Carla Miller [00:00:02]:
How impactful is your team? In this special episode of the Influence and Impact for Leaders podcast, I'm joined by my brilliant new co host, Executive Coach Lara Cullen. As we dive into what makes a team not just functional, but truly impactful. We're talking about what high performing teams do differently, why alignment and emotional intelligence matter more than ever, and how you can take your team from good to to great. Plus, we share the story behind our collaboration, a powerful new framework for building impactful teams and how you can assess your own team's effectiveness today. If you want to lead a more cohesive, influential team, then this episode is your starting point. A little bit more about Lara Lara Cullen, founder of the People Person, is a highly experienced and engaging executive coach, leadership expert, facilitator and author. A former board level global HR Director. Working with brands including Cath, Kidson, Ben Sherman and Coors Brewers, Lara brings over two decades of experience to the table and has worked with hundreds of teams and leaders across the creative and retail industries, helping them to bring out the best in themselves and others.

Carla Miller [00:01:19]:
Lara's book, how to Be a People Person, Be Kind, Be Brave, Be Brilliant, containing her signature methodology for personal growth and excellence, was described by Marie Claire magazine as warm practice, practical and an utterly compulsive read. Written with Lara's characteristic warmth. In a world awash with personal development books, this genuinely stands out from the crowd. So very excited to introduce you to Lara. She's actually been on an episode in the past, but we are going to be co hosting some episodes together and you're going to hear all about that later in this episode. I'm Carla Miller, Leadership Coach, founder of Impactful Training and this is Influence and Impactful Leaders, the podcast that helps leaders like you increase your impact and build a happy and high performing team. Each episode delivers focused, actionable insights you can implement immediately to be better at your job without working harder, ready to increase your team's impact. Let's get started.

Carla Miller [00:02:24]:
So I'm very excited to introduce in her first episode on the podcast as a co host, Lara. Lara, welcome to the podcast. How are you doing?

Lara Cullen [00:02:36]:
Hey Kyla, thank you so much. It's so nice to be back and in this capacity. I am good. I'm good. How are you doing today?

Carla Miller [00:02:43]:
I am good. It's not raining in the Lake District so that's a win in my world. Anyway, some listeners will remember you from a previous episode that you did on Resilience, but we'll have new listeners since then, so. So what do you want people to know about You, Lara.

Lara Cullen [00:03:01]:
So I would like people to know I'm an executive coach. I run a business called the People Person and I think that kind of does what it says on the tin. So my professional background started in HR because I was interested in people. I did that for about 15 years across various brands and different businesses before starting out on my own for about eight, nine years ago now. And what I do is stuff, all stuff people related. So whether that's helping individuals to progress in their career, develop their confidence, experience, better work, life balance, or whether it's working with teams, which is what we're going to be talking about today, that is my jam, as they say. That's my bag.

Carla Miller [00:03:52]:
Brilliant. And we are going to be telling everyone about what we're doing together. But I thought it might be good to start with the why. Really, because it's kind of a business why and there's also some personal whys going on. So from your perspective or what are some of the reasons why we're collaborating on this?

Lara Cullen [00:04:14]:
So I guess maybe, shall I start with the story of how we met without being too cheesy about it. So we met probably about three, four years ago, maybe a bit longer, when we were both engaged by the same client to work on a leadership development program. And it was kind of your leadership development program. And we were, I was invited to come in for a piece of that and we very quickly recognized kind of kindred spirits, got on quite well. We spent some time together in the evening and just decided to stay in touch, but never really thought of anything more than that, or at least I certainly didn't. I don't know about you, I just thought, you know, this is somebody who's great, who does similar work to me and it would be lovely to keep in touch and, and that we did. And then when it came to us collaborating or doing more work together, I guess, you know, it's been a. I'm trying to find another way of saying it's been a journey.

