How to Work Positive in a Negative World with Dr. Joey Faucette

Dr. Joey Faucette, an executive coach, culture architect, and popular Work Positive podcast host. He is a best-selling author of Work Positive in a Negative World and Work Positive in a Negative World: Team Edition and his work has appeared on Wall St. Journal Money Watch, CNBC, Fox Business News, Entrepreneur Media, and countless others.

Dr. Joey is an expert in transforming companies from a negative "Kevin Culture" to a positive work culture that increases productivity and profits. He has spoken to thousands of people within companies and associations for decades and published over 1,000 articles on developing positive work culture.

https://www.linkedin.com/in/drjoeyfaucette/

https://www.workpositive.today/

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Here's how you can reach host Terry McDougall:

www.terrybmcdougall.com

www.linkedin.com/in/terrybmcdougall

Terry@Terrybmcdougall.com

Her book Winning the Game of Work is available at Amazon

Transcript

how-to-work-positive-in-a-negative-world-with-dr-joey-faucet...

Fri, May 12, 2023 12:57PM • 34:09

SUMMARY KEYWORDS

people, kevin, terry, joey, culture, belonging, work, book, company, positive, talk, team, today, attract, manager, podcast, conversation, vampires, cortisol level, coaching

00:02

This is winning the game of work, a podcast that helps you have the happy and successful career you've dreamed up. Because being smart and hardworking just aren't enough in today's competitive workplace. I'm your host, Terry McDougall and experienced executive coach who will teach you all the right moves, so you can win the game of work. Hey, everybody, its Terry NIC Dougal with another episode of winning the game of work. And my guest today is Dr. Joey Fossett, an executive coach, culture architect, and popular work positive podcast host. He's the best selling author of work positive and a negative world. And his work has appeared on The Wall Street Journal, MoneyWatch, CNBC, and countless other news and media outlets. Dr. Joey is an expert in transforming companies from a negative Kevin culture. And we're going to talk a little bit more about that to a positive work culture that increases productivity and profits. He has spoken to 1000s of people within companies and associations for decades, and has published over 1000 articles on developing positive work culture, and boy that is needed more than ever today. So Dr. Joey, welcome to winning the game of work. How are you today?

01:21

I'm ready to win. Terry, thank you so much for having me on. Well, it

01:25

is a thrill to have you here. And I like nothing better than to talk to people who share my passion for helping people not only be successful at work, but also happy.

01:37

Oh, absolutely. In a positive work culture has been demonstrated time after time after time to lower cortisol levels, which of course, is the stress hormone reaction to the stressors in the world around you. But I just interviewed for my podcast work positive podcast, Jody Thompson, who's the creator of the row, the results only work environment. And she was telling me that they did some work with NIH in which it showed that not only from the saliva test, not only did it lower the cortisol level of the employees, the team members, but it also lowered their family's cortisol levels. So to your point, whatever positive work culture and things that are going on, so that you're more productive and in the flow, gaining meaning purpose and satisfaction, but especially belonging at work, Terry, it also comes home with you. And so I like that thought that Steve Covey, Dr. Covey always talked about what you know, what if you climb the ladder of success, only to discover it's leaning against the wrong wall? So yeah, it's a total package. I have never been able to divide myself into my personal and professional sides. Terry, maybe you have, but it's all one Dr. Joey package.

02:43

Yeah, yeah. Well, that makes sense. Well, you talked a little bit about why creating a positive work culture is important. But what are some of the other reasons?

02:52

Well, if your company wants to make more money, can creating a positive work culture is the way to do that, again, Jody in She's fresh on my mind, because I just interviewed, Jody has found through her research that results oriented work environments produce like exponential return of 168 times what you were doing previously HBr, of course, is featured article after article after article talking about productivity that comes out of a positive work culture. So productivity is another why we like to talk about a work positive culture is producing three main benefits tarry, and the first is attracting top talent. The second is reducing team turnover. And the third is increasing productivity and profits. All three of those show up on your balance sheet. So sometimes, Terry, and I'm sure you find this conversation to be well, I'll say of ignorance, I draw a line between ignorance and stupidity. I can't do a whole lot with stupidity. But ignorance we can help people learn. But those things, sometimes we will think squishiness they think of the kinds of things we've talked about a positive word culture and a squishy. Yeah, it really doesn't go to the bottom line, but it does 10 out of 10 times. So we tell our coaching clients, companies or executives that you're looking at least a three to five times x, what you're doing now. And again, those HBr studies are out there, you're looking at 28% growth in annual revenue, or you're looking at about a 19% growth in operating income. And that's just from creating a positive work culture. In our company at work positive dot today, we actually use coaching to achieve that positive work culture. So it's not just us coming in and telling you here's what you have to do like a consultant. We walk up alongside you. We're empathetic with your situation to help you create these coaching for culture to help create that transformation. And that's painful because we've been doing it the way we've been doing it for so long. And now you're asking me to give up the security. My ego which lives in my limbic system in my brain, I call it the K person brain It is right there to make sure we don't march off the map. So it's fight or flight, right? Yeah. And you start asking me to my paradigm and transform, I will push back. And yet we all knew intuitively I think, Terry, that growth, true growth was just beyond the edge of our comfort zone. Yeah. So we want to get stretched, I just don't want to get stretched too much that I snap into. So that's why we use coaching for culture to drop alongside you and empathetically do that, and yet help you discover the best path forward for your company.

