June 6, 2025 • 31 mins
We are all entitled to great leadership—at home, at work, and in our communities. That’s not just a lofty idea—it’s a standard. But here’s the reality: the leadership models we’ve inherited were built for a different time. In today’s rapidly evolving world, especially with millennials and Gen Z making up most of the future workforce, it’s time we adapt. That’s where intergenerational leadership steps in.
Leadership expert Mai Moore breaks it down simply: intergenerational leadership is about connecting different age groups to foster understanding and increase impact. It’s about bridging gaps, not widening them. If we’re going to attract, retain, and grow top talent, our leadership must evolve. And that means listening to what each generation brings to the table.
Understanding Generational Differences at WorkHere’s the deal: up to six generations are in today’s workforce, and each comes with different values, expectations, and communication styles. There’s a major gap between how seasoned executives operate and how Gen Z thinks. But no generation has all the answers. That’s why collaboration is key.
This doesn’t mean leaders have to abandon their experience. It means using that experience to guide, while staying open to the ideas and innovations younger workers bring. Great leaders know how to coach—not control—and how to mentor without micromanaging.
Shared Values Across the Generational DivideDespite our differences, we all want the same core things: a better world, meaningful work, good health, happiness, and purpose. It’s not always about money. It’s about value—value in our roles, our relationships, and our contributions.
Leaders must focus on what matters to the whole team. That includes creating clarity in expectations, showing employees how their work connects to a bigger mission, and encouraging them to take initiative without dampening their enthusiasm.
Communication: The Real Leadership SuperpowerIf we’re going to close the generational gap, we need to improve how we talk—and listen—to one another. Each generation has its own way of communicating. Some prefer face-to-face, others thrive on digital. Effective leadership means being flexible and understanding both.
Mai Moore offers a powerful tool used in military leadership: repeat back what you heard. It may seem simple, but it builds trust, ensures clarity, and reduces conflict. Communication should always be a two-way street. Mentorship should be too.
Mutual respect opens the door for shared learning—seasoned professionals can pass on wisdom, and younger team members can introduce fresh, modern perspectives.
Self-Awareness: Leadership Starts WithinBefore you can lead others, you have to face yourself. That means knowing your strengths, acknowledging your blind spots, and recognizing how your actions affect those around you.
Self-awareness isn’t about being perfect—it’s about being present. It’s understanding how your past experiences shape your leadership and being willing to evolve. Leaders who do the inner work build stronger, more resilient teams.
Mai Moore shares this truth: the answers aren’t out there—they’re already within you. It’s time to start asking better questions and leading with purpose.
Connect with Mai Moore:
Mai Moore: Awakening Awareness #AlmostSocialImpact Public Speaking – can find out more information on MaiMoore.com
Boss Me In Thrive Together Summit re: intergenerational leadership, can email hello@bossmein.com for more information
Best way to connect with Mai is either connect@maimoore.com, through the MaiMoore.com web site or on LinkedIn.
Connect with Tim:
Website: timstatingtheobvious.com
Facebook: facebook.com/timstatingtheobvious
YouTube: youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw
Instagram: @TimStating
TikTok: @timstatingtheobvious
#LeadershipDevelopment #leadership
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Tim Staton (00:02):
This is Tim Staton with Tim stating the obvious.
What is this podcast about?
Tim (00:07):
It's simple.
Tim Staton (00:08):
You are entitled to great leadership.
Tim (00:10):
Everywhere you go, whether it's a church.
Tim Staton (00:13):
Whether it's to work, whether it's at your house, you are entitled to great leadership.
And so in this podcast we take leadership principles and theories and turn them into everyday,
relatable and usable advice and a quick disclaimer.
This show, process or service by trademark, trademark, manufacturer, otherwise does not necessarily
constitute an apply the endorsement of anyone that I employed by or favors them in representation.
The views are expressed here in my show, are my own expressed and do not necessarily state or
(00:34):
reflect those of any employer.
Tim (00:35):
Hey and welcome to today's episode.
I'm super excited to be talking about intergenerational leadership.
And with our special guest, I cannot think of a more thought provoking person to really talk
about this with, which is Maya Moore.
She is the founder of Boss Me in and co founder of EyeJ, which stands for Empowering Youth and
Exploring justice, two platforms dedicated to empowering women and youth to lead with courage, authenticity and impact.
(01:04):
Through Boss Me in, my champions a diverse community of women providing mentorship and opportunities
to rise as fearless leaders.
At EyeJ, she empowers thousands of young people in critical conversations and social action work around injustice issues.
My fearless leadership has inspired transformational growth from from guiding policy reforms
(01:29):
and building networks and uplifting marginalized voices.
As a speaker, she motivates audiences and takes bold action, leads with integrity and makes a lasting impact.
So my welcome to the show.
Mai Moore (01:42):
Thanks for having me Tim. Appreciate it.
I'm excited for the conversation.
Tim (01:46):
Yeah, I'm really glad that you're here and we're able to have this conversation.
So if you don't mind, could you tell me why, what is intergenerational leadership and why should
we really care about it as leaders?
Mai Moore (01:59):
Absolutely. And just to give a little bit of context, you know, my personal mission is really
I call myself hashtag almost socialimpact.
I'm here to awaken awareness, to create a more equitable, connected and empowered world.
And as you had mentioned, Tim, intergenerational leadership has really been a focus of mine,
(02:22):
whether directly or indirectly, for the last 13 years.
Previous to that I was in tech and I helped two companies go public.
And so intergenerational is really connecting between generations for better understanding and impact.
It's a vital, vital answer right now to the future of work.
(02:43):
You know, in five years, 70% of our workforce is going to be millennials and Gen Z.
And what this really comes down to is about the topic of leadership.
Are we really empowering our next set of leadership properly and do we have great demonstrations
of example of leaders right now so that they can follow in our footsteps?
(03:04):
And I think with everything going on in the future of work, with retention issues, I mean, it
goes on and on, hiring issues, DEI issues.
I mean, we know what the state of culture right now.
Are we really doing our duty as humans to set the next generation up properly?
Tim (03:26):
So you make a great point when you say 70% of millennials are going to be leading the workforce
in the next several years.
So when we talk about the difference in generationals and difference in generations and how
that applies to the workforce.
So can we talk a little bit about what we know the huge generational gaps are as far as far
(03:48):
as values in the workplace go?
Mai Moore (03:50):
Mm, yeah. I mean, I mean, we could spend hours on that.