Lara Cullen [00:05:16]:
It's. We're both similar stages of life, similar, similar ish domestic situations. And I think the more that we connected, the more that we recognize that we have in common. And we're also quite different. You know, we, we decided that or we realized that there would be some magic, some synergy and coming together, although initially weren't really sure what that might look like. Yeah. So then over to you from here.

Carla Miller [00:05:50]:
I remember my first impression of you, which was very confident, but just you were able to hold the room really well running this training that you were doing and you could engage people. And it was like, yep, she's expert and she's really likable. And I was like, oh, no, I have to follow her. So my first impression was, I don't know if it was intimidating because you were very smiley, but it was like, wow, impressive. And I think one of the reasons I thought about us working together is I just think together, we're a little bit unstoppable, to be honest. Like, we are two women who are very good at what we do. We're also really nice to work with and to bring our combined knowledge and expertise and strength together. I think we both felt like that could be something quite special.

Carla Miller [00:06:42]:
And it did take us quite a while to work out exactly what that would look like. And Lara, being the people person, was like, well, can we spend some actual time together as we work this out? So I'm quite used to my virtual world. So Lara came up to stay in the Lake District, ended up staying a little bit longer thanks to a storm that wiped out all public transport.

Lara Cullen [00:07:03]:
Gosh, yes, I forgot about that.

Carla Miller [00:07:06]:
Yeah, you made a big hit on Charlie, my little boy who loved to play with you. And I introduced Lara to the joy of jigsaws. So now Lara also has a jigsaw habit. Anyway, we spent a lot of time together talking about the important stuff, like our shared values and how we wanted to work together and how we most definitely did not want to work together. So this has happened over a period of time, hasn't it? But we have now evolved something that we both feel really quite excited about, I think.

Lara Cullen [00:07:40]:
Yeah, absolutely. And I think that, you know, that was one of the things that really mattered to me was that long before we discussed the what it was the why and the how, and neither, you know, and while, as I say, you know, we're different in certain ways, we really complement each other in others, but. But where we really come together is in terms of what's important to us, how we want to add value to people, how we want to work with people, what is not okay for us in terms of our business ethics. And I loved the fact that before we even decided what we were going to do or even that we were definitely going to do something, we were having some of those very honest and awkward conversations about, like, what if this goes completely knees up? You know, what if this completely fails? Or if you do this or I do this, how will we work through that? And for me, that was just such a great sign of maturity and respect, you know, that we're able to have those awkward conversations that sometimes people shy away from, especially in the early stages, because it's like, oh, this is going to be fun. This is going to be great. But it gives me that confidence and that trust and that safety that, you know, we can nip things in the bud. So it makes me feel much more engaged and.

Carla Miller [00:09:05]:
Yeah, and it's so aligned to what we help teams to do as well, because a lot of what we're talking about is teams collaborating, working better together, and we are now a team. And neither of us has been a team in this way before for quite a while. Like, even just co host. This is the first episode we're co hosting. We're like, oh, how do we do this? Neither of us has co hosted before. But I think there is a real joy in us going through some of these things that the teams we work with are going through, albeit on a smaller scale. We're still having to work through those crunchy things as well and those fundamentals and get aligned. So a lot of what we have been doing as individuals is the stuff that we're basically practicing what we preach or at least trying to.

Carla Miller [00:09:53]:
Lara is much better at that than me. I am like, let's get to action. Let's make stuff happen. She's like, can we just step back and have a little think first? Yeah.

Lara Cullen [00:10:03]:
But I see it the other way. You know, I am a bit more of a dreamer, and I'm great at, you know, having lots of ideas that never materialize and never get off the ground. And I think that, you know, had I tried to do this on my own, it. It wouldn't have probably materialized in the same way because. Or at all, because I'd have been stuck way too much in conceptualizing and dreaming. But what's been interesting, you know, just hearing you talk there as well, One of the things that's been really interesting for me is how much I'm learning about myself as a result of working with you or collaborating with you, and how, you know, I see my contribution in a way that I never would have had. I just stayed kind of in my own lane. And I think that's also really true.

