Creating Confidence with Heather Monahan - The Secret To OWNING Your Power With Dalia Feldheim Founder of Uppiness & Flow Leadership Consultancy Episode 229

Episode Date: June 28, 2022

In This Episode You Will Learn About:  Finding your purpose  Empowering yourself and others  The resilience model  Resources: Website: daliafeldheim.com & www.uppinessgame.com  Read Dare To Lead Like A Girl  Join Building Resilience Webinar Email: [e-mail]  LinkedIn: @Dalia Feldheim & @Uppiness Pte Ltd Instagram: @dalia.feldheim Twitter: @DaliaFeldheim Facebook: @daliafeldheim Overcome Your Villains is Available NOW! Order here: https://overcomeyourvillains.com  If you haven't yet, get my first book Confidence Creator Show Notes:  We have SO much power when it comes to discovering our purpose and taking control of our lives! As an Organizational Psychologist, Happiness Professor, and Leadership Coach, our guest Dalia Feldheim is empowering EVERYONE to own their power by increasing their JOY and humanizing the workplace. So what is the key to owning your power? The first step is connecting to both your masculine AND feminine energies, and encouraging others to do the same! Dalia shares how we can THRIVE in work environments that may test our resilience or patience. Remembering to operate from a place of strength will help you utilize your growth mindset, and can lead you to develop life changing opportunities. By discovering your purpose, you will bring your strengths to life. Unleash your power and connect to your passions NOW!   About The Guest: Are you ready for some excitement!? Joining us today is Flow Leadership Consultancy Founder, Dalia Feldheim, who enables and inspires organizations to promote an authentic, HAPPY, and psychologically safe working environment. Dalia spent the past two decades immersed in the corporate world working as a C Suite level Global Marketing Executive for Procter & Gamble, where she led the charge on some of the world's most ICONIC ad campaigns. She is on a mission to share her happiness expertise and to help shape the new generation!   If You Liked This Episode You Might Also Like These Episodes: Time is a Choice: How to Harness Productivity with Laura Vanderkam The BEST Way To Start Thinking Beyond Your Limitations with Dr. Mark Goulston Just Ask! The 10 Rules You Need to Ask With Confidence with Heather!  Learn more about your ad choices. Visit megaphone.fm/adchoices

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We've come at first aid and set you up for a better tomorrow. After no sleep, I'm ready for my close time. Hi and welcome back. I'm so glad you're back here with me this week. Get ready for some excitement. Today we've got Dahlia Feldheim, founder of Flow Leadership Consultancy. She's trying on her own extensive corporate leadership experience and passion for championing others to enable organizations

to promote an authentic, happy and psychologically safe working culture. Imagine that. Before founding flow leadership, Dahlia spent over two decades as a C-suite global marketing exec at Proctor and Gamble, where she'd let work on some of the world's most iconic ad campaigns, two of them being

tampax, mother nature, and the iconic, always like a girl, ranked Forbes most influential campaign of the decade. That's incredible. Dahlia holds an executive master's degree in consulting and coaching for change from in-set business school, organizational psychology, along with the happiness facilitator diploma from the Happiness Studies Academy in partnership

with Miami University. She's on a mission to share her insights and learning success and struggles to help shape the new generation of leaders. She teaches the science of happiness and resilience. And she's an adjunct professor. She's still much more, Dalia, thank you so much for being here today.

Thank you so much for having me. I'm super, super happy being here. Oh, it's so exciting. Oh my gosh. So, you know, the work that you're doing, as we were talking about offline, very similar, our backgrounds are similar and different. But listen, I don't have some of these

iconic corporate America moments like you do. I want to dig into just from a curiosity perspective. I mean, the like a girl, I mean, where did this all come from? What was that leg being involved in this? It sounds to me, it was so massive. So I started my career at Proctin Gamble. And very early on, I kind of started on Femke, Feminine Care, so Pat Stampons.