And I think, you know, what's complex here is that we've got five to six generations of people
in the workforce right now.
And then as far as values, you know, for example, you know, I'm a chief and I'm around a lot
of executive women, you know, and that's been an integral part of boss me in.
(04:15):
And then you've got Gen Z, which are completely different.
It's almost like a different world right now.
And so when you talk about values and how we were raised and perhaps maybe what we learned from
capitalistic ways or the way corporations ran is very different than, you know, what Gen Z are
(04:36):
demanding and what they're expecting.
And, you know, honestly, no one alone, no group alone has the answers alone. That's what I've learned.
And I've actually liked tested that myself because, you know, at first I was like, oh, you know,
young people might have all the answers and what they're demanding is correct. I do believe that.
And, you know, a lot of executives are trying to shift and work between the, you know, what
(05:01):
corporations expect and trying to create more ease and trying to abide by what young people are expecting. But it's just.
So what I've learned is that that alone is not the answer.
It's also really what I look at is it's executives that really need to shift in leadership,
that needs to really shift in our own way and evolve and grow to become better leaders.
(05:27):
Because at the end of the day, they are watching us, they are following us, they are trying to learn from us.
And we have made a lot of mistakes and we have really, I mean, set this, you know, a lot of
things up honestly for failure in some ways.
And, and let's be honest, a lot of the leadership right now is not fantastic.
So obviously Gen Z are wondering, like, what in the world is going on here? Who can I follow? Who can I trust? Who are good leaders?
(05:54):
And so again, it's not about one party having the answer regarding intergenerational leadership.
It's about us coming together to create that answer for positive impact.
Tim (06:08):
So what is one or what are the common themes then that we can all come together?
What's the common thread that ties everybody together other than we're all human beings?
Mai Moore (06:20):
That's an amazing question. And actually, you know what's interesting is that for a while I
thought that we were farther apart as far as generations than we actually are.
There's a lot of negative talk that gets into the media, you know, about how we are so drastically
different, but we are actually very similar.
I think what I have seen is that all parties here do want a better world, meaning they want
(06:45):
a better culture, they want to thrive in their work, they want to be healthy, they want to be
happy, they want to be purpose and mission focused.
They want to create good impact.
Yes, of course, I think all of us know that money is important, but money is not the sole factor. It's.
It's a couple different factors coming intertwining that is really the commonality which I think
(07:09):
all, all persons want in this, in this endeavor.
Tim (07:13):
So I was taking a quick note on that because you said money's not the important thing.
And I think I agree with you that value, right, bringing value to everybody is what's probably
one of the most important things out there.
And so as we have younger people coming in, how do we set the right expectations to be like,
(07:33):
well, you want to make an impact, but there's a right way to make an impact or there's a way
to make an impact that's different than what you perceive to be the way to make an impact.
So how do we develop and coach and encourage that initiative without killing the spirit?
Mai Moore (07:52):
Powerful question. And your first, you kind of had two questions in there regarding the value.
Yes, it's how do we create value, but not just for ourselves, selfishly, how do we create value
for the community or the team or whatever the mission of the company is and all that.
First of all, if we're talking about leadership, we need to be more authentic.
(08:14):
We need to be honest and say we don't have all the answers.
We need to meet and be respectful of each party.
I see A lot of times that each party is not respecting each other.
Meaning that, you know, come to the table as humans and we have to trust ourselves as leaders
that we do have answers.
Actually, Gen Z have a lot of answers too.
(08:35):
And so how can we come to the table and then have those conversations Right.
Openly, not in a political way, that I have to have a face.
And I'm scared to speak because I'm scared of this executive or, you know, too many demands
or pressures, having open conversation about whatever the problem is to create a solution together. Right.
(08:58):
And then actually implementing it.
Because I think a lot of times right now in society, we have an issue of talking a lot. Right.
There's a lot of talkers out here, and that is somebody that I am absolutely not.
And I think that Gen Z need to see that.
To your point about impact, what does impact really mean and what does it look like we have to demonstrate by example?
(09:22):
And so to answer your question about, you know, what is the impact?
Have that conversation right together to. To exactly answer that.
What is the impact that we want?
Is it the $20 million goal that we want to receive to reach as a company, or is it that we want
to focus on the mission of the company and what we're trying to accomplish?
(09:45):
And then there's different aspects of that and different areas that tie into that, if that makes any sense.
Tim (09:53):
No, it makes great sense.
And so when we talk about developing people, what is a key thing that you learned from a mentor
of yours as you were growing up?
Because at one point in time, we were the younger generation.
Mai Moore (10:08):
Yeah.
Tim (10:09):
And we had another generational guide. Right.
Mai Moore (10:12):
Yeah.
Tim (10:12):
So what is something that you hold on from mentors of yours that you still like to impart to people today?
Mai Moore (10:21):
You know, obviously I'll share this.
I can't say that I was a normal example, but I would say what resonates with young people is
that my mentors demonstrated by example.
So if there was a goal at hand, um, you know, they were working. We.
I saw, you know, I have had many amazing mentors, but I saw them actually implement it themselves
(10:47):
as an example versus just directing it and saying, this is the goal. Go make it happen.
So we have to, I think young people are very visual.
We have to actually show it, whether it, yes, it is describing it through a social media post
or actually, you know, creating a company.
And no, you don't need to, you know, that's not. You don't know.
Everybody doesn't need to create a company.
(11:09):
But it's actually like, yes, if we are pissed about, pissed off about X, how do we actually
create that change and implement it and show what the impact of that implementation is? Who does it impact? What happened from that?
Did we create as an example, you know, more, you know, did we help someone get a job?
(11:31):
Did we help them get an internship?
Maybe it was a social emotional scenario with their mental health and we help them with X.
Like what we have to communicate what that impact looks like and we have to demonstrate it by example.
Tim (11:46):
All great points about leading by example and demonstrating that and what that looks like.
And so as we demonstrate what right looks like or how you can do different things, what are
some of the gaps that you see today when it comes to communication?
Because we communicate very differently and communication is key.
(12:07):
So what is something that we can do or need to know about bridging the gap in communication?
Mai Moore (12:13):
Communication, number one, is a key element in society today, no matter in the workforce or in culture.
And to your point, yes, there are very different styles of communication.
And I'm not saying I am an example of this.
I've had to really learn, and I'm not an expert at this, but I would say I am definitely a communicator.
(12:35):
But I've had to learn at the different styles of how people communicate.
