Globalfy Leaders Leveraging Diversity and Bridging Cultures with Kimberley Mesa

At Globalfy, they celebrate diversity! 
The team is made up of people from different countries, speaking various languages, and sharing unique cultures. This mix has created a vibrant and welcoming atmosphere inside Globalfy.  Their strategies helped team members grow, and, in turn, fueled Globalfy's success in providing excellent services to their global customers. 

As a leader inside the healthy ageing tribe community, we know there is challenges and added stress finding ways to engage and nurture high performance.    From the wellness lens, we want to reduce stress wherever possible. 
We know that working with diverse cultures and languages can be challenging, but as Kimberley Mesa from Globalfy shares, they learned that taking the right approach can turn challenges into opportunities. Globalfy has found strength in embracing diversity 

An inspirational podcast that will leave you inspired to try some new strategies across your team, family and even yourself. 

I'm walking away from this experience diving back into my French heritage again. 

Reach out to work with Globalfy or connect with Kimberley at
https://www.linkedin.com/in/kimberlymesa/ 
www.Globalfy.com 

See you next time on the podcast as we find ways to age as healthy as possible. 

Thanks for listening. Feel free to follow the Leadership Longevity conversation on LinkedIn as well.
Just click here

Transcript

Dianne Flemington: 0:03

Hello welcome everybody from the tribe. I am here today with Kimberly messa from global Fie, an organization who helps businesses establish themselves out of the US to do business out of the US. I am drawing a thin thread here from Healthy Aging into diversity in the workplace. But there's a reason. Because so much of my audience are leaders, I think it's important that leaders can establish ways to manage multi generational and multicultural teams. And that can alleviate some stress when we got some strategies and tools. And Kimberly has done an amazing job with launching this organization as an employee part of the organization at first to now being the HR manager. So I really wanted to give you an in depth or an insights into how she's managed to do this with a multicultural and diverse team. And I will pause here and we'll get her organized on and you will see us strictly look forward to the conversation with Kimberly and thanks for being here. All right, amazing. All right tribe here she is. Kimberly Massa from global phi, you are going to be absolutely touched moving, inspired by this person, beautiful human being beautiful heart and global phi has is has been gifted with her. And I wanted to bring her here. And I want her to start off by sharing her story that she shared with me when her and I first met and it just touched moved and inspired me. So Kimberly, welcome to The Healthy Aging coach podcast and for taking the time to be here and share your message with the tribe. Please, if you could just start them with that lovely story. Amazing story of how you even became to come into global phi, if you don't mind. Yeah,

Unknown: 2:03

thank you so much for having me here, Diane. So I joined club, I joined Google phi six years ago, I was still in college, I didn't know what to do. And it was kind of like a coincidence, when I get to go away by by that time, it was another Navy wasn't even global fight. But you know, the company has evolved. I basically I met the CEO, the the owner of the of the company in a store, I was working in a store. And then you know, we're, you know, we're talking or talking about, about Brazil, because she's from Brazil. And then I was, you know, I wanted to practice my Portuguese because I did social working in Brazil. So you know, I wanted to talk to her, I bought it, and then all of a sudden, we change, we, we, I give her my number, she gave me her number. And then we're able, you know, we're you know, connected. And then one time she texts me, and then she will Hey, Kim, you were so kind, we have an open position here. Know the name of the company, the tiny was company combo. You know, these are the requirements, are you interested to, you know, maybe joining the company, or do you know, someone that may be interested in then at that time, it was my last day at my other job, because I want to know, I wanted to look for something which was more related to the field that I was starting with. She was busy International Business and Business Administration. So at that moment, I was like, Yeah, you know, I'm interested, let's, you know, let's, let's just do it. And then when I joined the company, my main functions were, I was like a customer support agent. And most of the of our clients, they were from Brazil, because at that time, it was like our main market. So there I saw a challenge, of course, because I needed to provide support in in Portuguese. I knew a little bit because I was I was there in Brazil, like for three, four months. So I knew a little bit, but I was not completely full and there was excited. So we're like, you know, I can do it, I can handle it. So that was like my main, my main responsibilities to provide support on that. But then the company was growing. And then I ended up doing a lot of things, you know, even things in logistics, I was even packing things putting the labels because we provide different different services. And then, you know, at some point, the founders of the of the company didn't win either, which are amazing. They asked me, they told me Hey, Kim, we're growing. We're thinking to go to the Spanish speaker market, you know, in what area would you like to grow? And then for me, that was like, that was amazing, because they saw talent in me something that at that moment, like, I didn't realize that I had, you know, because of my background because of my history because you know, a lot of things. So in that case, they saw me, they saw potential in me and then they led me exploring different areas. I was you know, in all departments, finance, accounting, it like all the problems that you can think of there. And then at the end, there was this department and that it didn't exist, which was human resources. And then it had the option to maybe go more towards customer service or maybe more of the operations. And then I was like, You know what, like, I would like to take the challenge and build something that we don't have right now, which is the HR department. At that time, the only thing that we had it was the payroll, that's it. So basically, when I, when I started in the human resources department, like, we basically we basically needed to, to build everything from zero, like everything, like the onboarding process, the borings, the process, the performance management, everything. So for me, that was, you know, a challenge, but like, I like the challenges. So for me, that was, you know, that was amazing. And like, all the things that I've been able to learn are amazing, like, I'm still I'm 27 years old, but all the things that I that I've been able to experience and learn, like, I look like if I was 40, you know, with all the experience and things that I've been able to learn and explore here and in global flight.