05:28

Yeah, I love that you mentioned the fight or flight because I do think that the opposite of a positive work culture is something we often hear people talk about toxic work cultures. And in that case, a lot of times people do feel like they've got to be in the bunker mentality, duck and cover, they're in that fight or flight mentality. And that burns up a lot of energy. And to your point, I think that a lot of leaders don't really think about the fact that if that energy is going into, you know, cya, what are they the opposite of the tall poppy syndrome, keeping your head down? Remember people saying head down dummy up stuff like that. That means that that energy is not going into productivity, when people don't feel safe. They're not creative. They're spending their time surfing through the jobs on LinkedIn instead of coming up with the next great innovation for your organization. So it's smart. But unfortunately, it's sort of one of those common sense things. It's not always so common. Yes,

06:35

absolutely. Yep. And that's because inertia is so powerful. And here, we're talking about cultural inertia, right? We've always done it this way. We don't even know why we do it this way. Most of the time, Terry, but we've done it this way. We've achieved this level of success. But the great challenge is the pace of change requires adaptation faster today, than any other time, just since the fall of 22. We've seen I prefer augmented intelligence, but everybody says artificial intelligence. So I'll just say AI has burst on the scene through chat GPT and GPT. Four. And here's an article top 10 jobs that will be eliminated by Chet GPT. So we're all looking at various ways in which AI works to kind of be effective. And I know you do career coaching as well. And so that's changing that conversation. So adapt or die, is more in the forefront of where we are today than ever before. So just think back to huge companies. I mean, General Electric's a great example. Right, huge companies, and now where are they? What are they doing? So there's this agile, adaptive environment that you require. And yet the consistency, despite the change in circumstances around us is we're working with human beings. Yes. Human beings need certain things out of their work, in order to be in the flow and to innovate and create and to use those factors as competitive advantages.

08:06

Yeah, it's the wave of the future for those who are smart enough to get on their surfboard and get on that wave.

08:13

Yeah, exactly. Well, the rest of them are going to drown and maybe drowning now.

08:18

Right, right. So one of the things that I touched on is the Kevin culture, in your introduction, and I would love to hear a little bit more about what is the Kevin culture? It sounds a little bit scary.

08:34

Oh, it is very scary. Very scary. Almost as scary as the flying monkeys in the Wizard of Oz. Oh,

08:40

I hate it. I was very scared of those as a child.