And I'll tell you, I think it was six months into the role that I realized I'm not in the business of selling pads. I mean, the business of women empowerment. And, you know, it was really a magical moment. I can tell you a little bit about it. I mean, we were in India and we were doing in-home visits. And I walk in to talk with the mom and the daughter. And the daughter is sitting on the floor. The mom comes in with drinks and then she kind of offers the daughter on the floor. And, like, metal plates and throughout the whole interview, she was sitting on the floor, aunts

and uncles came in and I, for a moment, I noticed a sad look on her face. And you know, when we went out, I'm like, what was that all about? And my agency told me, well, she's on her period. And I'm like, so what? And she said, well, in India, we have all this mess about periods. We believe women are impure. So they're not allowed to sit with us or go into the kitchen or go to prayer areas. And in most cases, they sit or sleep on the floor. And yeah, you're going like that. And I kind of, how common is that? And she said, whoa, you know, it's quite common. And then she kind of jokingly

said, you know, we even believe a woman in a period if she touches pickles, she'll make them go sour. And I can tell you, that night I couldn't sleep. I just had the girl's sad look on the face. And I went to the agency the next morning, I'm like, I couldn't sleep. She said, yeah, me too. I'm like, we need to do something about it, right?

We need to use the brand voice to make an impact, to make a difference. So basically, we, you know, I said, I'm a foreigner, and this is cultural, so I'll leave it with you. And we worked through, you know, 12 months, and then we came out with a campaign called, I did, I touched the pickle. So it was like using humor to bring about the issue

that, you know, became the most viral ad of the year in India in 2014. Ted talks about it, et cetera. And that was the moment. You know, I'm very proud of a lot of things, but that was the moment that, wow, we can make a big difference. And then a year later,

we decided to do the same on a global level and we changed the brief. And it's actually my president who said, he was telling the story of how a daughter was about to play basketball and she said, Mom, I can't I'm on my period and she says, you go out there and you play like a girl and the agency loved it so much and they created the iconic always like a girl and I always say I can't take credit for it because it's the agency who created it. I guess, you know, I'll brief inspired that. But when I saw it, I was like,

wow, this is what I've been working for for 15 years. And the campaign went on to, you know, change lives and really reclaim that phrase, like a girl to mean be proud to be who you are, right? Because, you know, when we ask a young girl what it means to run like a girl, she says, what do you mean? It means one as fast as you can. And suddenly in socialization it becomes an insult. So, you know, that's what we wanted to do. We wanted to reclaim that phrase. And that's what I'm trying to do now, because the two decades in the corporate world, I believe it's time to reclaim the phrase, like a girl once more, in the world of leadership. So, you know, I'm trying to use all my learnings from the corporate world and, you know, bring them back them back into helping men and women lead

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of like you said selling pads, selling tampons, what are the numbers? What's the net revenue? We fixate so much on the job at hand and the goal that we lose sight of that bigger moment. And for you, the thing I'm learning through you, being there, like doing the work, getting into the homes, like going back to the grassroots is what really triggered and opened up your eyes to that potential, is that right?

Yeah, I think, you know, and I do a lot of find your purpose workshop. That's, you know, I do a lot of leadership development in companies and the one I love the most is the find your purpose. I go's, you know, I do a lot of leadership development in companies and the one I love the most is the find your purpose. I go really deep into their own stories to find what they're passionate about

and how they can create this magic links between their strengths, their passion areas and then what the world needs. And you will be surprised and it's not just brands. It's any job that you're doing. You know, it's not a job if you bring your heart into the work. So the first dimension of leading like a girl is leading with purpose, you know, which is finding what you're good at, what you're passionate about, and how you can bring it

to life and aid what the world needs. And you'll be surprised. I mean, CEO's telling me, oh, I'm scared. They will do and they will leave and live in the Himalayas. And I tell them, no, I mean, there's a lot that can be done within these big companies, right, to bring out and it unleashes so much passion that, you know, that's when you create really magic. You take your strengths from good to great. So I'm a huge huge believer. And that's my first chapter actually in the book is leading with purpose. And so how do you enable people, how can you invite people listening to unleash their passion? So it's a process. I mean, you can go through on your own. I actually put the whole process I tried

for the book to be very practical because I'm a very practical person. So I combine three things. I combine storytelling because once a marketer, always a marketer, right? And I feel when you speak from the hearts, you reach the heart, right? So storytelling is a big deal and that makes everything relevant. And then the second dimension is science. And I use the science of positive psychology. I'll get to that in a bit.

