as i think about like the future of leadership it's really that leaders are in that position to listen and learn and get away from i have the answer let me give it to you to either we co-create the answer or you know i create an environment where you can come up with the answer we have to sort of keep that focus on on the people while we're trying to figure out what this next way of working looks like we don't have the answers we have not seen this movie before we don't know how it ends [Music] welcome back to another episode of connected conversations this one is long overdue in my opinion i am very excited to have somebody who i consider a real leader in the corporate real estate industry somebody who leads by example and somebody whose content i've had the pleasure of enjoying over the last three years or so and it's just really a great opportunity to finally have the time to sit down and talk to robert t today robert how are you i'm great and i'm super excited to be here thank you for inviting me in so robert you know a lot of us in the industry um i want to start here because i didn't kind of include it but a lot of us in the industry know you very well um from you know kind of your your presentations your background some of the places you've worked at what are you doing today i kind of come at the work i'm doing today with um this idea that i'm kind of a recovering corporate real estate executive so where where that brings me today is i do a lot of work around what i would consider executive coaching some strategic advisory and a little bit of consulting and all of that is around how we are shifting our relationship with the workplace so you know i come at it with with that experience of sort of creating the workplace now i'm really focused on how the people experience the workplace and really focusing on the hearts and minds of the people within the workplace so what's the name of your your company uh yes integrity group thank you for asking i didn't plug it but yes integrity group it's right there right above you that's how i knew how to ask it very good so how i start these off and that i wanted to do that because i know there's been you know a shift in kind of your your professional uh world if you will but take us back what's your statement of qualification take us as far back as you'd like kind of how did robert t get to where he is today yeah so thank you for that i so i like i mentioned i've been in and around workplace really my entire career it's been about three decades of different versions and different flavors of workplace but if you sort of go all the way back to the beginning of my career which was started in the late 80s my very first roles somehow some way always involve the built environment and so i spent most of my career uh you know sort of focused on the built environment what shifted for me probably about 10 years ago was this focus on moving to less about the built environment less about the buildings being the customer if you will to more about employee experience and focusing on what was happening in the buildings how the people were interacting with that experience and so you know that entire three decades has been around the built environment um but there's been sort of a shift if you will within that you know how i got into the the sort of corporate real estate space was simply by accident i didn't necessarily go to school for it i didn't expect to be in this i kind of fell into it but i fell in love with it and it's really been where i've put all of my attention my professional attention for the last three decades i love i just wrote it down that's what i leaned down to to write down what you just said i started the same way very focused on the built environment one of my first projects that got me into corporate real estate facilities was a new hq construction and my part of that was moving everybody from the old site to the new site working on small little construction projects within the construction project so i was very focused on that ground up construction the people were a task if you will i hate to put it that way you have to move these people from here to there make sure their stuff gets there and get it done on time but what you just said was you took an approach where it went from the built environment to more focused on how the people interact within the ecosystem in the world that built environment where where did that because now that's what people are talking about now robert but it sounds like you started contemplating this long before this shift to the human centric workplace yeah and i wish i could put like a fine point on this was the epiphany uh for me but it really was a process and what what i was finding quite honestly is that you know we were creating these really you know i'm in the heart of the silicon valley i had this i've had many opportunities to create what i would consider very cool progressive modern workplaces but what i started to find honestly is that that didn't necessarily lead to great employee engagement and great employee experience so we were so focused on you know getting the physical environment right we were sort of missing in many occasions on many occasions sort of getting the experience right so somewhere a decade ago i started to get heavily involved working with sort of chief people officers and chros and and my lens completely shifted i started to see the built environment through the eyes of the employees and so not a single moment but it was a process and once i started to see it that way i realized that the built environment has a really important role it's just probably a different role than i was thinking for the previous couple decades i i just to be able to shift that mindset and again i come from i probably come from a little different world where the people that i reported to were very much people who maybe started as groundskeepers or started as wrench turners or have a pure construction type background and this leads me into what i want i would like you to talk about today where you were able to make that mind shift mind shift because i think my take is you're a very empathetic person who listens and then acts you're an active listener right you're somebody who listens and then puts that into action and to me that's that's a trait of a really good leader so as for the theme for this podcast it's back to the future let's focus on the future we've been through this