolled my eyes and and she suddenly came back to me a couple months later and said you know that's not getting paid thing is you're really not great I said then you ought to consider reconsider a career in fashion where you're gonna Envy a lot of beautiful things but you'll never have the money to buy them so I handed her a pair of shoes and said put these on and if you go into tech sales you'll be able to afford the fashion not just Envy the fashion she took that to heart cuz she does like clothes and when she graduated she went to work for a software company selling the salary benchmarking data which is a great field she learned how to cold-call which is a painful thing to learn but again I asked her is this a company that's growing and is it in a field where you're gonna make more money and have more opportunity later on why don't you go talk to this IOT company with a beautiful office right down the street from you so now lo and behold she's in IOT Sales and she calls me and says mom I don't understand any of this I said don't worry nobody understands it just keep you know plugging along some good advice and so you know whether it's a family mentor-mentee relationship denise i'm going to come to you with this last question from the stage and then i want to come out to the audience because i think we have about 15 minutes left on the clock and in your experience what is a common subject mentees want to discuss okay so I talk very openly about my family and I think this is somewhat why it drives this topic of conversation but the question I do get asked a lot is around balance it's about balancing your family balancing your career how do you do it and then I become even more troubled when I hear women say well maybe I have to give up femininity or abandon biology in order to carry through with my career aspirations and this is a really tough topic because there's actually no silver bullets studies still show that women are taking on more household duties than men women are still expected to be the primary caregiver not just for the young people not just for the children but when your parents might be sick or the elderly yeah your or your husband or your husband yeah there's there's quite a few children in the house possibly and and it gets worse if you yeah and it can get you know and it's harder for those that are single parents and so I think something that we might want to consider is that rather than having a conversation about equality like while we're waiting for culturally and socially for the world to catch up and create true equality for women maybe the conversation needs to be about equity we know the level the playing field is not level so how do we create processes policies to help level the playing field so that those obstacles can be mitigated in some capacity you know I mean you guys might have a couple thoughts here too but again I don't think there's silver bullets but some of the things I do think about is it starts when people announce that they're pregnant and people start to lean out like all of a sudden you have a disability and they expect you to take leave soon and when you're on leave particularly in Canada lots of companies let you have performance evaluations merit increases promotions while you're on your mat leave and so we have to fix that I would say we have to fix that one the other thing I would say is in Canada we've got this great opportunity where men can take paternity leave and raising awareness is really key and when men take Pat Levi I think that it helps us not only raise awareness it increases the partnership in the household for that family but it also does something about their voice and their ally and it stops becoming a woman conversation and us conversation it's a wee conversation how our men and women going to fix this so that parenting is yeah there's nothing more frustrating to hear than the husband is babysitting seriously your parenting you're not babysitting so step up and get to it any other thoughts around questions that you're hearing from mentees before I come out to the audience and ask some questions anything else Kate you want to add the conversation well for those of you setting up households just remember that we teach people how to treat us so a lot of these roles that we've fallen into we definitely from the get-go can set up different rules of engagement around that so we definitely we teach people how to treat us so and with that I love some of the stories some of the other you know powerful women have shared from our stage and that the job needs to be done what that looks like and how that's done might be different and it was actually a parenting story about a husband that was staying home to raise a child for a period of time and I believe it might have been Brunei and she shared that if she wanted it done her way she had to do it herself but if she came home and the babies still were a mess and the house wasn't cleaned up and picked up it was not time for her to start picking up it was time for her to let go and go and do what she needed to do and he'll clean that house the way he's going to clean it and he'll feed the children the way they're gonna feed them when it's time so I really respect that you know we do teach people how to treat us are you ready to find out what the audience would like to know about you okay I'm coming out just raise your hand really high and I will I see someone over there good eyesight – thank you hi I work for a TV my name is me to today's represent I just wanted to ask you all a question about what's the most unconventional decision you made or a boundary that you set either in your professional trajectory or in your personal life that allowed you to be where you are today knowing that or design cultural and social systems don't naturally allow for women to rise to their potential okay I'll kick us off I don't know if it was unconventional but for me going back over 20 years ago with a very small you know struggling business where I wore a million hats and I felt responsible for so many things I had a morning where I was I dropped my daughter you know I would still I would work then I would get my daughter ready for school and drive her and I was I was dropping her off and she was walking across the front of the car and and I just I think I saw I had like a moment of grace where I just saw her whole life and I suddenly saw her like an adult and I saw how fast this was gonna go and I made a decision in that moment that regardless of all of the crises and the things that I thought that I couldn't turn away from if she invited me to something at her school my absolute answer would be yes and I've been at many sing songs and track events