But when I decided to leave the marketing corporate world, I actually went to study and I studied the positive psychology and organizational psychology. And when I studied positive psychology, I kind of realized, wow, everything I believed about leadership is grounded in research. So when I go to companies today and I talk about happiness in the workplace or purpose, have stronger resilience, have stronger relationships, have etc. So that's key. So the storytelling, there's the science element and I bring a lot of research and kind of scientific facts. And then each chapter has a practical part for it. And you know, the chapter around finding your purpose has a whole journey. And the journey, I believe,

you know, and it's also kind of I'm building on Simon and Sinec and a lot of work that I've done in Insead, but your purpose comes from your heritage story, your ups and down, and when you analyze your own life, the ups and downs in your life, you actually find the red thread, and that red thread is kind of your hint towards. So I always knew that I was about people empowerment. I happened to be a marketing director, but it was all about people empowerment, whether in the campaigns I did or the teams, I built, etc. And that's why I, 17 years and PNG, I thrived because I was completely on purpose. It was the last three years when my career reached the lowest point when I wasn't allowed to bring to life my strengths. That's when I kind of shrunk,

and that's where I talk a little bit about the importance of how do you deal with a challenging situation. Let's get into that, because you know I love that story, because I live that story too. So I want to dig into yours. I want to get to that tough moment. So 17 years after working for PNG, I left,

and I took a role as CMO Chief Marketing Officer for Asia. Great company, I love the CEO, I love the global CMO. I thought I landed my green job, right? One week into the job, or maybe one month into the job, I got a new boss, who was the local CEO. And Heather took me a week to realize that him and I were fine water, right? So I'm all about creativity and people and he was all about numbers and scorecard and ROI and most days the culture felt like ROI or you die. He told me once, I'm not going to tell you what you're good at.

It's a waste of time. I'm only going to focus on what you need to fix. Anyone who comes to a marketing would appreciate this. But then he says to me, Daliya, there's no art in marketing. It's only science. You just didn't get it yet, right? So you see the face?

I felt like it was a dagger, right? Into the heart. But anyway, him and I were like a match made in hell. But one day, you know, I think it was like a few months into the role. I got summoned into his office, okay? I'm a sea- into the role. I got summoned into his office. I'm a C-suite woman. I was the only C-suite on his team.

And he starts giving me feedback. And I love feedback. In P&G, we used to call it tough love. Feedback, I'm very direct. I love you to say, don't sugarcoat. Tell me exactly how it is. But tough love, it needs to come from a position of care. That day, there was no love.

It was just really humiliating, denigrating, and I'm holding it in. I'm a C-suite woman, but then he starts insulting my team, like really very personal. You know, I was getting so frustrated, right? Because it was so unfair. And when I get frustrated, I tear. He saw the tear in my eye and he smiled at me and he gave me a piece of juice. And I had this warm fuzzy feeling for a moment. But then I lifted my eyes and I saw something weird in his smile. And he turned around that tissue box. And I couldn't believe my eyes. On the other side of that tissue box was a hand made sticker. He prepared in advance, which read Dalia's tissue box. This is un-boost. I can't even believe this is a true story. This is how crazy this is.

It's crazy. I reacted like that. I was like, are you kidding me? With a little self, you know, a steam I had left, and he just sat back and he's like, Dalia, stop being so emotional. It's just boy banter. I know you have a sense of humor, and I can tell you the interesting thing, right? So I had this amazing career. 17 years, I was one rated, top rated the whole time. And suddenly, I realized why, looking back, all my strengths were not only not appreciated,

but they were denigrated. I was too good with my people, right? I was too creative which is not process enough. In one stage, even kind of the, we got feedback that we're too negative as a leadership team and I raised my hand and I said, hey, I'm studying positive psychology. I'm happy to do some programs and it's like, oh, that won't be needed, Miss Kumbaya. Oh my God, this man is the worst man ever. It's like a caregiver of a bad leader. I can tell you, I learned so much from what not to do. And I never wish this on anyone because seriously, Eda, from a super confident person,

I started losing my module. I was literally, you know, the first year I still try to kind of fight and give feedback. And of course, I told HR and they just kind of, you know, didn't do much, not enough about it. I mean, they didn't the end, but it was too slow. Second year, I kind of flight, I try to avoid, I brought kind of data scientists to give him all he needed, right? But I realized at the end of that year, I literally felt physically sick. I realized I left my heart and my heart at the doorway. So beginning of year three, what happened would save me in a way.

Because I was determined not to leave. I'm a fighter, I was a gymnast. I'm like, I'm not going to quit. You know, I was the main breadwinner at that time. So I'm like, he should quit. I'm not going to quit. I love what I waswinner at that time. So I'm like, he should quit. I'm not going to quit. I love what I was doing. So I was like determined to stay, right?