global traumatic event we know things have changed we know there's different working models and things like that but when i look at you i see somebody who's truly a leader so if you could talk a little bit and this is where we will go over the course of our conversation what does the future of leadership look like to you with all those lessons you've learned and then taking into account what just happened over the last couple years yeah thank you for by the way i appreciate those uh warm words and yeah thank you you know it's interesting i i think the future of leadership uh is really around some of the words that you referenced about me it's really leading with empathy it's really thinking about the people that we're leading and and i come at this probably through two lenses one is i believe truly in coach leadership and servant leadership and they can be a little bit different but the whole idea is that we put the person or the people at the center of the work that we're doing so as leaders we're here to serve the people not the other way around and so that evolution was happening well before the pandemic correct what the pandemic helped unleash i believe is these deep wells of empathy and compassion in leaders because frankly there was no choice people were put into these really precarious situations people were suffering there was a lot going on that called on leaders to be empathetic and compassionate in and if you weren't you stood out like a sore thumb and your folks would that you were serving and supporting and leading would suffer and so i think the future of leadership really unfolded before our eyes over the last you know couple of years and i think it's these deep wells of empathy and compassion as i think about you know where does that go those those wells could dry up and frankly i think we're starting to see hints of some of that potentially happening what i would what the work that i do now is to really try to keep many of the leadership lessons that we've learned over the last few years alive and well and carrying them into the future so that we continue to have a focus on the people and not lose that business is important we're all in the business of business but business without people just doesn't exist and so we've got to make this about the people right so there's a couple things you said there um servant leadership yes i've i've seen that i've heard um a friend of mine you know samantha fisher right she talks about that a lot from octa she talks about servant leadership and robert it's one of those things i saw on linkedin that i'd never heard that term before and i had to go look it up to understand and i've been certainly guilty of seeing something and then misusing the term but servant leadership number one agree wholeheartedly and i i truly feel that something that came out of the pandemic that's necessary and i feel like people can do better at that quite frankly especially in the smaller companies and especially some folks who maybe been in in their positions for a long time that they could benefit from looking to some some guidance from a robert teed on how he's been able to do that to kind of be better at that servant leadership but the other part you mentioned that i would like you to touch on a little more is being a coach i was played sports growing up and i love the aspect of a team and i have no problem having people coach me up even fred who produces his podcast i bring something to him and he tells me why it won't work and then he says it would work in this way but not this way and he's coaching me so talk a little bit how you approach coaching um coaching people yeah and so this idea of coach leadership is similar in servant leadership is that it's all about the person the person and and you can coach teams and you can coach you can sort of incorporate that approach into how you manage you know big numbers of people but the idea is it's really about the individual and it's you know one of the things that shifted for me um as i you know really sort of become more of this coach leader and now i'm actually an executive coach is this idea that every single person we work with has a ton of potential in them every single person has talent strengths things that we can leverage and my job is not to necessarily direct them on what to do it's it's really to help them unleash those talents and strengths yeah and that takes time and that that takes a little bit of a different pres uh process and approach and and so for so many years we we were so as senior leaders we were so used to directing giving answers you know really sort of making sure that our voices were heard when you shift into that this coach leadership approach it's more about the other voices it's more about you mentioned active listening right or listening it's much more about listening to others and helping them be them the best they can be at something and that's really absent of advice and direction it's really more about helping them sort of navigate their own journey uh it sounds a little you know i i realize that sounds a little like up in the clouds i can talk about how that shows up in practice but that's really how i think the the big approach of coach leadership is starting to unfold and that's how i really approach my own coaching work so let me ask you this this brings brings up a fantastic thought in my head kind of something we were discussing before the podcast is how you apply coaching to different generations in the workplace or wherever you know i'm sure you coach people outside the workplace as well but how do you apply it to say how would you approach a millennial versus a gen x or a baby boomer or any of those generations that are in the workplace today how do you tackle that yeah it's you know whilst there's a lot of generational differences in the workplace i think we're at five generations in the workplace and there's a lot of different context that you know comes with those experiences and or lack of experiences the way you coach isn't necessarily that different though it's it's often practicing um a lot of listening active listening active inquiry sometimes with folks that are a little earlier in career you might have to do a little bit more what i call context coaching okay which is give them a little bit of shape to the the challenge or issue that they're working with yeah um and if you're an executive coach versus a you know sort of a coach