08:47

I may still be I mean, there's less time yet I'm lucky flying or playing right? Well, that's work. It may not be flying monkeys. But Kevin culture is dominated by your vampires. And I don't know about you, Terry, but I'm just as afraid of vampires. Right now. What are your vampires? Well, you remember Terry from Christopher Robin, right? The stories there there was a team meeting held and just about every story in the Winnie the Pooh books and of course, Pooh, Piglet, who are my personal tear. Kanga and roo they all get together and they're planning the perfect play day for Christopher Robin Wright. They're talking about what we could do this. We could do that. And with poo, there's there's always a honeypot involved. Yeah, love, honey. So there was one character that will walk up on those team meetings in hate. We've all had this person in a team meeting. Who would say it'll never work. And that was er, right? Yeah, you've been there. Yeah. Everybody has theirs that person. And unfortunately many of them then give you a litany of reasons why this won't work and y'all are stupid. I don't know what you did before. I got out here, but let's not waste our time and energy. Let's keep things where they are right? Well, wouldn't it be wonderful if this your stayed at work? But unfortunately, when the sun goes down, Terry, you're morphs into a vampire. So there you are, to your point earlier right about happiness and family life professional and personal. You're there with the people you choose to live with. Right? Well, I guess biology made some choices for us around. So I'm not sure adolescence really, it's like we raised two daughters. I understand why in the animal kingdom, some parents eat their young. There were times when I thought our daughters needed to move out and live with somebody else. But anyway, I'm glad we let them live to adults, because I now have a three year old granddaughter who's born, right. So dark, you're morphed into a vampire, and is sucking time and energy and attention all those most valuable resources away from the people that you choose to live with. So Kevin belongs to that species of your vampires or as I like to call them suck us negativities. And they infiltrate your workspace, your workplace, your zoom calls, your team's calls, I don't care what the technology is. Kevin is front and center. Now why Kevin? I had this client who's going on and on and on about my manager, this and my manager that well, it makes perfect sense that we'd have those kinds of conversations because Sherm found that 57% of all people leave the job that they're in because of bad managers. And when they consider bad, right, and then another third of those people who are still there are considering leaving because of that same manager. So we're going on she's going on and on and on about this manager, and I listened very patiently empathetically, and so just almost casually said, well, it keeps saying my manager, everything you say to me as your coach is confidential. So what would it be like for you to call this manager by name just for ease of reference? And she said, Kevin? Okay, all right. She's spewing venom right there on Zoom. So like, okay, Kevin culture, because we hear toxic work cultures, and it's almost ubiquitous now. Right? But Kevin culture sticks and everybody's worked for or with a Kevin. And in fact, there may have been times in your life when you were a Kevin because as Jim Rohn, my favorite business philosopher used to say you're the average of the five persons with whom you spend the most time? Well, 70% of your waking hours are at work. So you're with Kevin more than you are your families. So you're more likely to be like, so Kevin culture, and besides, it starts with a K and my generation, the boomers, we get hit with Karen a lot. So I work. Yes,

13:04

yes. Oh, no, I have to stop and say, my apologies to any Kevin's or Karen's, who are listening. We know you're good people. Yeah.

13:14

Right. No, Kevin's or Karen's, were damaged irreparably in the making of this podcast. So we don't think,

13:23

well, that's so interesting. And I know you've got a couple of words that can reverse the polarity when things are kind of going negative, yes, in a conversation. So let's talk a little bit about that.

13:35

Yeah, thanks for that. Because that's typically how we experience Kevin, whether it's on Zoom, or if you're in an environment where you have to go in two or three days a week, right? It's usually in conversations. And so here's what happens. Kevin is talking about, let's say the boss's name is Joey Kevin's talking about joey? Well, Joey didn't do this. And Joey didn't do that. You know, he's just going on and on and on with this litany as diatribe of negative conversations about joey right. And so when you encounter that your first best way to reverse the polarity of that, and there are actually three of these here, is to redirect that conversation. If Kevin's going on and on about what a slouch Joey is and not even sure how you got the position exercises there. You can reverse polarity of that just go 180 degrees in a different direction say Hey, okay, but what did you guys do this weekend? My family and I we went out on the lake and took our boat out. It was a glorious weekend. Not too hot, not too cold, who's just right, what do you guys do? And so that's just trying to suck all the air out of Kevin's room. Right and extinguish that fire because negativity is like a fire just a bargain and pretty soon we're all joining in Yeah, and Joey he's, you know, he's no good, worst boss I've ever had and I like this. So just redirected 100 Day Have you degrees like that? So, Terry, if that doesn't work, because Kevin is persistent if he's nothing else, right? Just keep it. Well, I don't care about the weekend, and I spent all weekend trying to recover what Joey did to me that. Well, the second thing is to reframe the conversation. You can say to Kevin and everyone else listening well, you know, how maybe right Joey? I mean, he's got a lot of personal and professional development to do. And I really wish he had a professional development plan that was working for him better. But last time I checked that deposit in my bank account that he makes every other week. It's clearing. Yeah, so he's putting food on my table, and I'm driving a pretty nice vehicle because of him. So there's something that you can do to reframe it. So we're still talking about joey. But we're switching the polarity there. So Terry, you redirect, reframe. And again, Kevin's persistent if he's anything, if that doesn't work, remove yourself from that conversation. Now, how do you do that? If you're on Zoom, turn off your video, turn off your microphone, mute your speakers on your device, you can see what's happening. And so when Joey shows up, you'll see him pop on and then things are gonna start working. Kevin's most likely like a cockroach. I mean, I know it's, it's like a negative event. But I'm mixing my metaphors here with my animals. But when the light come the cockroaches go to the dark corners, right? Well, it's kind of that way with Kevin he'll shut up soon as Joey comes on. So just since I have it in there, because Heaven, man, this negative toxicity, this your vampire, you're gonna get bitten. And then you're going to become a cabin, and you're not going to recognize yourself, you're gonna wake up in the mornings and look at yourself in the mirror, whether you put on makeup or shaving or whatever it is you're doing, you're gonna say, Who is that person? I just don't know her. I just don't know him. What is this all about? And so just remove yourself like we all walk around with the n95 mask on during the pain do we stay home, things like that. Just keep yourself as far away from Kevin's influence is possible. Because he's spewing negativity and you don't want any part of that.