Third year, what happened is I went to a PNG alumni, so my previous company. And when I walked in, that was the wake up call. I planned myself in the chair and I said, whoa, this is what culture should look like. I've been a frog in boiling water, because you know how it goes and I spoke sometimes with even domestic violence,

it was very similar. I kept on thinking I can change, and I learned you can't change someone that doesn't want to change, right? So, you know, at the beginning of that third year, I realized, whoa, I need to leave this toxic environment, but not before I deliver everything I committed, because I committed to the CEO

and I always deliver on my commitment. So I said, okay, I'm going to stay until the end of the year and I'm going to go back to my strengths. I don't care if he likes them or doesn't like them. So my strengths is people and creativity. And I said, I'm going to bring creativity even to a category. It was washing machines in that sense. And together with the team, we created a campaign that was very data driven, but also very creative. And that one, an FIA award, the first time this brand won an FIA award for business results and creativity. And that's when I realized, you know, I found back my more journal, it was time to move on. And I can tell you, it's, you know, I always say if it happened to me, it can happen to anyone, you know, because I used to be head of the women's network

for PNG and not to push over, I kind of stand up, but the more resilient I became, the more toxic he became. And I think, you know, I ended up doing my research on it. So when I studied in insides, I did the research as me, such and I wanted to understand, can you quote yourself out of a toxic environment? That was my research question. And my answer was yes and no. So yes, you can build resilience. And the dare to lead like a girl is about my resilience model. Okay, I call it 5p. I talked about purpose. There's all around perspective or perseverance. there's physical power, people and positivity.

So that's the model. However, that works for a general hard shape or general company. I concluded that when you work for toxic environment, there really is only one strategy. And that is zero tolerance, zero. Right? You with your two pages, that's a zero tolerance, zero. Right? You with your two pages, you know, that's a zero tolerance. Zero. I was too empathetic. I kept on thinking I can change. Instead of saying, I'm sorry, you won't talk to me

like that. I'm going to leave now and come back when you're ready to talk to me. Oh, no, I'm not leaving, right? So, you know, this is what I work today with women. Sometimes we are, you know, they actually like a girl is being an empathy, of course. But sometimes you need to kind of step into your positive masculine, which is your assertive, you know, Muhammad Ali says, float like a butterfly, sting like a bee, right? So that's kind of one thing that I learned that, yes, you should be bringing empathy into the workplace. It's a huge advantage of women versus men and it's in high demand. The world is crashing because of lack of empathy. We see it all around. We see it in research, university students

that finish, they did research and found that the empathy level is 40% lower than university students 30 years ago. It's insane. Wow. That is insane. And it's enough to see how teenagers, you have a 15-year-old, I have a 19 and a 18-year-old, and just close enough with a girlfriend or over text, you never did that, but he's rendered.

I told him, if you ever do that, you, you know, you have the tough conversation and they, and they don't have the tough conversations and they don't have the live conversations. And we're seeing that in the workplace and we're losing empathy, you know, around, I don't want to get into, you know, what we're seeing some of the, as I mentioned in, in the US and around the world, that, you know, when I talk back about the corporate world, the way we've been leading until now is crashing. It's not working. The more masculine, command and control, especially when teams are virtual, it's just failing. 85% of employees

are unengaged in the workplace. 20% are toxic. They hate their work and they're determined to make everyone else, you know, suffer as well. One in four experience work related anxiety. So we're seeing, you know, the corporate world is question and the reality with the great resignation is there. And you know, there was research that just came out to try and understand the great resignation. And they found interestingly, they expected, you know, the reasons to be, you know, pay or burn out and they found the number one driver of the Great Resignation was toxic environments. So there you go. Wow. Not shocking to you and me, both of us having been in one before and I love the way that you describe how it advanced and you thought at first, I can change it and then I can survive it.

But I don't wanna give up and I don't wanna give up my team. I had all those same spots. And I'm so glad that you went and researched that concept to ultimately see, because when you're a part of something, you wanna make it better. Well, most people do anyways, right? You wanna find a way, but at the end of the day, like you said, when someone who is

at the senior most leadership position and is calling the shots, when they the end of the day, like you said, when someone who is at the senior most leadership position and is calling the shots, when they don't want to change it and they want to keep it a toxic environment, that is no place for healthy people. Exactly. And I keep on saying, like, if it happens to my kids, stay six months, okay? You know, because I think if I would have left immediately, you know, try to change things. Sometimes, you know, I did have Challenging bosses in the past and I was actually one of them told me or the only one that gave me direct feedback I kind of had a reputation of managing up really well because I'm direct because I really care

Right, and I heard of one strategy by the way you would love it And I heard of one strategy that really worked when a lady came into a toxic boss. And she actually dealt with it head on. She said, listen, this is what I hear about you. I don't believe it's true, but that's your equity. And I'm here determined to help you change that. And it worked for her. And it worked.