manager or coach leader where those people report to you those approaches can be quite different so as an executive coach for example i may not give as much of that context but if i'm managing somebody and i'm trying to coach them i may give a little bit more context or a few nudges here and there but still practicing this idea of you know my job isn't to tell you what to do my job isn't to give you the answer my job is to help you get to the answer that is best for you that you think is right uh and to really help you harness those things and really it's this idea of let me you know i could certainly lead you to water and drink for you right that that analogy or i can teach you um or i can let you learn it as you go and that's really that the idea behind coaching is to make you better at learning and make you better at figuring out your challenges and issues on your own and giving you that support versus me just giving you the answer every single time i run into that a lot um as well because i'm at a point in my career where i like to work with the younger generation particularly in sales in marketing you know again i can learn a lot from the next generation marketers because things have changed from a content creation standpoint and i learn from them as well but what i like to do is i like to tell stories i'll tell a story of you know that project i was referencing earlier in our conversation that i started with i was like this is what happened this is what i saw happening this is how i mitigated the risk and then this was the outcome and i hope what that does is it's not just a fun way for me to tap into a fond memory or something that i learned from we never learn from our successes we learn from our failures right so i like to talk about that a lot and it's a good way for me to um you know tap into my past and then lead by example so i i don't you know again like i look uh i would look to somebody who is an executive coach or somebody coaching a younger generation to set the example yeah and yeah so i was going to ask you how do you go about setting the example yeah and it's different um you know the this whole idea of coaching and the way i've approached it i've done it both as a as a external coach which is what i'm doing now right but even for the last decade or so as i've led teams and in the work that i've done i've i've embraced this idea of being a coach leader or coach manager and so the way you do it when somebody's directly reporting to you again it's a little different than when you're an external coach but the idea is to what you just described is to sort of create uh sort of storytelling narratives lead by example so that you're sort of sharing um experiences without directly telling somebody how to do it right and and that's that's really powerful because you're letting people come to their own conclusion based on all these different inputs and a big chunk of that input may be your example or storytelling yeah as a third party coach or external coach sometimes you don't give as much of that narrative or storytelling um but when people are reporting directly to you that that approach can be really powerful and then again you're letting them come to their own conclusion or come to their own answer and come to you with that answer or that conclusion and you know maybe sometimes they need to validate that with you or they need to make sure they're on the right track but they're the ones that are coming to you with that exactly because i have a i have one of our leaders here nuvolo whenever i'm talking to somebody and they have to bring something to him i'm like bring three solutions or bring your solution to him don't bring him the problem if you bring him three solutions or you've already prepared you know what you want to present that's going to get you much further than just showing up well man i just don't know what to do here yeah yeah and if and if that leader is using some of these coaching tools or approaches that we're talking about their their first question after hearing those three solutions would be i don't know bob what do you think what do you think the right answer is right so it's it's they may even in the back of their mind they may know what they think the right answer is yeah but they may learn something really powerful from that individual that's coming to them to say here's the three solutions here's what i think the right answer is and then all of a sudden you're like you're right wow that's a great answer i like what you just said there about not just the person bringing the problems and the solutions but the leader learning something and having that humility to say i can learn something from this analyst this person who's a couple steps down for me in the org chart i can learn something from them and i think that's the trait of a good leader too is to never approach they to approach things from an open mind and saying i'm going to help this person along the way but maybe i can learn something from them yeah and if you sort of zoom out on that and say well what are we going through right now as we sort of define you know the next way of working or the future of work it's exactly that it's it's not that the leader has the answer any longer because so much has changed and so we're all in this mode of i don't know bob what do you think the right answer is yes right figure it out and we had a podcast we had a podcast with an author kelly um she works for kelly clone she works for steelcase you probably know her and one of the things she was talking about that kept coming up she was doing these interviews with people during the pandemic and all these things that they were going through and it was like i have to figure this out i went through that my own personal life i had you know i had something i needed to figure out uh in relation to my elderly father i had to figure out a solution for him um that was going to you know keep him healthy through a pandemic that was targeting his demographic so what you just said there was really impactful because it's real i'm living proof of that there's a lot of stuff over the last couple years that we just had to figure out and maybe certain people that you looked up to maybe they didn't have the answer and it's like maybe they could have learned something bi-directionally from somebody else that's a subordinate to them but you have to be receptive to that robert totally you know yeah and