Sometimes it is through social media, sometimes it's through text, sometimes we, we learn, you
know, through email, sometimes it's a phone call, sometimes it's getting on a zoom.
And so honestly, I think we have to be flexible.
And to your point, you know, just earlier today, you know, I was frustrated because I was actually
(13:02):
working with a Gen Z and a lot of times I see this block like they, they can't, they don't know
how to have a conversation back.
They're used to maybe being given, you know, whatever the, the goal is or the task is and then
maybe they communicate once and that's it. No, it's okay.
We, we have to show that it's okay to ask questions or it's okay to respond back.
(13:25):
And then this is a trait actually I learned from my uncle in the military is communication is,
I say something, you repeat it back so that I know that you are understanding it. Right.
And young people don't understand that or they haven't been trained.
I shouldn't say they haven't been trained that way. Right. It's very one off.
I speak, you speak like it's, it's.
(13:46):
And so we're, we need to allow for space.
And that comes back to us as you know, the older Generations is have we been creating trusting
environments where we can collaborate, where we can have that conversation, where it's okay
to be vulnerable, where it's okay to say I screwed up.
You know, in my generation it wasn't okay to do that. Right.
(14:08):
So they've seen that, they've watched us.
But I think that that communication style of from the military is really, very, really powerful.
I say something, you say it back, repeat it so that I know that you understood what I say.
And, and I do the same for you.
Tim (14:27):
No, absolutely. And I'm glad that you, you mentioned that tactic.
With my background being in the military for over 23 years, that is something, when I talk to
people I'm like, hey, I, I say something.
I learned early on that just because I said something doesn't mean somebody else received it
or understood it the way that I meant it to be.
Mai Moore (14:45):
Yes.
Tim (14:45):
And you know, as you pointed out, I, I think when it comes to the use of technology, how has
the use of technology helped communication but also kind of hindered it and how we need to maybe
change the way we look at it or use it when it comes to communication.
Mai Moore (15:05):
Yeah, I mean that would be a good question to ask a Gen Z too.
And that's a big question.
I think we have to be flexible.
We have to be, it's a, you know, every relationship is a two way street.
Whether you're married, you have a business partner, whether it's intergenerational, Gen Z to exact, or whatever.
(15:27):
And so again, having that conversation to say what communication style works best and try to
meet in the middle I think is vital.
I don't have the answer for that because it's very complex and there's a lot of different types
of technology and communication styles.
I think something else to understand is with women and Gen Z, what I'm also learning too is
(15:49):
that we are really trying to empower each other, saying that we are enough, meaning when someone
says something, it is enough.
And so I think that's also a miscommunication because that's why someone, sometimes young people
don't respond back because they are saying okay, what she said is enough.
(16:10):
And so I don't think that she needs a response to that.
So that's again leading to a miscommunication. Right.
And I think to your point, like literally having a conversation again and saying what's the
best communication style with whoever you're talking with, just taking that 10 seconds will,
(16:31):
will relieve a lot of things as well.
Tim (16:33):
So you know, that's a great Point I never even thought about the, you know, enough type type
statement because I've always viewed conversations as back and forth.
And when, when you just brought up that fact like hey, you know, what I said was enough or what
they said was enough and I didn't think there needed to be anything else, I never really thought
of it that way and that that's going to make me rethink several other conversations I've had in the past.
(16:59):
In the past I thought were kind of short and then probably needed to be more, but maybe it was
just enough and I misunderstood that.
Like you said, going to some miscommunication.
Mai Moore (17:10):
Right. And you could literally say, you know what, just with how I operate, I just really would
appreciate a communication back confirming that you heard me or that I am expressing myself properly to you.
You know, it just takes sometimes that one extra step so that then you have communicated that
you expect a response back.
Tim (17:30):
Yeah, that's a great point too.
So what is one piece of communication or technology that you found effective in bridging the gap?
Is there one thing that you found that really helps in bridging the gap?
Mai Moore (17:45):
Connecting. So, you know, we're in this remote versus in person world.
You know, there's a lot of zoom, there's a lot of social media, but I think at the end of the
day when you can literally talk to someone, you know, if, if it's all you can do is zoom or
(18:06):
if you can meet in person or have that coffee, it makes a world of difference.
And I'll tell you why.
You know, when we, when we had Covid, we all moved to zoom and what happened is it eliminated
kind of those side conversations, the side chats, the non work kind of conversations and therefore
people, it eliminated the opportunity to see each other as human.
(18:27):
And I think, you know, we can, we can do, we're amazing humans and we can really create anything
and do any kind of work, any kind of industry, honestly.
But it really comes down to relationship building, connecting as humans one on one.
That's what I truly believe.
Tim (18:43):
With the connecting piece. How do you view mentorship and how do you help talk to the different
generations about the usefulness of generations with building that connection?
Mai Moore (18:55):
Yeah, I have done a lot of different kind of mentoring but with boss me and we implemented a
co mentoring program and we had 25 chiefs with 25 Gen Z.
I'm actually doing an event next week in New York City about mentoring and really creating impact
in one, one single event.
But I think the old way is kind of out where it's, it's, it's one way meaning I'm telling you
(19:20):
and then you know, we're, we're focused on you and then I'm helping you.
It's, it's because everyone needs help right now.
So I really look at it as co work.
I look at as bidirectional, I look at it as a two way street.
I look at it as each person should have respect for each other.
Yeah, of course, you know, exacts have a lot more experience.
(19:40):
Like I mentioned this morning, we have made a million mistakes and Gen Z, they have energy,
they have new ideas, they really want to create a better world.
But it's like we have to have that respect for each other and come together and there be bidirectional
mentoring because we are all teaching each other things all the time.
(20:02):
That's really what this world is about.
Tim (20:05):
No, absolutely. I, I, I learn new things every single day and, and I'm just amazed. I'm like man.
Because I, I, I come from a tech field too and, and that's probably the reason why I asked a
lot of tech questions and I'm like yeah, I knew that, I knew that and they would tell me something
like oh, I had no idea I could use that technology that way.
And it, it was just so insightful on how and so go ahead.
Mai Moore (20:27):
And I think, I think with our, I don't know about you but my background was, and again very
capitalistic ways is that we were as leaders you're supposed to have all the answers, right?
And it's not that kind of world anymore because no one has all the answers on their own.
And to your point Tim, we're constantly growing no matter what age you are.
I have a mentor that's 83 year old, you know, male and he says he is still learning.
(20:53):
So I appreciated that comment that he made to me.