and things that sometimes I was the only mom and there might have felt like really pressing things but that commitment that I made forged a crazy relationship between the two of us and she now despite any expectations I might have had like works with me and I think we we just developed this relationship where she knew where she could count on me and she's in the business now she is in the business now yeah we would not be where we are if she hadn't joined the business over ten years ago what do they say about the Apple and the tree right in front of you here Chris Kate and Denise thank you so much for sharing your insight Denise I have a question specifically for you you talked about creating policies to create equality at work so I'm wondering if you have one specific policy that you would recommend you know I think you know when I talk about policy you know I think at the government level there's a lot that I mentioned there that I think we could be doing with respect to how we treat women on Matt leave and Pat leave with respect to the workplace this one is an exactly novel but I use it all the time we're really great about flex work arrangements and some wonder what Kate's been sharing a part of it is setting some of those boundaries for yourself and so I'm very clear about the fact that I'm on line from 6:00 till 7:00 and from 7:00 till 8:30 I'm taking my children to school and if it's an emergency you can call me I also choose to spend dinner with my family every night and so flex work arrangements allow that to happen and I hope that I think many corporations have gone that way but that's just one of the examples that I think companies should be moving towards if they're not I'm just a little bit closer to you now hi ladies I have a question I'm a newer leader in our company and all of my direct reports are women which I'm very grateful for but as a new leader is there any advice y'all could give me to be able to show them the support that they need so that they are willing to lead or follow me as a leader versus being forced to because I'm their boss okay I think you have to encourage people to to lead from their heart and their gut and set them up for success but you're not their mother you're not their psychiatrist you're not their prison guard you need to give them expectations and I think the best thing you can do is coach them against the activities that will lead to success as opposed to the outcome there's a great PBS documentary film by channel 2 in Boston they had the hypothesis that anybody in any physical condition pretty much is capable of running a marathon if they follow the right calisthenics and the training program at the right pace so they coached this cohort just on completing the activities not on getting to the marathon and sure enough I think only one person out of 20 dropped out so just be firm and clear and set up regular coaching inspection of the activity versus the results or how they feel about it I would say as a new leader in my words to you would be don't take the monkey anyone ever heard of this before I'm sure you may have but I think it's so easy to want to make everything perfect and right and as you said you're not their mother and I think the way you can rise up leaders is by sitting down and helping them think through their own solutions their own next steps but do not leave a meeting where you've got more on your to-do list than you had going in panel on your far right far right here we go yeah I have worked as a certified Butler and one of the things I'm marketing myself for is to be a corporate concierge that position in a corporation would be very useful when life happens for individuals especially in the executive and they have they need help running their lives so what do you think of that idea yes I'd just like to get your email address ditto and very very specifically when I took the job I have now I went on to care comm I signed up and I posted an ad that said my dream is that when I come home at the end of the day the dog has gone out twice the salad hasn't been prepped my bed is made and the coffeemaker and dishwasher are empty and I ended up retaining a woman for whom that was her perfect job she comes two days three days a week for two hours and does that and it was the best investment I ever made we're gonna get some applause for that or not hello Neil Pasricha shares you can buy happiness it's you bite pay for that service and so what do you do with your time when you've paid somebody to do your housecleaning and everything else so here's your next question thank you to the three of you guys for all of your insights my name is Kim I'm from a technology startup in Edmonton and one thing that's been on our mind a lot is around inclusivity and stem for women and for visible minorities and we've had a lot of organic growth happening with people wanting to join organizations or groups so just wondering what the three of your companies are doing to promote women in leadership and also diversity amongst people in your companies I'll take a stab at that I wait there's a lot of hype around stem right which is science technology engineering medicine I think we need more liberal arts majors more non-techies than techies and a lot of these technical jobs because we need creative people to think of sensible common-sense answers to problems and engineers aren't always the best ones to find a common-sense answer to a problem yeah at Sage our challenge has been actually to attract men into our workforce because I think I mean we're still probably 85 90 percent female organizations so we're oh you know every time we have a meeting or a gathering I'm like awesome there's three guys here so I think you know it's really about opening the doors to always just looking at who is the best person for the job but also starting to you know build upon who people know and so you know there's a stereotype I suppose with our type of business that it should be all women but we want to have more men with us you double your addressable market right you bet I was gonna add at HEB we've got a great program that started about a year and a half ago called elevate and we try to raise awareness on exactly the topics that you were mentioning they're one of our big rocks is for sure how do we actually increase women in leadership especially for women of color the intersectionalities are are very much so marginalized and I think what there's some strategies in place today for women but the intersectionalities are not getting the same coverage and visibility I read this great article in Forbes just maybe three or four days ago and it was called why leaning in doesn't work for women of color and it was really