that's the that's as i think about like the future of leadership sort of back to where we started it's it's really that leaders are in that position to listen and learn uh and and get away from i have the answer let me give it to you yeah to either we co-create the answer love it or you know i create an environment where you can come up with the answer because again i mean that we're in and kelly was spot on it's like we're in this really um squishy time i call it the messy middle right we're sort of moving from one thing to a new thing yes and it's not happening with a light switch and so how we lead our way through that how we learn our way through that i think is going to be really important and i hope those are those are lessons we've learned over the last couple years there's been a lot of learning experimenting trial and error you know we didn't quite know how to be as empathetic and compassionate as we suddenly showed up as being it just sort of luckily not luckily it's not the right way to say it but those wells were there we just tapped them yeah uh and so you know we had that uh empathy and compassion sort of platform that that really served us well while people were in in these really precarious situations carrying that forward we have to sort of keep that focus on on the people while we're trying to figure out what this next way of working looks like which requires leaders to be humble requires you know willingness to to listen to continue to experiment and to realize we don't have the answers we have not seen this movie before we don't know how it ends and so we've gotta really stay as uh agile in our thinking in our approach as possible and i think that includes the way we lead people i can't agree with you more uh in terms of what you were saying what i always say is there's no user manual for this in my own personal life you know i beat myself up some days robert where i'm just like man i don't i didn't do a good job today i lost my cool i didn't you know i i didn't handle that with as much um grace and and leadership if if you will i didn't i didn't lead me and my my father my family to the right solution in the best papa we got there but there's no and i have to take a step back and say bob you've never done this before you know it's like there's no user there's no owner's manual there's no user's manual there's no place on youtube i can google how to do this so i couldn't agree with you more on that and then the other thing what i look for out of these podcasts robert is coming up with nuggets and you gave me one of the nuggets just then and and you said it probably without even without even thinking about it let's co-create the solution i love that because i played again i played sports growing up on the podcast i have fred who helps me i love being in a collaborative team there's other people behind the scenes who help with the podcast i love that so co-creating solutions and that term co-create i think is something that can really be leveraged moving forward and it doesn't feel like a buzzword to me you know and i we always talk about the buzzword fatigue and we have a no buzzword policy on this podcast but let's let's co-create what the future looks like love it yeah absolutely and you know if you really want to listen to what your employees need and you want to cr and we can talk about employee experience a little bit but if you really want to cope if you really want to get that right for your employees and for your company and sort of make sure those two interests are served well that co-creation approach is is in my experience uh as a good one and it's definitely one that uh that i hope uh continues forward i love it so now i'm gonna put you on the spot a little bit um so again when i was thinking about what i wanted to do for season two of this podcast again what it was to me was picking subject matter experts in a certain lane of of what they do and how it applies to the workplace corporate real estate and the world that we're in today we had one person who is from the commercial brokerage side we had another person for marketing we're going to get another person from a research uh from one of the furniture companies who's a research who leads their research and analytics team but when i thought about you you're a bit of a swiss army knife right i could pick five topics and i could talk to you about five different topics but the reason why i chose you to speak about leadership is i was looking through linkedin one day and i saw a post and that post was in the event of the recent layoffs i would like to offer anybody in my network a copy of this book that i find valuable to help re-point you on your career your goals and things of that nature that post was done by you and to me that's an example of leading the industry leading your peers leading your former colleagues and actually doing something taking action and i found that to be very admirable and that's that's why i reached out and said i would really like to speak to you about leadership so i commend you for doing that you didn't ask me to talk about this again i'm putting you on the spot i'm sorry if it's a little embarrassing because i know it came from a place of truly caring what gave you that idea who did you learn something like acting acting by doing instead of just saying i'm here for you you did something where where does that come from yeah and thank you for acknowledging that and and uh i appreciate that and you know where it came from is a place of caring and also a bias towards action and you know i i found my i found myself over the last you know couple of years uh in this place where i'm you know i'm sort of trying to help shape a lot of things uh and you know trying to take action on how i shape those and a lot of that i do one on one through the coaching work and my advisory work and things like that so that there's some action towards that but when you look at something that's happening at scale like reductions and layoffs and these big changes i was trying to find a way where i could take action and be helpful and be caring without it just being words like you know i do think there's a lot of folks out there that can offer very inspiring words and that can be very helpful but i do think there's a lot of that that isn't necessarily action oriented so i wanted to make sure i was being helpful i agree in an action-oriented way towards the folks that were impacted and