Tim (20:56):
No, absolutely, absolutely. We are all learning.
So with that, what is the most unexpected thing that you have learned from the newer younger generations?
Mai Moore (21:08):
Oh, that's a big question.
How much they really care? They really, really care.
You know, in some ways it could be, it could be a frightful world but at the same time it's
a world full of opportunity and really exciting and people are doing really exciting things
and they really, really care about creating a better world.
(21:32):
And you see that in many different capacities.
Whether it's in the future work area, whether it is, you know, the kids at college who are talking
about the issues there in society, you see it in communities, you see it through social media.
And I think, you know, there was a, there was a famous quote. Don't. Don't quote me. Exactly.
(21:54):
But it is the young people that creates, you know, the revolution of the world.
It's not us, it's them because they see, they, they're again, they're watching.
So I, you know, and the reason why I'm shocked by that is because you would think with all the
(22:14):
things, commotion going on in the world that people are shutting down.
And yes, maybe some are shutting down, but you would think that people are.
And there are stories of, you know, and data about people becoming more isolated.
You would think that they wouldn't care, but they do. They really do.
Tim (22:32):
So can you, you share like one or two, like stories like what, what does that look like when
somebody says, Because I think that sometimes maybe somebody caring a lot can come across a
different way to some other people and they might be taken aback by it, be like, oh, well, you
don't really mean that, or you don't really, you know, feel that way, or you're just kind of angry.
(22:54):
So how, how does that caring look like?
Mai Moore (22:57):
Oh, that's a big question.
I mean, I can share many stories.
Caring might be, you know, for example, I, I just mentioned I'm partnered with a Gen Z who has
created her own Gen Z community.
And we're partnering and doing a bi directional event, bridging, you know, chief executive women with Gen Z founders.
(23:20):
And so that caring means like we, you know, we're stepping up to the plate, we're showing action, we're, we're showing up.
We're creating something, a platform of space so that people can come together and then create their own impact. Right.
Because that trickles to other people.
So that's an example, you know, with EyeJ, caring is, you know, caring. I'll give another example.
(23:44):
I was just on a, on a mentor call with, you know, I'm still in touch with a lot of the young
people from EyeJ and I was on a mentor call with one of the ladies, Shia, and you know, I'm
helping her develop her purpose a little bit more, making it more clear.
And it's amazing because she wants to help people in her community because her family, like
(24:06):
her brother has autism and her parents have autism.
And she wants to create a platform where persons of color who have autism can get help, the
proper help that they, they see.
And you can hear the passion in them even for a young age, and also the pain too.
And, and I, that's caring.
That is caring and thinking about already the younger people in her community, 5, 6, 7 years
(24:31):
old that are going through this at an 18 year old age, that is caring and implementing, wanting
to implement, seeing, wanting to see action and change from this, that is caring.
Tim (24:43):
Those are amazing stories too by the way of this younger generation.
Really caring and being passionate too. Right.
You know, some things as we get older, we may lose some passion and we gain some passion in some other ways.
And, and having that passion around is good.
So we, a lot of what we talked about has to do with a lot of self awareness.
(25:06):
And so how do you relate to that in the work that you do when it comes to developing self awareness?
Because you have the awakening awareness as well. So what is that?
Mai Moore (25:17):
You know, I just recently moved to New York City and you know, when there's change happening
in your life, you do a lot of reflecting.
I'm like, what the heck am I been doing the last 13 years with all these different community
underserved youth or privileged youth or Gen Z or executives?
Like, what have all these diverse people, what have I been doing?
(25:39):
And what I realized was I was actually building awareness, right?
And so, and I'm just, I'm, I'm very in tune with society and paying attention to solutions that
we can create to help society right now.
And to your point, there's this demand for the need for leadership that matches this new world.
(26:00):
And if we cannot as leaders see clearly, we cannot make good impact, we cannot make good businesses,
we cannot make good business decisions.
And so we need to be able to see clearly.
And that's what my, this new initiative is about.
I've been doing, I just spoke at Harvard last week about this.
(26:20):
We must, as leaders build our awareness.
And to your point about self awareness, that is part of the work is facing ourselves, right?
The good and the bad. We're human, right?
And focusing on the, the, our superpowers and what we're good at and what, what entrusting ourselves
of what we really want to do for this world, what is our purpose, how do we want to help?
(26:45):
That's really what it comes down to.
How do we want to help each other, our communities and so on.
And so this is a new kind of rebirth.
I believe in society happening right now.
But self awareness is absolutely fundamental and I think a lot of people actually have a hard time with it.
And I, I'm curious, you know, how we can make it sexier and not so negative.
(27:08):
Because it's, it's not all negative.
Yes, you do sometimes go through some pain points.
It's not, you know, it's not always easy, but we have to allow ourselves to grow, and it's okay to change.
That's not a negative thing.
That's a normal part of life.
And self awareness is definitely part of a normal part of life as well.
Tim (27:29):
Absolutely. And you just reminded me of Sun Tzu's quote where he said, you may know your enemy and you'll lose.
You'll lose 100% of the battles if you don't know yourself. Right.
And the same could be applied to business. It's applied to leadership.
And you just hit that right on the head. So.
Mai Moore (27:49):
And I. And I'll tell you, I'm grateful to Eyej for actually really learning that.
Because in the hard moments, I mean, I was.
There was one point, I was homeless at a time, I was a single mom pushing EYJ forward.
I mean, I had this great career before.
And, you know, many times I've been like, f this, I want to quit.
And, you know, everything is like a problem. Everything is hard.
(28:10):
But the truth is, in those moments when you can face yourselves, you hold the answers.
And that's part of self awareness that we are not taught.
And it's vital for leadership.
It doesn't matter what industry, what role, job you have, we hold the answers within us.
(28:30):
And that's part of self awareness.
Tim (28:32):
No, absolutely. So, Mike, I just wanted to.
I always give everybody the last word, and I always try to make sure that all the guests that
come on the show, one, if there's a question that I didn't ask that I should have asked, what would that question be?
And then two, is there anything that we didn't talk about?
You were like, you know what?
I really have to talk about this.
(28:54):
I'm really passionate about it.
I got to get off my chest.
And so I just kind of want to offer up the last little bit to you into what you have to say for the final word.
Mai Moore (29:05):
Yeah. I think my question I would have asked is, who are you as a human and what am I super excited about?
I'm excited for my journey.
I mean, I'm growing and evolving just like everyone else.
And I'm thinking about, you know, how can I help people on a bigger level because I have all this experience.