17:11

Yeah, it can be very contagious. And especially if there is some kind of pain, right? If there's some stress at work, or there's a lot of change. And I think most of the time when people are negative like that, it's because they're in pain, they really are in pain, and that they don't know a better way more positive way to address this situation. So they complain, and they look for people to blame. And if you do get bit by that cockroach, that's a really good way to maybe eventually lose your job.

17:40

It really is a great way. Yeah, there are far more productive ways of dealing with that. But unfortunately, the lack of self awareness on the part of Kevin is just so huge. It's everybody else's fault. He's playing the blame game. I will tell you one strategy that I really liked it my friend Gary Ridge, recently retired CEO and chairman of WD 40. Talk to me about on the word positive podcast, he said that he had a Kevin, if you will, in a meeting, and Kevin was not typically a Kevin, right. He was a Terry, let's say, he's having a bad day. Yeah, just having a bad day. And so it was obvious to everyone in the meeting. And so this pseudo Kevin, Gary invited him to go with him to get a cup of coffee afterwards. And they were going to drive off site. And so I'm sorry, this is just layers. Every time I think about Gary gets to the vehicle and starts looking under the car, like he's lost something. He opens the back doors. Looking back there, he opens a trunk and looks back there. And Gary's just searching all over and the pseudo Kevin says, What are you looking for dairy me said, I'm looking for my friend, Terry, because the person that was just in that meeting was not my friend, Terry. Oh, my goodness. And this is such a wonderfully self differentiated way to use humor, and to look for the good without calling the person out in the meeting, which is what we do so often. Right. So yeah, that's a great tactic there as well. The Gary did.

19:12

Yeah, sort of holding the mirror up a little bit. So he couldn't see himself because sometimes when people are feeling pain, there's not a lot of self awareness. And that's a

19:21

myopic, right. We can. That's that problem, that pain point. And so I just chase Ellis right down the rabbit hole.

19:30

Yeah, yeah.

19:31

I just introduced another animal, didn't I?

19:34

I know you've got quite the menagerie.

19:37

I do live on a little farm. So we've got

19:40

about that before we hit record. So let's shift a little bit and one of the things that I was kind of curious about and I think that everybody is looking for talented people to join their team and help their organization be more productive. What is a good way to attract top talent to an organ data,

20:00

right? Well, the short answer to that is to be the top talent you want to attract. That is what are the characteristics of the people that you want to join your team, and then look internally to ensure that you are manifesting those particular qualities. If you're looking for honest people than be honest, really over people with integrity, be people of integrity. As a part of that, let me just highlight the word that I like to use. And that is attraction. So often, we talk about recruiters and we're recruiting people. And it's almost like they don't have a choice. And so we're going through the NFL Draft. And so CJ Stroud gets drafted second, does that mean, does he like the team or not doesn't really matter, he was recruited and came to the team, we're not really recruiting we're attracting. And I wouldn't even like to think of it as dating. Yeah, because you want to put your best self forward, you don't want to be disingenuous, although plenty of us have first dates, right. But we're just trying to attract the kind of people that we want to join our team. So these are people that we again, are going to spend 70% of our waking hours with. So we're seeking to attract a certain type of person. Another thing to remember is, people want to work for a company to which they can belong. So that means I'm going to feel and again, it sounds squishy, but I want to belong, I want to be heard. That's a key part of belonging. And my friend, Dr. Bob Johansen, wrote a book recently came out earlier in 23, called Office shock. And he does as good a job as anybody of talking about the importance of belonging and that spectrum of belonging. So can I disagree with my boss, or my manager without fear of reprisal losing my job? Can I collaborate with others and be heard and seen as an equal, regardless of my age, my ethnicity, whatever gender I choose, those kinds of things, all impact belonging. And the third and also related piece in terms of attracting top talent is, there's this equity of exchange, if I'm going to give you 70% of my waking hours, what's going to come back to me as a part of that. So the biggest piece, and this impacts belonging, strategically, Terry, I want to see how my daily activities, my daily tasks, those things that I'm going to be doing daily, relate to the company mission, the company whole, so the company purpose in my personal purpose align. And I can see myself not as the old story about not as cutting stones, but as building a cathedral. Yeah, I want to see how my piece fits into the greater whole, and how it's valued by the company. And when that equity of exchange takes place, because we're all asking the wisdom question, what's in it for me, right? When that equity of exchange happens, I'm more likely to feel like I belong here. And I'm more likely to stay, which reduces team turnover as well. And the studies show that it cost a company anywhere from two and a half to 10 times a person's annual salary, to attract someone else to train them. And to get them back to the point of performance shorter, the person was left. So it definitely again impacts the bottom line.