Lara Cullen [00:10:52]:
When teams come together and when teams do take that time to step out of again, step out of the what and more into the how and the why, that not only do they get a combined benefit and a group benefit and a shared benefit, but also you learn so much about yourself and about what you need and your blind spots and so on. So it's been really interesting from that point of view as well.

Carla Miller [00:11:21]:
And one of the things that we are offering is insights discovery for teams and the profiles and some work around that that Lara will talk about later. But we've both just redone our insights profiles. I hadn't done mine for, I think, 25 years, basically in one of my first jobs. Yeah, in fact, I was. I was 25, I am now 50. So redid the insights profile. Lara's done hers. And we've got a meeting after this, actually to discuss that.

Carla Miller [00:11:47]:
And that's even just really interesting going through that insights process and going, oh, okay. I really don't like being put in a box, but actually there's some really interesting things that are coming out of it. So we're going to talk through that as well. But what we haven't said yet, which is probably pretty important to say, is that what we're collaborating on is basically impactful teams helping your team make more impact. And we thought what we might do is each share our different version of what impact means to us because we do have quite different personalities and approaches to things. So, Lara, what does, when we talk about impactful teams and impact, what's the impact that you want to make working with teams together?

Lara Cullen [00:12:32]:
So for me, impact is a lasting change, like a meaningful difference, and specifically around how people live, how people lead, how people feel and how people relate and connect. And that's the piece that I'm really interested in. And how we are at work really influences that from a home point of view as well, and vice versa. So for me, it's. It's really about those kind of connections with other people and with oneself. It's very. It's very human, it's very grounded, it's very real. And there's some meaningful follow on benefit or difference that comes as a result of that.

Lara Cullen [00:13:21]:
So again, whether that's to the business or whether that's to the world, you know, why stop at a business? But so that it's not just a soft and fluffy feeling, but something happens or some action as a result of that. That's quite practical, but certainly starting with that, with that relational feeling, connection in mind. Yeah. And you.

Carla Miller [00:13:43]:
Well, it's not actually all that different. My driver. Well, impact is one of my key values. So my. My business is technically called Impact Consulting Ltd. And the rest of my business will soon be rebranding to have impactful in it. So making a difference, making things better has always been a huge driver for me. And so I also really enjoy that people side, but I think my drive is towards the outcome, probably.

Carla Miller [00:14:11]:
So we have. We have a slightly different. We both love both bits, don't we? But we have a slightly different focus in terms of our personal passions. So for me, it's like, well, how do we make work better? How do we make work easier? How do we make it more enjoyable for you all to show up at your computers or wherever you are every day? And particularly because I think as individuals, we want to have impact, we do not want to waste our time. If you're listening to this podcast, you care about your job, you're trying to develop yourself, you're trying to learn. You want to be the best that you can be, and you want to juggle that with all the other things going on in your life as well. What you don't want to do is turn up at work and effectively sit there feeling like you're putting this effort in and it's not being recognized or you're getting frustrated. And so for me, it's about smoothing that path, I guess, and making it so that when you do turn up, you can make maximum impact as a leader and support your team to do that as well and help your team to actually feel and act like a team.

Carla Miller [00:15:15]:
Help them to be their best. So, on this podcast, until now, I very much talked about you, the listener, as a leader in your development, but haven't really talked all that much about your team. And that's actually a huge gap because you're delivering through your team. So I have referred to it, but I'm really excited that we're going to be diving into this and supporting you with it. We have, and it's taken quite a few tries, developed a framework for impactful teams that we hope is simple but powerful. And it has three elements to it, and these three elements overlap to create an impactful team. So we have align, we have amplify, and we have embed, and we're going to tell you a little bit about each of those. So align.

Carla Miller [00:16:03]:
Lara, I'm going to pass to you for Align. Tell us about that bit of the framework, what's important here.