(29:27):
And yeah, sure, I have some answers here and there, but I'm still learning and growing and listening
and talking with people and connecting. And so I'm excited.
I'm honestly excited for culture and society.
As crazy as that sounds, a lot of people are, you know, and of course, there's moments.
I'm effing upset with what's happening or, you know, I'm in pain or whatever, but I'm actually
(29:48):
keeping my eyes open and trusting the universe right now and there's a lot of amazing, amazing things happening right now.
Tim (29:55):
So awesome. So Mike, it was really great to have you on the show and for everyone listening
to this and watching this in the descriptions, you'll be able to find all of her social media
links and ways to reach out to her and get a hold of her and her organizations that she belonged to.
So my thank you so much and I appreciate you being on the show.
Mai Moore (30:15):
Thank you.
Tim (30:16):
I'm grateful as always.
Tim Staton (30:18):
Thank you for stopping by and checking out this episode and listening to it.
I really hope that you enjoyed it.
Before we go, I'd like to ask a favor of if I could if you could please share this episode with
one or two people who you think might like this topic.
If you haven't followed or subscribed on the platform that you're listening to and hit all the
bells and icons and all the whistles so that you know that when we post another episode you'll
(30:40):
be alerted, please go ahead and do.
Tim (30:41):
All that before you go.
Tim Staton (30:42):
If you got some value out of this episode, please leave a review or a comment so we can help
spread the show to other people who might be interested in the topics that we've talked about
here today, but may not have found our show yet.
Again, thanks for stopping by.
Tim (30:54):
I'm Tim Staton Staten the Obvious Sam.
This is Tim Staton with Tim stating the obvious.
What is this podcast about?
Tim (00:07):
It's simple.
Tim Staton (00:08):
You are entitled to great leadership.
Tim (00:10):
Everywhere you go, whether it's a church.
Tim Staton (00:13):
Whether it's to work, whether it's at your house, you are entitled to great leadership.
And so in this podcast we take leadership principles and theories and turn them into everyday,
relatable and usable advice and a quick disclaimer.
This show, process or service by trademark, trademark, manufacturer, otherwise does not necessarily
constitute an apply the endorsement of anyone that I employed by or favors them in representation.
The views are expressed here in my show, are my own expressed and do not necessarily state or
(00:34):
reflect those of any employer.
Tim (00:35):
Hey and welcome to today's episode.
I'm super excited to be talking about intergenerational leadership.
And with our special guest, I cannot think of a more thought provoking person to really talk
about this with, which is Maya Moore.
She is the founder of Boss Me in and co founder of EyeJ, which stands for Empowering Youth and
Exploring justice, two platforms dedicated to empowering women and youth to lead with courage, authenticity and impact.
(01:04):
Through Boss Me in, my champions a diverse community of women providing mentorship and opportunities
to rise as fearless leaders.
At EyeJ, she empowers thousands of young people in critical conversations and social action work around injustice issues.
My fearless leadership has inspired transformational growth from from guiding policy reforms
(01:29):
and building networks and uplifting marginalized voices.
As a speaker, she motivates audiences and takes bold action, leads with integrity and makes a lasting impact.
So my welcome to the show.
Mai Moore (01:42):
Thanks for having me Tim. Appreciate it.
I'm excited for the conversation.
Tim (01:46):
Yeah, I'm really glad that you're here and we're able to have this conversation.
So if you don't mind, could you tell me why, what is intergenerational leadership and why should
we really care about it as leaders?
Mai Moore (01:59):
Absolutely. And just to give a little bit of context, you know, my personal mission is really
I call myself hashtag almost socialimpact.
I'm here to awaken awareness, to create a more equitable, connected and empowered world.
And as you had mentioned, Tim, intergenerational leadership has really been a focus of mine,
(02:22):
whether directly or indirectly, for the last 13 years.
Previous to that I was in tech and I helped two companies go public.
And so intergenerational is really connecting between generations for better understanding and impact.
It's a vital, vital answer right now to the future of work.
(02:43):
You know, in five years, 70% of our workforce is going to be millennials and Gen Z.
And what this really comes down to is about the topic of leadership.
Are we really empowering our next set of leadership properly and do we have great demonstrations
of example of leaders right now so that they can follow in our footsteps?
(03:04):
And I think with everything going on in the future of work, with retention issues, I mean, it
goes on and on, hiring issues, DEI issues.
I mean, we know what the state of culture right now.
Are we really doing our duty as humans to set the next generation up properly?
Tim (03:26):
So you make a great point when you say 70% of millennials are going to be leading the workforce
in the next several years.
So when we talk about the difference in generationals and difference in generations and how
that applies to the workforce.
So can we talk a little bit about what we know the huge generational gaps are as far as far
(03:48):
as values in the workplace go?
Mai Moore (03:50):
Mm, yeah. I mean, I mean, we could spend hours on that.
And I think, you know, what's complex here is that we've got five to six generations of people
in the workforce right now.
And then as far as values, you know, for example, you know, I'm a chief and I'm around a lot
of executive women, you know, and that's been an integral part of boss me in.
(04:15):
And then you've got Gen Z, which are completely different.
It's almost like a different world right now.
And so when you talk about values and how we were raised and perhaps maybe what we learned from
capitalistic ways or the way corporations ran is very different than, you know, what Gen Z are
(04:36):
demanding and what they're expecting.
And, you know, honestly, no one alone, no group alone has the answers alone. That's what I've learned.
And I've actually liked tested that myself because, you know, at first I was like, oh, you know,
young people might have all the answers and what they're demanding is correct. I do believe that.
And, you know, a lot of executives are trying to shift and work between the, you know, what
(05:01):
corporations expect and trying to create more ease and trying to abide by what young people are expecting. But it's just.
So what I've learned is that that alone is not the answer.
It's also really what I look at is it's executives that really need to shift in leadership,
that needs to really shift in our own way and evolve and grow to become better leaders.
(05:27):
Because at the end of the day, they are watching us, they are following us, they are trying to learn from us.
And we have made a lot of mistakes and we have really, I mean, set this, you know, a lot of
things up honestly for failure in some ways.
And, and let's be honest, a lot of the leadership right now is not fantastic.
So obviously Gen Z are wondering, like, what in the world is going on here? Who can I follow? Who can I trust? Who are good leaders?
(05:54):
And so again, it's not about one party having the answer regarding intergenerational leadership.
It's about us coming together to create that answer for positive impact.