23:36

Yeah, absolutely, it does. And I think that does go to a very foundational part of being human is that we all want to feel like we matter, right? And leaders who can paint that picture and show people like, Okay, this is where we're going, this is how you fit into the picture, get a lot more loyalty. And people believe in them a lot more and are willing to follow a leader like that than somebody who's like, don't worry about it, just do your job. Yeah, just right. And I really think that leadership is really about Unlocking Potential. And a lot of times, there's a lot more potential in employees than you may even realize, right? But when you can make it safe, and people do feel like they belong, they'll open up and they'll show you and they'll come to the table with ideas that when I was a manager, I just always loved it when I would finally get around to delegating a project to someone and they'd come back and do it in such a different way than I would have done it and like almost all the time better than what I would write on or you feel like you don't believe in someone and then you know, they're not going to bring their best.

24:53

Absolutely, Dan Sullivan wrote a book what not hell? And that describes exactly what you're talking About we're focusing on the blood, I'm not going to prescribe to you how you get there, but I am going to describe for you and prescribe for you what? So what are the results that we're looking for? And that brings clarity. And from that clarity comes security, the great challenges and most of us, as managers and leaders, we lacked that clarity for understanding why that person is on the team in the first place. What is their unique contribution, just from a position standpoint, but why is Joey in that position? What is it that he brings to the table that we can value and tap in terms of potential to ensure that his daily tasks are connected with the greater task of the company?

25:40

Yeah, I think that it makes a big difference as a leader or a manager to get to know the people on your team. And before I hit record, we were talking about Stephen Covey's Seven Habits of Highly Effective People book and I mentioned that the Eisenhower matrix is a tool that I discovered in that book, and I use it with every client. And because we all respond to the things that are urgent and important, and the things that we typically don't do, or the things that are important and not urgent, and I think one of those things is getting to know the people that are on your team understanding like, what are they good at? What do they like to do? Why are they there? Why did they choose to come work for you or your organization, because as a leader, if you can understand those things, and then you're going to understand better how to use those humans on your team. And if they're doing things that they like to do, and they're good at, they're probably going to stay and be more productive?

26:43

Absolutely, they will be, and especially what you say makes so much sense right there. But again, it's common sense to some but not so common out there. And yeah, because you look at for instance, last Gallup poll, I looked at 85% of all American workers were dissatisfied, disengaged, right. And that's just such a dud, to say, well, you know, their names and Ryan, those kinds of things. But even in companies that have 90,000 people, you still create pockets of relationships, right? You can call them teams. And so you know, those persons with whom you have the most contact. And again, it's belonging. I want to know, as you said, so Well, my work matters. And I as a person matter, and therefore I belong to this team of people for which we're doing some incredible things. I think the ultimate test is how do you talk about your work to your family?

27:40

Yeah, that's interesting, right? Because I'm sure in some cases, people don't even want to mention work at home, right? Because it's too triggering.

27:48

Oh, it really is. And by family, I mean, your neighbors, if you should know them, and other people within your sphere of influence. I mentioned the world's most beautiful, brilliant granddaughter ever born. She asked me because we love to play. And she can't say pretend or she doesn't say pretend she says tanned pops, let's attend. And I'm like, okay, because I'm off to the races we're attending. And so I needed to go to work one day. And she said, why she was almost three. Why? And I'm like, Man, that's a great question. Well, I do I do I work to buy food, home clothes, things like that. So I just looked inside myself and said, I work because it's fun. Just like we tend to. It's fun. Yeah, at work, because it's fun. So how do you talk about your work? That's a real game changer. I think if you listen to yourself,

28:40

yeah, well, that's something that we can wish for everyone. But unfortunately, not everybody has that.