Lara Cullen [00:16:10]:
Sure, sure. So with Align, this is really about the composition of the team and the way that the team are with each other. The latest research on effective teams shows that it's not the value of the individual players that really determines its success. It's much more about how they play together. So it's the difference between having a team of All Stars and an all Star team. So a line is making sure or Helping those individual all star team members to come together in a way that you can really get the benefit of that kind of that combination. There's. Oh, alchemy.

Lara Cullen [00:16:50]:
That was the word I was looking for. It's kind of like this alchemic sort of response. So we've developed a framework based on the teams that we've been in, the teams that we've worked with, the research and the reading that we've done, we. Which coincidentally and conveniently uses the acronym teams to identify five key elements that really help to establish the health of the team and set them up with the right conditions for success. So shall I go through those, summarize those that'd be helpful?

Carla Miller [00:17:26]:
Definitely.

Lara Cullen [00:17:27]:
Okay, good stuff. So T stands for trust and safety. And I should say as well that these aren't necessarily in order to all feed into each other, but just for the sake of starting somewhere. So T stands for trust and safety. If a team doesn't trust each other, if people don't feel safe with their colleagues to speak up, to make mistakes, to show up as their best, then they're really, really starting on the back foot. And a lot of the work that we reference in this particular part of the framework would come from Amy Eve Edmondson, Psychological Safety Models and Frameworks. So she was a. I think it was Harvard.

Lara Cullen [00:18:09]:
I'm sure it's Harvard. She was the American professor anyway. Or is an American professor who, who coined the team the term psychological safety, which is basically about how safe it feels to, to show up as myself at work and take risks and make mistakes. And also leaning to some work by Stephen Karl around the speed of trust. So in high trust teams, things happen quickly and costs are low. In low trust teams, things happen slowly and costs are high. So that's really what that's all about. Do people fundamentally trust each other? Does it feel safe, as I say, to make mistakes, to challenge and to be vulnerable? So the E stands for emotional intelligence.

Lara Cullen [00:18:49]:
And this is about the levels of self awareness that people have and the awareness that they have of each other, each other's strengths, each other's weaknesses, blind spots, preferences, and so on. So helping people to lead with a little bit more empathy, developing resilience and adapting to other people around them and also to the situations that they're in so that they can bring out the best in themselves and in the people.

Carla Miller [00:19:16]:
That they work with and then what's next?

Lara Cullen [00:19:18]:
A so next is A. So that stands for association and belonging. And this is really the notion of do I feel like a team Do I feel connected to these people, to our overall objectives, or do I feel like I'm an individual player playing my own game and these just happen to be some colleagues that either sit next to me or that I share the occasional zoom meeting or teams meeting with? So do we consciously identify as a team and do other people see us as a team, as a team as well, with shared values, shared goals and so on? So this is where your collective goals are more important than your individual ones, and where other people make sacrifices at an individual level for the team as a whole. And finally within that as well, is do I feel a sense of belonging here too? Then moving on to M is mission and purpose, and are the team aligned behind a common purpose? Is there a clear vision? Are people clear on what's expected of them? What's in it for me, apart from salary? What is it that's driving me to get up in the morning and to do a really, really good job? And again, you know, if we think back to maybe a sports team and a sports team of individually great players, if they don't all know that the, the goal that they're shooting for or the hoop they're shooting for and the direction that they're playing in and they're all doing their own thing, they're just not going to get, you know, anywhere near as fast as those who do. So are we aligned behind a common mission and purpose? And then finally, the S is for standards and values, and this is really about what we do in terms of the standards that we have. So this might be around people's competency and people's skills levels. It's around the expectations of the output and the work that's created and the V for values. What's important to us? What kind of behavior do we tolerate? Do we not tolerate? What are the things that really matter? There's some overlap deliberately between each of those dimensions because they do all feed into each other.

Lara Cullen [00:21:24]:
They're the five different elements of team Brilliant.