Wow. So I am saying, you know, if the boss is ready to change, right, that can be an amazing experience. So give it a try, but you need to really give it six months maximum, because if you're asked to change beyond your values, beyond who you are, and that's what I felt, I was like suffocated. I, you know, I was asked to leave my heart and my heart in the doorway, right? That's wrong. That's when you can't bring your full self to the workplace, and my heart in the doorway. That's wrong.

That's when you can't bring yourself to the workplace. You're not in the right place for you. That's something I hope I realized earlier, but I guess going through that is why I'm here today. Why I wrote the book. Why I'm trying to help other leaders. A lot of it is lack of awareness. A lot of it is lack of awareness. A lot of it is skill, because we can teach ourselves to become more resilient.

We can teach ourselves to be happier. Actually, in the book, I have this whole model and work sheets on each one and then, and it has been proven that you can teach yourself to be happier. So I think that's an important part of growth, but when it's really toxic and you are asked to change beyond your value, that is when it's zero tolerance

and very fast, you let things going on, ah, it's okay, you become a frog in boiling water. And when I interviewed for my research, 10 of my, the people I researched out of 15, talked about being a frog in boiling water the same sentence. So there's something about that, right? You need to be careful.

You need to react fast. If it doesn't make you feel comfortable, it's wrong. And that's it. You need to stop it in the bud. So give us a couple of other of the strategies that you have in the book that could help people who are looking for more happiness, or how can they create some more happiness in their work and work lives. Okay, so the first one as I mentioned is focus on your strengths. If you're in a workplace where you're not able to bring your strengths to work every single day, you're not in the right

place. And we know that, we know people that operate from strengths are two times more likely to succeed. And yes, we also know that only 17% of managers said they bring to life their strengths every day. So that would be the number one. If you only remember one thing from today, it's operate from strengths, you know, that's where you find your passion for your work. The second is really having a growth mindset. Having a growth mindset is asking for directions, okay, is learning to fail or failing to learn. Failing is good. It's OK. It builds resilience. OK, so don't carry it as a badge.

It doesn't mean you're a failure. It just means you failed some specific skill that you still need to acquire. So the more you can develop a growth mindset, the more you can grow. The third element, and really an important one, especially for women, is self-care. And I talk about the physical dimension, right?

Taking time to breathe, taking time to eat properly. We have more neurons in our garden anywhere else, taking time to sleep, recover, digitally detox. Okay, this is a big one these days. Working from home is, you know, insane when we don't shut off and, you know, Boston Group Consulting did this amazing research where they forced employees to take an afternoon a week of digital detox and they saw productivity go up by 74%. So people are going to want that research to introduce to their bosses ASAP. Exactly. And I'm actually working with a company here

that are working on creating an automatic shutdown of the email between 6 p.m. and 9. So you can write if you want, but it won't get sent to anyone. So anyone, digitally detoxing is really important. The fourth dimension, and probably the most important, and if you want to remember one other important thing from today, do you know what the number one driver of happiness at work is? Any guesses? People. The people around you. Okay, the quality of our life is the quality of

our relationship and also at work, they did research and do you have a best friend at work or do you have best friends at work? Those one question number one and number two, determining your happiness. And I know it's harder today when sometimes we're remotely or working remote teams, but investing and getting to know your colleagues as people as human being. I mean, I remember my days, right? We used to go, you know, rollerblading in the parking and water skiing and bringing our husbands and children.