you know that was my the best solution i could think of in the moment was to say look this is this is a practice area where i've gotten a lot of benefit from it's a really powerful book i think when people do get impacted like you know the layoffs we're seeing it's a it's a an opportunity to really figure out what you want to do next what you want to love what you love doing and how to how do you do more of it and so you know the again the thing that i was able to come up with in the moment was well let me do this and if i can be helpful to one person that i don't already know and work with then it's probably worth it yeah yeah and to me that again that's that's real leadership but again uh you know i jotted down another nugget a bias towards action right let's co-create the solution let's have a bias towards action again these are the nuggets i take away that's probably going to be the name of the podcast bias towards action advice towards action with robert t i think it's a fantastic tagline because at the end of the day i find a lot of things that people nowadays think her action are in action like what you just did solved nothing right and it it comes down to um people who again what we go back to leading by example to me that's setting the example that i hope somebody else when something comes crops up down the line and they view themselves as a leader take action do something words words are just words and especially in the social media world and where you know certain words will you know stoke the algorithm a little bit to me you know re you know spending that money on people who you don't even know in some cases it may be somebody who's a friend of yours where i reach out and say yeah i'd love a copy of that book it could be somebody you don't know to me that's real that's empathy that's somebody who's really trying and it's just a great example of leadership which leads me to this question is who did you learn from who were your mentors yeah you know it's uh it's a great question i have to think about that a little bit if i go way back because i've a lot of what sort of helped shape my leadership is things not to do that i've learned from others to be quite honest um but if you fast forward i've had this really great opportunity to work with some amazing human-centric leaders in the last 10 years and i'd say two of them that i would call out both were i was able to work with at servicenow one was pat waters who was our chro and just an amazing human-centric leader uh and i learned an awful lot from her and one of the main things that she did for me was give me permission to to be a human-centric leader um you know i've been doing this a long time in the first you know couple decades it was it was it really wasn't about emotion and feeling in the workplace it was about you know work work work leave all the the feeling stuff at the door and you know and i i didn't feel that way i felt like wait a minute let's bring our whole selves to work let's make sure you know all parts of our lives are sort of um incorporated into the work that we're doing but but i was sort of alone in a lot of that working with pat i recognized that i wasn't alone that there is this whole community out there that does feel that way so so pat was really influential for me in that and then the other leader i think i just think the world of was john donahoe who's the current ceo at nike uh he was our ceo at servicenow for uh several years in the same thing when you when i think of compassionate empathetic leaders who put people first john is the first ceo i think of and it's not that he doesn't think about the business at all it is that he thinks about the business but he thinks about it through the eyes of employees if if i can make employees the best they can be the business will be the best it can be you said that at the beginning of the podcast i mean your message is very clear it's very clear yeah so those two i would say are probably the most influential and then like i said a lot of learning what not to do uh from leaders that i've worked with and that's not fair of all of them but there's certainly some that have not been people-centric have been very business-centric and people kind of get in the way and and you know i've done my absolute best to not let that uh sort of come into the way i lead and i couldn't agree with you more because coming up in the sales world right you get a lot of leaders who are really good at selling right and they matriculate their way up to the head of sales and it's like well most of the time the people i interacted with necessarily didn't also have those soft skills of let me start this conversation before i ask bob about his pipeline let me ask bob about you know how he's doing he was maybe i was out with a sickness or i was dealing with a personal matter or something asked me about that and so many times i was so let down when i got off a phone call and my manager talked at me talked my ear off and then said okay that's it and i remember one time in particular where i was like don't you want to hear about my week and he's like i'll have time just put something on my calendar and i was like and i learned from that robert to where one eye won't be that way number two i'll never approach him that way again every time i reach out to this person it'll be about my pipeline every email will be bullet pointless about what's going on and call it a day yeah that's sad it is and i think that's um one of the byproducts of the pandemic has been there's less of what you just experienced hopefully and more of let me start the conversation with what's going on in bob's life because more than likely there's an awful lot going on in your life that is going to influence the work that you're doing i need to understand it i need to support you as a person in order for you to do your work and so that there is that shift and i do really hope uh and i'm super optimistic that that what has been unleashed those wells of empathy and compassion that have been tapped will stay tapped in and will continue to sort of you know carry that forward uh because it's not it used to be kind of weird honestly for me to say hey how what's going on in your personal life you know we wouldn't do that now it's like as you just said it's like if we don't do that it's it's a we have this really weird reaction like he didn't even ask me how i'm doing yeah and it's it's also i was explaining