Carla Miller [00:21:28]:
And what does it look like when you don't have those aligned?

Lara Cullen [00:21:33]:
When we don't have those aligned, this is where we have teams, where there's potentially like silos, so teams working within teams, where information doesn't get shared because there's low trust levels, because it feels like other people maybe have got their own agendas, where there's no challenge, where there's no conflict. It possibly sounds a bit counterintuitive to say that we want to have some conflict in teams. We do without conflict, without tension. We don't spot mistakes, we don't, you know, things don't improve, we can't make things better unless we're really challenging the status quo. Which isn't obviously to say that we want everybody to be squabbling, but absolutely for there to be that interactive, almost identic bouncing of ideas and perspectives in a respectful way across each other, it feels like stagnation. And that can either be high turnover, so team leaders are constantly replacing people before, before they've even really got settled in and started to make a difference. Or it can be teams where there's stagnation and nobody leaves and everybody just does what they've always done and they do it in their own little way and there's no change and there's no innovation and so on. So that's, you know, the work impact and then there's the personal impact as well.

Lara Cullen [00:22:48]:
So that sense of pride that we have when we go into work when we're part of a strong, high performing, highly effective team is completely absent if we don't have these of kind, kind of things that, you know, our sense of self is so often reflected in how other people experience us and in how, how we experience other people as well. For some people that's more true than others. But even the most self confident, self assured, introverted introvert will be impacted by and have an impact on those that are around them. So it, it crosses over into that person and professional dimension as well.

Carla Miller [00:23:28]:
That makes sense. And as you were talking about what it looks like when it's not aligned, it reminded me of something I heard in a call recently where someone said, when I'm at work, I feel like I'm in an episode of the Traitors.

Lara Cullen [00:23:39]:
Oh my gosh. I've never, I've never watched the Traitors, but I can imagine that's not a good thing.

Carla Miller [00:23:44]:
No, I'm pretty sure it's not. And that that does fun. It must fundamentally affect your nervous system as well, mustn't it? If you're going into a place where it doesn't feel safe to be yourself or doesn't feel safe to speak up or even to try and do your job effectively at some level. And the thing is, as a leader, we can have blind spots, can't we? So we can think, oh well, the team seemed really happy but actually there could be people that are struggling, but they're just masking that quite well in order to look like they belong. So you don't have to have a totally dysfunctional team to work with us on this we work with a whole range that we. It can be a team that's performing really well and just wants to take it to that next level of alignment.

Lara Cullen [00:24:29]:
Exactly that. And that's where alignment really comes from. Because, yes, it can be a team that's dysfunctional and a team that's. Or a team that's maybe new or a team that maybe doesn't come together all that often as well. You know, now that people are working hybridly more often, or remotely, or however we work, or even just the fact that 20, 30 years ago, when a lot of the original management development models were created, teams and the workplace looked very different than it does now. So you could be in several teams at the moment, all working on different projects, and a team might come together very quickly and end very quickly or deform very quickly, quickly, but they still have to have some of those. Some of those kind of foundations in place. So.

Lara Cullen [00:25:20]:
So it could be all of those. Or as you say, it could be those teams that are already doing a really, really great job. But it's like, okay, how can we get even more out of ourselves? And I'm not talking about, like squeezing every last drop of the lemon when I'm talking about getting more out of ourselves, but it's more like, you know, okay, we've got some real magic here and we're not utilizing it as much as we could. So what's the next stage in our development for us? And that's where it gets. It gets really exciting. You know, I'm kind of a bit weird in that I do, I do love working with, like a dysfunctional team and doing some work together and then coming back three months later, or even just having a conversation with the team leader three months later and finding out like, yes, people are now talking to each other, you know, and as I say, maybe it's some kind of weird sadomas masochism or whatever. I do, I do enjoy that. But what I also really enjoy as teams coming together who are high performing, high energy, high drive, really want to make a big meaningful impact and difference, and then we just give them like a little fuel injection to help them on their way.