Tim (06:08):
So what is one or what are the common themes then that we can all come together?
What's the common thread that ties everybody together other than we're all human beings?
Mai Moore (06:20):
That's an amazing question. And actually, you know what's interesting is that for a while I
thought that we were farther apart as far as generations than we actually are.
There's a lot of negative talk that gets into the media, you know, about how we are so drastically
different, but we are actually very similar.
I think what I have seen is that all parties here do want a better world, meaning they want
(06:45):
a better culture, they want to thrive in their work, they want to be healthy, they want to be
happy, they want to be purpose and mission focused.
They want to create good impact.
Yes, of course, I think all of us know that money is important, but money is not the sole factor. It's.
It's a couple different factors coming intertwining that is really the commonality which I think
(07:09):
all, all persons want in this, in this endeavor.
Tim (07:13):
So I was taking a quick note on that because you said money's not the important thing.
And I think I agree with you that value, right, bringing value to everybody is what's probably
one of the most important things out there.
And so as we have younger people coming in, how do we set the right expectations to be like,
(07:33):
well, you want to make an impact, but there's a right way to make an impact or there's a way
to make an impact that's different than what you perceive to be the way to make an impact.
So how do we develop and coach and encourage that initiative without killing the spirit?
Mai Moore (07:52):
Powerful question. And your first, you kind of had two questions in there regarding the value.
Yes, it's how do we create value, but not just for ourselves, selfishly, how do we create value
for the community or the team or whatever the mission of the company is and all that.
First of all, if we're talking about leadership, we need to be more authentic.
(08:14):
We need to be honest and say we don't have all the answers.
We need to meet and be respectful of each party.
I see A lot of times that each party is not respecting each other.
Meaning that, you know, come to the table as humans and we have to trust ourselves as leaders
that we do have answers.
Actually, Gen Z have a lot of answers too.
(08:35):
And so how can we come to the table and then have those conversations Right.
Openly, not in a political way, that I have to have a face.
And I'm scared to speak because I'm scared of this executive or, you know, too many demands
or pressures, having open conversation about whatever the problem is to create a solution together. Right.
(08:58):
And then actually implementing it.
Because I think a lot of times right now in society, we have an issue of talking a lot. Right.
There's a lot of talkers out here, and that is somebody that I am absolutely not.
And I think that Gen Z need to see that.
To your point about impact, what does impact really mean and what does it look like we have to demonstrate by example?
(09:22):
And so to answer your question about, you know, what is the impact?
Have that conversation right together to. To exactly answer that.
What is the impact that we want?
Is it the $20 million goal that we want to receive to reach as a company, or is it that we want
to focus on the mission of the company and what we're trying to accomplish?
(09:45):
And then there's different aspects of that and different areas that tie into that, if that makes any sense.
Tim (09:53):
No, it makes great sense.
And so when we talk about developing people, what is a key thing that you learned from a mentor
of yours as you were growing up?
Because at one point in time, we were the younger generation.
Mai Moore (10:08):
Yeah.
Tim (10:09):
And we had another generational guide. Right.
Mai Moore (10:12):
Yeah.
Tim (10:12):
So what is something that you hold on from mentors of yours that you still like to impart to people today?
Mai Moore (10:21):
You know, obviously I'll share this.
I can't say that I was a normal example, but I would say what resonates with young people is
that my mentors demonstrated by example.
So if there was a goal at hand, um, you know, they were working. We.
I saw, you know, I have had many amazing mentors, but I saw them actually implement it themselves
(10:47):
as an example versus just directing it and saying, this is the goal. Go make it happen.
So we have to, I think young people are very visual.
We have to actually show it, whether it, yes, it is describing it through a social media post
or actually, you know, creating a company.
And no, you don't need to, you know, that's not. You don't know.
Everybody doesn't need to create a company.
(11:09):
But it's actually like, yes, if we are pissed about, pissed off about X, how do we actually
create that change and implement it and show what the impact of that implementation is? Who does it impact? What happened from that?
Did we create as an example, you know, more, you know, did we help someone get a job?
(11:31):
Did we help them get an internship?
Maybe it was a social emotional scenario with their mental health and we help them with X.
Like what we have to communicate what that impact looks like and we have to demonstrate it by example.
Tim (11:46):
All great points about leading by example and demonstrating that and what that looks like.
And so as we demonstrate what right looks like or how you can do different things, what are
some of the gaps that you see today when it comes to communication?
Because we communicate very differently and communication is key.
(12:07):
So what is something that we can do or need to know about bridging the gap in communication?
Mai Moore (12:13):
Communication, number one, is a key element in society today, no matter in the workforce or in culture.
And to your point, yes, there are very different styles of communication.
And I'm not saying I am an example of this.
I've had to really learn, and I'm not an expert at this, but I would say I am definitely a communicator.
(12:35):
But I've had to learn at the different styles of how people communicate.
Sometimes it is through social media, sometimes it's through text, sometimes we, we learn, you
know, through email, sometimes it's a phone call, sometimes it's getting on a zoom.
And so honestly, I think we have to be flexible.
And to your point, you know, just earlier today, you know, I was frustrated because I was actually
(13:02):
working with a Gen Z and a lot of times I see this block like they, they can't, they don't know
how to have a conversation back.
They're used to maybe being given, you know, whatever the, the goal is or the task is and then
maybe they communicate once and that's it. No, it's okay.
We, we have to show that it's okay to ask questions or it's okay to respond back.
(13:25):
And then this is a trait actually I learned from my uncle in the military is communication is,
I say something, you repeat it back so that I know that you are understanding it. Right.
And young people don't understand that or they haven't been trained.
I shouldn't say they haven't been trained that way. Right. It's very one off.
I speak, you speak like it's, it's.
(13:46):
And so we're, we need to allow for space.
And that comes back to us as you know, the older Generations is have we been creating trusting
environments where we can collaborate, where we can have that conversation, where it's okay
to be vulnerable, where it's okay to say I screwed up.
You know, in my generation it wasn't okay to do that. Right.
(14:08):
So they've seen that, they've watched us.
But I think that that communication style of from the military is really, very, really powerful.
I say something, you say it back, repeat it so that I know that you understood what I say.
And, and I do the same for you.
Tim (14:27):
No, absolutely. And I'm glad that you, you mentioned that tactic.
With my background being in the military for over 23 years, that is something, when I talk to
people I'm like, hey, I, I say something.
I learned early on that just because I said something doesn't mean somebody else received it
or understood it the way that I meant it to be.