an interesting article it was a interview of an author who wrote a book about this the book is called the memo I haven't had the opportunity to read it but she alludes to the fact that perhaps what we need to do is be very intentional about sponsoring people who don't look like us who don't think like us creating programs where we're really looking at some of our biases and identifying those people and helping to mentor sponsor them it is so interesting how sadly when men have created the corporate world we hire birds of a feather that flock together and for me without question it's you know if you and I have the same thought one of us isn't necessary what are you doing to add value to the thought amanda laying shares with us that whenever you go to a business meeting sitting next to the person that irritates you the most and it's because they think differently than you do and so how do we embrace that how do we really embrace that so wolfy I'm gonna come to you first here our panel time is drawing close but we've had three amazing speakers we have three amazing panelists as you leave this hall today what are you excited about what's coming I'm psyched about what all these women are gonna do with technology that we're making I mean the innovation that's coming our way is just gonna be incredible the fact that I can see who's at my front door that I can order up you know a service like CARICOM bring those great ideas forward I'm super excited about them I also just want to give the room one practical tip you talked about sitting next to somebody at a meeting that you dislike I teach this to my girls and my daughter my daughter's friends when you go to a meeting don't sit in the back like this go sit right in the middle spread yourself out put your purse here put your laptop here take up space then look at all the other women who are sitting very small men don't do that so take up space at the table you deserve to be there and practice that so you don't scare yourself the first time yes so this in Toronto where I'm currently residing is my primary residence on the sub we recall that manspreading where we take up a lot of space but I know so much about that not from men but from Amy Cuddy who's been on our stage as well in her book as presence right exactly those power poses a victory Denise what are you excited about what's coming for you aside from your dog I have been fangirling for weeks about marrying Malala speak and it's obviously she has done tremendous things and has you know obviously that's clear but for me it's actually the symbolism of what Malala represents and it's the power of the youth and when I look at these young people and the amount of knowledge that they have the amount of power that they're unlocking and it's just the tip of the iceberg it gets me incredibly excited they are going to be on the forefront of progress and change for us and so really excited to bow that beautiful thank you so much and Kate I'm gonna come to you now I alluded as we got back from lunch that there was a gift on people's seats and so if we're sitting here a year from now celebrating what a great year it's been for you in your current role what are we celebrating what progress have we made for you and your organization well I think it's that time of our time together where you get to get that little brown bottle that little brown box that was sitting can everybody I get a hold of theirs and maybe raise it up to me in their left hand so what would be really exciting to me and what I am so enthused about is wellness taking its proper role not only in our personal lives but in our corporate worlds where we're seen as individuals and where we're seeing that taking care of ourselves is actually so instructive to our happiness into our productivity so what I would love to know is that a year from now everyone in this room is reaching for something natural at home with their children in the workplace to help their wellness to help them feel more connected to nature and so I would love you to join me and just run your hand around and pop off the top because we're gonna all have a little demonstration a little moment here to feel relaxed and to maybe address something that I call Technic does anyone recognize what that is Technic you know we're always leaning a little bit forward I worry sometimes that we're gonna like reverse the chain and end up you know back from where many people think we came from so if you got your bottle of peppermint halo open this was our first product that is registered in Canada as a headache and migraine reliever but it's also incredible to help with technics so I'm gonna get some help here from my new friend Wolfie I was trying to get some of that on my hand so is everyone got it in their hand who here in the audience has used peppermint halo before okay who hasn't used peppermint halo before okay you're in for something awesome so now I want you to take it I keep saying I'm gonna do this but take it in your right hand you have the cap off everybody get the cap off rollerball up flip back you're beautiful nice hair like I'm gonna do on my neighbor here and get some of this roll generously down your neck keep going okay okay so let's get some on my neighbor here so you've got lavender which is going to relax your nervous system you've got peppermint which is bringing blood flow after a lunch that we had you've got rosemary which is creating circulation so how are we feeling you're gonna start to feel that go to work in the next 3-4 minutes and as you are having the freshness come out and you're the peppermint is wafting through the room I just want you all to take a moment to close your eyes here in this room with all these powerful women please join me in close your eyes get your feet flat on the floor unencumbered take a big breath in think about all of the pearls of wisdom that you've heard in this room whether it's been from your neighbor that you're sitting next to that you shared something whether it was through some of the voices that you've heard from up here in this stage but I want you to think about the one thing that you are gonna commit and take and put into action that's gonna make a difference in your leadership and make a difference in your life and then you're gonna take your peppermint Halo with you and anytime you want to be reminded of this moment of this decision this commitment that you've made to yourself you can bring that out to help you anchor it and to relieve yourself from Teknik there we go and we are now grounded beautiful that is your executive panel of the art of leadership for women in Calgary thank you thank you thank you so much

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