And you know, it's so, so important. So really creating that bond where you know someone very deeply, you know, in your workplace. That's kind of very critical. And then the fifth one I talk about is positivity. And when I say positivity, it's not about being happy, happy all the time. That's really important. Okay, there's no such thing of being happy. It's really the importance of

accepting our negative emotions. My professor Talbanshaha calls it the permission to be human because who doesn't have sad emotions, psychopath or dead people, right? So if you're sad, that's good news. So I think the first thing is really to realize it's okay not to be okay as a leader, you know, understand and making space for your people to grieve, to take the time, sometimes we're in a low space and we just need the time for that. And then as a leader, there's something that's called the upward spiral of positivity. Once you accept the negative emotions, okay, I am frustrated, I am sad, I am disappointed, you name them, you tame them, then you can start looking at how you build hope,

how you build gratitude. Gratitude is really focusing on what we have versus what we don't have. And that's another super, super simple strategy that's proven, you know, spending five minutes a day in a state of gratitude completely out as your well-being. So, you know, spending five minutes a day in a state of gratitude, completely out as your well-being. So, you know, I have in my bathroom a little sticker that says gratitude and every time I

brush my teeth, I spend like those three minutes or two minutes, you know, just saying what I'm grateful for and really recognizing it's not reaching the goals, your goals that makes you happy. It's important to realize that. Setting goals is really important. I'm a very goal oriented person, but it's not reaching the goals that will make you happy because you just reach the summit and then you see the next summit, right? It's this client towards those goals. It's the progress that you're making. So take a moment to, you know, see the view. I always say, have an

idea of where you're heading, but don't forget to enjoy the view and the way. And that's key. So, you know, purpose and strengths, perseverance and growth mindset, physical wellness, which is all around taking care of yourself within your mask, your oxygen mask, so you can take care of others, the importance of people and getting to know them as human being and then positivity, which is all around accepting negative emotions and then looking into gratitude. So there's quite a bit that we can do as you can see, right? And it's actually a beautiful journey. So I've been on this journey of positive psychology. And as I mentioned, I realized that my intuition about leadership is grounded in research. And there to lead like a girl is it's a provocation.

is grounded in research. And there to lead like a girl is, it's a provocation. There's no such thing as a masculine brain or a feminine brain. Okay, we all have masculine leadership traits and feminine leadership traits. The issue is that the business world has collapsed into wounded masculine power over people versus power with people. So we feel like we either need to behave like that. Or we sink into our wounded feminine, being defensive, etc. And I think what I'm provoking is for all leaders to connect to those more historically feminine traits like empathy, intuition, teamwork, you know, all these five pieces that I mentioned in order to balance out the world and basically to humanize the workplace.

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and grab one of your f a punch explore all of t snapple dot com. this is so good for every they find it. Oh, every Amazon, Bans and nobles. stores just look there t lead like a girl, Dalia Feldheim. And I will mention that I decided to dedicate all profit to women causes around the

world. So I have a lead like a girl's school in India. And you know, I teach lead like a girl programs across the globe. So I've decided, you know, let's give back exactly with that spirit. And I do help that, first of all, you know, it will help women and men. And I can tell you, I'll just finish with this funny story as an anecdote. I had women call me to say thank you that they decided to step up, to dare to do something. I had men calling me, you know, I talk about emotions and the importance of emotions that recognize, you know, a woman about emotions and the importance of emotions that recognize, you know, a woman cried in their office and they suddenly had a what to answer them. They

said, wow, I see you're really passionate. How can I help? Right? But the most crazy as call is I got a guy in Australia who called me and he said, Dali, I watch your TED talk. I just wanted to tell you, I'm a reformed asshole. I want to change what do I do. So that's how creditable. I even added into the book, if you go to my website, if you have a boss that may enjoy reading the book, I'm going to send 100 books a year free anonymously, because I am on a mission.

I am on a mission to humanize the workplace. And I think we know the world needs it. We know employees are dying and crying, right? With stress and burnout. And we know we have a way of turning it around. So that's why I feel really strongly about the mission of spreading how to lead like a girl. Well, get dare to lead like a girl by Dahlia Feldheim.

This book is a must get Dahlia. Thank you so much and keep up the amazing work that you're doing. Thank you so much Heather and thanks for all the work you do with SoAligns. Thanks Heather. And thank you for listening. Until next week, keep creating your confidence. This episode is brought to you by the YAP Media Podcast Network. I'm Holla Taha, CEO of the award-winning Digital Media Empire YAP Media, and host of

YAP Young & Profiting Podcast, a number one entrepreneurship and self-improvement podcast where you can listen, learn, and profit. On Young & Profiting Podcast, I interview the brightest minds in the world, and I turn their wisdom into actionable advice that you can use in your daily life. Each week, we dive into a new topic like the art of side hustles, how to level up your influence and persuasion and goal setting. I interview A-List guests on Young & Profiting. I've got the best guests.

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