Mai Moore (14:45):
Yes.
Tim (14:45):
And you know, as you pointed out, I, I think when it comes to the use of technology, how has
the use of technology helped communication but also kind of hindered it and how we need to maybe
change the way we look at it or use it when it comes to communication.
Mai Moore (15:05):
Yeah, I mean that would be a good question to ask a Gen Z too.
And that's a big question.
I think we have to be flexible.
We have to be, it's a, you know, every relationship is a two way street.
Whether you're married, you have a business partner, whether it's intergenerational, Gen Z to exact, or whatever.
(15:27):
And so again, having that conversation to say what communication style works best and try to
meet in the middle I think is vital.
I don't have the answer for that because it's very complex and there's a lot of different types
of technology and communication styles.
I think something else to understand is with women and Gen Z, what I'm also learning too is
(15:49):
that we are really trying to empower each other, saying that we are enough, meaning when someone
says something, it is enough.
And so I think that's also a miscommunication because that's why someone, sometimes young people
don't respond back because they are saying okay, what she said is enough.
(16:10):
And so I don't think that she needs a response to that.
So that's again leading to a miscommunication. Right.
And I think to your point, like literally having a conversation again and saying what's the
best communication style with whoever you're talking with, just taking that 10 seconds will,
(16:31):
will relieve a lot of things as well.
Tim (16:33):
So you know, that's a great Point I never even thought about the, you know, enough type type
statement because I've always viewed conversations as back and forth.
And when, when you just brought up that fact like hey, you know, what I said was enough or what
they said was enough and I didn't think there needed to be anything else, I never really thought
of it that way and that that's going to make me rethink several other conversations I've had in the past.
(16:59):
In the past I thought were kind of short and then probably needed to be more, but maybe it was
just enough and I misunderstood that.
Like you said, going to some miscommunication.
Mai Moore (17:10):
Right. And you could literally say, you know what, just with how I operate, I just really would
appreciate a communication back confirming that you heard me or that I am expressing myself properly to you.
You know, it just takes sometimes that one extra step so that then you have communicated that
you expect a response back.
Tim (17:30):
Yeah, that's a great point too.
So what is one piece of communication or technology that you found effective in bridging the gap?
Is there one thing that you found that really helps in bridging the gap?
Mai Moore (17:45):
Connecting. So, you know, we're in this remote versus in person world.
You know, there's a lot of zoom, there's a lot of social media, but I think at the end of the
day when you can literally talk to someone, you know, if, if it's all you can do is zoom or
(18:06):
if you can meet in person or have that coffee, it makes a world of difference.
And I'll tell you why.
You know, when we, when we had Covid, we all moved to zoom and what happened is it eliminated
kind of those side conversations, the side chats, the non work kind of conversations and therefore
people, it eliminated the opportunity to see each other as human.
(18:27):
And I think, you know, we can, we can do, we're amazing humans and we can really create anything
and do any kind of work, any kind of industry, honestly.
But it really comes down to relationship building, connecting as humans one on one.
That's what I truly believe.
Tim (18:43):
With the connecting piece. How do you view mentorship and how do you help talk to the different
generations about the usefulness of generations with building that connection?
Mai Moore (18:55):
Yeah, I have done a lot of different kind of mentoring but with boss me and we implemented a
co mentoring program and we had 25 chiefs with 25 Gen Z.
I'm actually doing an event next week in New York City about mentoring and really creating impact
in one, one single event.
But I think the old way is kind of out where it's, it's, it's one way meaning I'm telling you
(19:20):
and then you know, we're, we're focused on you and then I'm helping you.
It's, it's because everyone needs help right now.
So I really look at it as co work.
I look at as bidirectional, I look at it as a two way street.
I look at it as each person should have respect for each other.
Yeah, of course, you know, exacts have a lot more experience.
(19:40):
Like I mentioned this morning, we have made a million mistakes and Gen Z, they have energy,
they have new ideas, they really want to create a better world.
But it's like we have to have that respect for each other and come together and there be bidirectional
mentoring because we are all teaching each other things all the time.
(20:02):
That's really what this world is about.
Tim (20:05):
No, absolutely. I, I, I learn new things every single day and, and I'm just amazed. I'm like man.
Because I, I, I come from a tech field too and, and that's probably the reason why I asked a
lot of tech questions and I'm like yeah, I knew that, I knew that and they would tell me something
like oh, I had no idea I could use that technology that way.
And it, it was just so insightful on how and so go ahead.
Mai Moore (20:27):
And I think, I think with our, I don't know about you but my background was, and again very
capitalistic ways is that we were as leaders you're supposed to have all the answers, right?
And it's not that kind of world anymore because no one has all the answers on their own.
And to your point Tim, we're constantly growing no matter what age you are.
I have a mentor that's 83 year old, you know, male and he says he is still learning.
(20:53):
So I appreciated that comment that he made to me.
Tim (20:56):
No, absolutely, absolutely. We are all learning.
So with that, what is the most unexpected thing that you have learned from the newer younger generations?
Mai Moore (21:08):
Oh, that's a big question.
How much they really care? They really, really care.
You know, in some ways it could be, it could be a frightful world but at the same time it's
a world full of opportunity and really exciting and people are doing really exciting things
and they really, really care about creating a better world.
(21:32):
And you see that in many different capacities.
Whether it's in the future work area, whether it is, you know, the kids at college who are talking
about the issues there in society, you see it in communities, you see it through social media.
And I think, you know, there was a, there was a famous quote. Don't. Don't quote me. Exactly.
(21:54):
But it is the young people that creates, you know, the revolution of the world.
It's not us, it's them because they see, they, they're again, they're watching.
So I, you know, and the reason why I'm shocked by that is because you would think with all the
(22:14):
things, commotion going on in the world that people are shutting down.
And yes, maybe some are shutting down, but you would think that people are.
And there are stories of, you know, and data about people becoming more isolated.
You would think that they wouldn't care, but they do. They really do.
Tim (22:32):
So can you, you share like one or two, like stories like what, what does that look like when
somebody says, Because I think that sometimes maybe somebody caring a lot can come across a
different way to some other people and they might be taken aback by it, be like, oh, well, you
don't really mean that, or you don't really, you know, feel that way, or you're just kind of angry.
(22:54):
So how, how does that caring look like?
Mai Moore (22:57):
Oh, that's a big question.
I mean, I can share many stories.
Caring might be, you know, for example, I, I just mentioned I'm partnered with a Gen Z who has
created her own Gen Z community.