this to fred the other day how linkedin has changed like that linkedin the social platform itself has changed to where i was like well i'll share this article because it pertains to you know what i'm selling or what i'm doing in this point in time or and it was very kind of i remember i shared a picture once i was on a business trip and i was like let me share this picture oh i don't know but now it's kind of become a little more let me talk about what's going on in my personal life sometimes it could go too far um but there's it's kind of changed to where you know people are sharing more about their experiences and then you have kelly who goes off and writes a whole book about it you know i don't maybe five years ago she wouldn't have done that and to your point it's becoming this thing where it's okay uh to turn on your the option to turn on your camera i've used all these platforms it's always been there it's and i was always thinking like we don't ever turn our cameras on and now we do when people's dogs are in the the the shot or kids crying or something's going on in my case my dad's snoring in the background or something and it's like people are now empowered to share that aspect and that's what we also try to do on the podcast i want to hear you know i want to hear about your background where do you what makes you tick you know what what are these kind of you know what makes robert t robert t so it makes me think of two sort of stories one is i don't know it was probably 1718 when the newscaster was doing a live broadcast and his kids came in and his wife came in i don't know if you remember that one but at the time it was like oh my gosh this is the kid came in in the little walking thing and the mom falls through the door right yep yeah so you think back and like at that period it was like that would have been horrendous for everybody you would have you know but now if my kid walks in or my dog barks or we've just sort of all figured out that's just part of who we are and that's part of life and we're showing our background this is my home we're okay with that um so you know that that's a great thing that allows us to bring our whole selves i think to our work the other story that makes me think of is kelly if we use her as an example you know she's big into tattoos but for a long time was reluctant to sort of make that uh visible to her professional um community right it was something that she sort of said in my personal life i'm gonna be this person but when i'm working i'm gonna be this person and through this last couple years she said you know what i'm one person and so now she proudly displays her tats and and i just and there's a lot of people who have sort of come into their own uh as a result of that and i think that's a beautiful thing and that is again a lesson i hope we continue to carry forward as we think of the future of leadership future work future of the workplace and that's not the future that stuff is here right now yeah so again you saw me lean over that's me jotting down one of those nuggets it's and again this is what i really want people to get out of these podcasts is and that's that's what i was able to do doing this podcast like they enabled me to do this and i could this is my whole self i love talking to people i love creating content i love connecting people to other people and you know i i sometimes say some things that are a little off the wall and it's like it's that's just me being my whole self you know i don't these confines of the workplace i had a customer and you'll probably remember these days you couldn't go to that customer site without having a suit on and it's like now i have shorts on you know it's it's 90 degrees out and i have shorts on it my you know i have my polo shirt on and all but to be your whole self i think is something something really really powerful that that you said over the course of this podcast i really like that well and thank you for doing the podcast because you help you know every pod that you do helps make that more and more okay so thank you for doing it i encourage you to keep doing it because it's it's such a powerful medium and it really does allow folks to bring their whole selves into whatever they're doing talking about sharing with you so it's really powerful and i i really look for that and that's the perfect segue and what i like to do at the end of these podcasts is kind of show a little bit of gratitude especially with people i know when i started at the company that i'm at today nuvolo i had something i needed help on and at that point in time you helped me with it whether you knew it was me or not it was very important to me and it was something that was important to my career and it all worked out for the best until today that that that relationship that was built with your help is still intact today and continuing strong and turned out to be the success that i hoped it would be without creating any shameless plugs or bringing anybody else into this i want to show you some gratitude and say thank you for doing that it meant the world to me and really helped me and an organization that i became friends with worked towards a very successful project and i couldn't have done it without you robert thank you for that that warms my heart thank you and that's that's what we do we in the corporate real estate we all know each other sales reps compete against each other sometimes we end up working for the same companies we all look out for one another and i think you're one of the best examples in our industry if somebody leads by example who's empathetic and brings us things like this let's co-create the solution let's have a bias towards action and let's be our whole selves those are my takeaways from this podcast did i miss anything that's that's a good list thank you for that so we're gonna we're gonna wrap it up there robert i thank you so much for spending this time with us today um i really do appreciate um you and your thoughtfulness and your willingness to take the time out of your day um one more time the name of your company is uh the integrity group and they can find you where uh integrigroup.com or hit me up on my linkedin robert t there you go everyone the great robert teed one of the best examples of leadership we have in the corporate real estate industry that's connected conversations i thank everybody for joining us we'll see you next time on the interwebs [Music]