Carla Miller [00:26:22]:
And so when it comes to the alignment side of the framework, we can do anything from working with you over a period of time to make those changes through to, you have a team day coming up, and you're thinking, right, I've got this team that are working in a hybrid manner, or this team where we've got some new people and some people who've Been there for a long time. How do I really bring that team together and create an experience that is both bonding and has this positive long term impact as well. So that's the align bit of the model. And then the second bit is around amplify. And if you've listened to the podcast for a while, you won't be surprised to know that this is really about your team's ability to get things done within the organization. So let's assume that your team is now aligned. So you've got this powerful team ready to go, but the rest of the organization does not yet fully value what you bring to them. If they don't listen to you on the things that are important, they probably don't really understand the work that you do.

Carla Miller [00:27:32]:
And I hear those stories so many times from all different sorts of teams. So the amplify side is about getting clear on how you want to be perceived by the rest of the organization and then making sure that your team have the skills to help you make that happen. So you, as a leader, you've been listening to this podcast, you might have been in one of my courses, you've been working on your influence and your impact and your confidence to challenge, to speak up, to push back, to talk to senior stakeholders. But you're not in every meeting representing your team. Your team are out there doing this and some of them will feel equipped to do that and some of them will want more confidence or won't know how to increase their impact in meetings or won't know how to deal with that other team or department where there is tension or fall to pieces whenever a senior stakeholder walks into the room because they feel so intimidated by it. So the amplify piece is really about working out what does your team need in order to amplify their impact. So it might be you all need to really get behind the purpose that if you've done the team's work in a line you will have worked on already. It might be that there are some skills gaps or some confidence gaps in your team that need filling.

Carla Miller [00:28:55]:
Or it might be that what you need to do is to look at who are the key stakeholders for our team in this organization, how do they perceive us and what can we do to change that, to make sure that people do understand us, do value what we can bring. This is all about helping you to get your work and job done as well. Because often we face so many internal barriers to what we're trying to do. So when it's not going well, it looks like Tension between teams. It looks like you being frustrated because you can't do the things that are on your objectives because somebody else is standing in the way or someone did not listen at the point where you needed them to listen. It looks like your team escalating things to you that they really should be able to deal with themselves, avoiding having those challenging conversations and then the repercussions of that and done well, it looks like you're able to just show up, do your jobs well and collaborate really effectively across the organization and be valued by the rest of the organization. And so we've been doing that with a number of different teams. We've done it with a finance team, marketing team, an IT team, hr.

Carla Miller [00:30:12]:
And you would think, oh, they're all very different, they probably have very different challenges. But actually there's nuances. But all of those teams, there were people saying we don't feel valued, people don't understand what we do. So there's definitely similarities going on. I think in some organizations there are lots of teams sitting there feeling undervalued and misunderstood by each other. Our dream would be to do this with all the teams in an organization. One day you would have like the perfectly functioning organization. So that's the abtify side and then the embed side of things is a little bit more fluid, isn't it Lauren?

Lara Cullen [00:30:50]:
Yeah, absolutely. So it really comes back to, I guess what we were saying at the beginning around impact and, and making a meaningful and a lasting difference. And what we want to make sure is that those teams that we're working with are able to continue the magic, the benefits long after we've left the room or long after they've left the room. So depending on what a team might need, that might look like some follow up team days. There may be some individual coaching friends for leaders or for team members or a bit of both. It may even just be that we point you in the direction of some resources that don't even involve us. But what we're really keen to do, and I suppose this comes back to one of the things that we were saying earlier when we were talking about our impact or our definition of impact and why impact is so important to us is we see a lot of training companies and coaches and providers who talk a great game and then deliver whatever it is they have to deliver and then disappear. So the embed part of our model is really making sure that that doesn't happen.

Lara Cullen [00:32:02]:
Making sure that the impact lasts longer than the team day or the module, as it were.