And we're partnering and doing a bi directional event, bridging, you know, chief executive women with Gen Z founders.
(23:20):
And so that caring means like we, you know, we're stepping up to the plate, we're showing action, we're, we're showing up.
We're creating something, a platform of space so that people can come together and then create their own impact. Right.
Because that trickles to other people.
So that's an example, you know, with EyeJ, caring is, you know, caring. I'll give another example.
(23:44):
I was just on a, on a mentor call with, you know, I'm still in touch with a lot of the young
people from EyeJ and I was on a mentor call with one of the ladies, Shia, and you know, I'm
helping her develop her purpose a little bit more, making it more clear.
And it's amazing because she wants to help people in her community because her family, like
(24:06):
her brother has autism and her parents have autism.
And she wants to create a platform where persons of color who have autism can get help, the
proper help that they, they see.
And you can hear the passion in them even for a young age, and also the pain too.
And, and I, that's caring.
That is caring and thinking about already the younger people in her community, 5, 6, 7 years
(24:31):
old that are going through this at an 18 year old age, that is caring and implementing, wanting
to implement, seeing, wanting to see action and change from this, that is caring.
Tim (24:43):
Those are amazing stories too by the way of this younger generation.
Really caring and being passionate too. Right.
You know, some things as we get older, we may lose some passion and we gain some passion in some other ways.
And, and having that passion around is good.
So we, a lot of what we talked about has to do with a lot of self awareness.
(25:06):
And so how do you relate to that in the work that you do when it comes to developing self awareness?
Because you have the awakening awareness as well. So what is that?
Mai Moore (25:17):
You know, I just recently moved to New York City and you know, when there's change happening
in your life, you do a lot of reflecting.
I'm like, what the heck am I been doing the last 13 years with all these different community
underserved youth or privileged youth or Gen Z or executives?
Like, what have all these diverse people, what have I been doing?
(25:39):
And what I realized was I was actually building awareness, right?
And so, and I'm just, I'm, I'm very in tune with society and paying attention to solutions that
we can create to help society right now.
And to your point, there's this demand for the need for leadership that matches this new world.
(26:00):
And if we cannot as leaders see clearly, we cannot make good impact, we cannot make good businesses,
we cannot make good business decisions.
And so we need to be able to see clearly.
And that's what my, this new initiative is about.
I've been doing, I just spoke at Harvard last week about this.
(26:20):
We must, as leaders build our awareness.
And to your point about self awareness, that is part of the work is facing ourselves, right?
The good and the bad. We're human, right?
And focusing on the, the, our superpowers and what we're good at and what, what entrusting ourselves
of what we really want to do for this world, what is our purpose, how do we want to help?
(26:45):
That's really what it comes down to.
How do we want to help each other, our communities and so on.
And so this is a new kind of rebirth.
I believe in society happening right now.
But self awareness is absolutely fundamental and I think a lot of people actually have a hard time with it.
And I, I'm curious, you know, how we can make it sexier and not so negative.
(27:08):
Because it's, it's not all negative.
Yes, you do sometimes go through some pain points.
It's not, you know, it's not always easy, but we have to allow ourselves to grow, and it's okay to change.
That's not a negative thing.
That's a normal part of life.
And self awareness is definitely part of a normal part of life as well.
Tim (27:29):
Absolutely. And you just reminded me of Sun Tzu's quote where he said, you may know your enemy and you'll lose.
You'll lose 100% of the battles if you don't know yourself. Right.
And the same could be applied to business. It's applied to leadership.
And you just hit that right on the head. So.
Mai Moore (27:49):
And I. And I'll tell you, I'm grateful to Eyej for actually really learning that.
Because in the hard moments, I mean, I was.
There was one point, I was homeless at a time, I was a single mom pushing EYJ forward.
I mean, I had this great career before.
And, you know, many times I've been like, f this, I want to quit.
And, you know, everything is like a problem. Everything is hard.
(28:10):
But the truth is, in those moments when you can face yourselves, you hold the answers.
And that's part of self awareness that we are not taught.
And it's vital for leadership.
It doesn't matter what industry, what role, job you have, we hold the answers within us.
(28:30):
And that's part of self awareness.
Tim (28:32):
No, absolutely. So, Mike, I just wanted to.
I always give everybody the last word, and I always try to make sure that all the guests that
come on the show, one, if there's a question that I didn't ask that I should have asked, what would that question be?
And then two, is there anything that we didn't talk about?
You were like, you know what?
I really have to talk about this.
(28:54):
I'm really passionate about it.
I got to get off my chest.
And so I just kind of want to offer up the last little bit to you into what you have to say for the final word.
Mai Moore (29:05):
Yeah. I think my question I would have asked is, who are you as a human and what am I super excited about?
I'm excited for my journey.
I mean, I'm growing and evolving just like everyone else.
And I'm thinking about, you know, how can I help people on a bigger level because I have all this experience.
(29:27):
And yeah, sure, I have some answers here and there, but I'm still learning and growing and listening
and talking with people and connecting. And so I'm excited.
I'm honestly excited for culture and society.
As crazy as that sounds, a lot of people are, you know, and of course, there's moments.
I'm effing upset with what's happening or, you know, I'm in pain or whatever, but I'm actually
(29:48):
keeping my eyes open and trusting the universe right now and there's a lot of amazing, amazing things happening right now.
Tim (29:55):
So awesome. So Mike, it was really great to have you on the show and for everyone listening
to this and watching this in the descriptions, you'll be able to find all of her social media
links and ways to reach out to her and get a hold of her and her organizations that she belonged to.
So my thank you so much and I appreciate you being on the show.
Mai Moore (30:15):
Thank you.
Tim (30:16):
I'm grateful as always.
Tim Staton (30:18):
Thank you for stopping by and checking out this episode and listening to it.
I really hope that you enjoyed it.
Before we go, I'd like to ask a favor of if I could if you could please share this episode with
one or two people who you think might like this topic.
If you haven't followed or subscribed on the platform that you're listening to and hit all the
bells and icons and all the whistles so that you know that when we post another episode you'll
(30:40):
be alerted, please go ahead and do.
Tim (30:41):
All that before you go.
Tim Staton (30:42):
If you got some value out of this episode, please leave a review or a comment so we can help
spread the show to other people who might be interested in the topics that we've talked about
here today, but may not have found our show yet.
Again, thanks for stopping by.
Tim (30:54):
I'm Tim Staton Staten the Obvious Sam.
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