28:45

But it is there. If you choose it. I mean, there are opportunities for you to do that. If you're waiting for your company to change or for the circumstances around you to change, it may never happen for you. But there are certain things you can do. And when I read the first work positive and a negative World Book that Entrepreneur Magazine published in 2011, that was geared mostly at C suite leaders and small business owners, people like that, when in 2020, we did the Team Edition, it was that realization that while coaching for culture initiatives start in the C suite, Now oftentimes damn up at the mid level manager place. And so we just decided we're going to start creating online resources which we've done, that everyone in the company can be empowered to help create a work positive culture. So it's not just the bosses, whoever the boss might be. It's not just the bosses or supervisory team lead, whatever, you'd call them, a responsibility. It's everyone's responsibility to create a positive work culture. So here are strategies, but more specifically, here are tactics that every single person can take responsibility for. So even if your work does suck right now and you're part of the working dead, right and in current company, do something you can do about it. And that's where our, my book my last book, and online resources come into play is empowering people. Hey, here's one thing you can do today.

30:03

Oh, that's so great. And well, that brings us to close to the end of the podcast today. And so I know you've got your work positive podcast, and you've got two books that work positive in a negative world, regular edition and the Team Edition. Is that right? Shall we? Yeah, the

30:22

Team Edition was the last one, right? Okay. Okay,

30:25

and where can people find those,

30:27

wherever fine books are sold, wherever Terry's books are sold.

30:31

Amazon and where other fine books are sold.

30:36

Barnes and Noble books, a million wherever you buy your books, you can go there and get it. There's also an audio version of it. And I do narrate it myself. So many people who told me actually listen to it when I'm traveling. It's like having you in the seat right beside me. That's cool. Because I tell a lot of stories, obviously. And I do so in the book. I will tell you this, Terry, because I've just been burdened by so many people suffering from Kevin culture right now. If you go on Barnes and Noble, or Amazon, and you do what I do, and that is read books digitally, through your Kindle or your notebook, we've reduced the price of the book to only 99 cents. Oh, great. And so that's less than a cup of coffee. So just go there, do yourself a favor. Even if you say, Oh, I look paperback, that's fine, I'm more than happy for you to buy

31:26

that one. And then if you like it, get the paperback. I've done that many times.

31:31

Yeah, they can take your highlighter and stroke up whatever you want. Although I love to make notes in my Kindle, but it's only 99 cents. So that's inexpensive enough to where I just didn't want cost to be a barrier to anyone discovering how to work positive. And I didn't want to give it away because people need to have a little bit of skin in the game. So that's just a little bit of skin like one or two skin sales. And 99 cents, you could get that book and I promise, it will transform the way you see your work and the impact you realize you can have on your company's work.

32:03

That's so great. Let's banish the Kevin culture. You heard it here. 99 cents for this great book. Well, so Dr. Joey, I always ask all my guests before we close, what's one last word of wisdom that you have for our listeners? One last

32:20

word of wisdom? Well, I've gotten to the age now we're mostly bald and have silver hair. So people expect wisdom. That's a lot of pressure. But anyway, one last word of wisdom is you can work positive regardless of where you work. And I just told you how there plenty of free resources. In fact, if you go to our work positive dot today, site, Terry, let's say 99 cents is too much. And it may be for some people, or I'm not a reader, go to our work positive dot today site. And there's a free course there called something to talk about. And there's six modules in it, their videos with me their activities, the word positive community gathers there, and you can learn from others. And you can discover how to transform the conversations that you have at work, which of course reveal culture shift as well. So what a word of wisdom is there plenty of resources out there, they're inexpensive. You can begin today to work positive and to create a positive work culture right where you are. It's your opportunity. So seize it, grab it and just make life fun again, right, your work as well.

33:29

I love it. I love it. So thank you so much for being with us today. Dr. Joey, it was really a pleasure to talk to you,

33:36

Terry. It's my pleasure. I'm very humbled by the time and attention.

33:41

Thanks for listening to winning the game of work. If you enjoyed what you heard, please like, share and subscribe. If you'd like to get in touch, go to the shownotes I'd love to hear from you. And now get out there and start winning the game of work. I'm cheering you on