Carla Miller [00:32:09]:
Absolutely. And we Try and integrate it into the work that we're doing as well. In terms of you're not going to leave with just a concept in your head. You're going to be really clear about what does that look like for you as an individual or what does that look like for you as a team and where's the accountability there? So it's that final piece around making a difference and making an impact, like Lara said, and whatever it is, we can help you to develop that. So that's the. You can't see me, I'm just on this big kind of global movement with my hands. But that's the overall framework. So getting your team aligned, amplifying their voice and their impact and making sure that we're embedding any changes that need to be made.

Carla Miller [00:33:00]:
And again, with amplify, it could be a team day. It could be like we've worked with teams over a six month period as well. So it's really about what are you looking for, what's the change you want to create and what's the time and budget that you have to make that happen. Now you may be thinking, well, I don't really know what I need, I don't know what state my team are in, but that's okay because we have created something to help you with that, haven't we Lara?

Lara Cullen [00:33:27]:
We have, we have. I mean it's a royal we. You've done most of the work on this, but I have to give credit where it's due. But we absolutely have, we have a scorecard which is available on, on our website. Do you want to talk to little bit more about what that looks like, what people need to do?

Carla Miller [00:33:44]:
Absolutely. So you can go to our website for the scorecard which is, our website is impactfulteams.co.uk and in just two minutes you can answer 19 questions, yes, no, maybe or sometimes. And you will get your personalised results for your team. So it will tell you how you score in alignment and in being amplified and in embedding behaviors within your team at the moment. And then it will give you some practical next steps. So if you've scored highly, you'll just get a lovely virtual high five. But if you scored low or in the middle, it will tell you some things that you can think about doing with your team. And what we're also offering to people for the next two months only is a 30 minute call with us, well with one of us probably to talk through your results, give you a chance to reflect on them, kind of coach you through them, really, and talk about what could be the next steps and how we could potentially help you with that.

Carla Miller [00:34:44]:
So we've already had people out there testing and using it and the feedback so far has been really positive. So if there's one takeaway from today's call, other than, oh, I'm really looking forward to some more episodes with Lara joining Carla, it would be to go to take the scorecard on our website and find out how impactful your team is, where the strengths are, where the gaps are and what you can do next. So this brings us to the end of our first co hosters episode. How has it been for you, Lara?

Lara Cullen [00:35:16]:
Yeah, it's been great. It's been great. I think I was saying to Carla before we started that I think the last time I recorded a podcast episode was with you, Carla, and that was probably a couple of years ago. So I came on this morning thinking, thinking, oh my gosh. But it's, it's been great. It's always great talking to you and I'm genuinely really, really excited about what we've developed. I think it's, it's going to make such a difference to so many people, so many teams and, yeah, just can't wait to get it out into the world. How's it been for you, sharing the hot seat?

Carla Miller [00:35:51]:
Yeah, it's been good. I think we will find our flow as we go, won't we? So at the moment I've sorted, been a little bit kind of asking the questions driving it as this first one, like our transition co hosting episode and then I think from here on out it's going to be just the two of us just bouncing off each other and seeing what we come up with. But we've got some fantastic episodes we've been planning for you, so we're going to dive deep into the stuff that we've been talking about so that you can start implementing some of it with your team. So I think it will be roughly every third episode is going to be Lara and I doing an impactful teams episode. So we're going to be doing those alongside my solo episodes and the guest experts as well. We may even get some teams, guest experts in at some point or some of the people that we've worked with to tell you about their team's journey. Who knows? The future is wide open. I'm enjoying the extra energy of having Lara and actually Lara's got some very grounding energy.

Carla Miller [00:36:49]:
Her voice is very relaxing, isn't it? So, yeah, you're going to feel very grounded and chilled after spending time for the two of us as well as having these really practical ways forward. So thanks Lara for joining and becoming a co host. Thanks everyone for listening and we would love you to go and take that scorecard@impactfulteams.co.uk.