Dianne Flemington: 6:04

What amazing pathway, and I feel like, wow, no, it's a woman who's almost 55. And I think if you have my age, right, wow, the journey if you keep the attributes you just declared in through your storyline to me like an open mindset, the mindset you have is allowed you to just be open to opportunity and say Yes, right. You didn't shy back or let any, you know, doubt doubting thoughts hold you back. You just went Yes, yes. Yes. Like keep keep coming. When you were right into this. And I you embrace challenge. You look for openings. And there's also this, this being in service under, under, under all of that, for me that sounds that's at the core of who you are, like, how can I help? How can I help is kind of like the underlying message. And then with that is what am I capable of doing for you isn't like what can I do right now? It's let me see my potential? Well, let me try it. Let me go for it. Really amazing attributes for a leader. So this is exactly why I have you here on the show, I really wanted people to hear that mindset that you just saw naturally in view. Now, was it always that natural for you? Or was this something that you okay, do you mind sharing a little bit about

Unknown: 7:20

that? It was not, and I believe that do when you vote for the founders of the company, they have a lot to do in this part, because as I mentioned previously, like I didn't believe in myself, you know, there are a lot of factors that, like I didn't, I didn't believe they had the potential of doing. So I believe that this is crucial for the for leaders to see, and to identify the best in each team member, you know, and to provide learning and global opportunities. Because in that case, like I can tell you in the first year, I was not as confident as I am today. And still I have a lot of things to learn. But it was you know, it was a combination of trust, because the owners of the company delayed, they led me exploring their company, like I didn't know what I was doing. But then they let me commit mistakes, know, there were some things that they already knew that they were not going to be in a good way. But the lady, they let me commit the mistake. So I believe that, you know, having mentors in for me, they were my mentors, to be honest, they helped me the trust in Me, in that gave me this commitment first with the company and this confidence of knowing, you know what, I know what I'm doing, you know, so it was not natural, to be honest, it was something that it was progressive. So it was something that, you know, little by little was able to get more confident on on the things. And sometimes, you know, validation is important. And for me, that was what helped me to be honest.

Dianne Flemington: 8:42

Nice, great. I like those that those ingredients of helping a leader nurture that position and themselves through that. You mentioned trust. And that's always a big highlight in the organizations that I work through, because it's this, a lot of them expresses Is this the lucid thing that doesn't feel always tangible. But for you, how did you know you are trusted by the owners? What were some evidences of that for you? The

Unknown: 9:12

fact that for example, for payroll for example, there were there, were telling me, Hey, Kim, you need to we need to do this. Do you think that you can do it? Do you think that you can accomplish it? Do you think that this is something that you can maybe research about? And then you know, I was like yeah, let's do it, you know, I am a team player. So in that moment, when they were asking me, you know, when they were giving me important things for the company, which is payroll, for example, which is very important for me seeing that they were trusting in me because it was my first time doing something such as payroll such as HR, and you know, for them to give me that for me that was you know, a sign of trust and also for the internal processes. For example, we didn't have anything that performance management every morning for example. So you know, whenever I get to the to the table and say, hey, look, this is what we have. This is What I'm planning in there were validating that, for me, that was a sign of, of trust, to be to be to be transparent. It was for me that validation, it was something that I needed. And it helped me to build this, this confidence.

Dianne Flemington: 10:13

Your self awareness is amazing. And the work you've done to get yourself to this point is incredible and amazing to watch. So thank you for that insight to yourself. And I appreciate the vulnerability that can happen to share that here. But I feel like trust is really important for people to reflect on and really get how do I acquire it? And do I have it and what's necessary in order for me to get it? So I, it's an important conversation for our community here as well. All right, so one of the big impacts that has been created inside of global phi came from your own journey, can you share, I'm not gonna say too much, I'm leaving this all in your hands, can you share the beginnings of the journey or unfold this however, you may, so the tribe just to preface this a little bit, Kimberly was a lead in creating a culture that folds in diversity in a real beautiful way. And not just about in its culture, but also in its learning and growing, and I really want her to share the story with you. So I'll hand it over to you can really, how did you launch this? And what was the idea around this? How do we embrace diversity in the organization.

Unknown: 11:33

So something that I will like to mention, which I believe that it is important here to mention is that my personal experience has helped me to shape the culture, the values and the policies that we have here, inside, inside global fight. And he comes from my background, like I am an immigrant, I came to the, to the, to the US with my family, they came here to you know, to look for better opportunities. So I know the challenges of you know, of the people that you know, that work with different cultures, you know, that they don't know the language, the culture. So I believe that that helped me a lot. As I mentioned, at the beginning, I you know, I went to Brazil to do social work. And then later I lived in Portugal to do an internship. It's funny, because they both these countries, they they speak Portuguese, so I thought, okay, so it's the same, you know, I was ignorant in that sense. And then when I when it started to live there, I noticed that, you know, it's completely different the cultural part. So then there was something that clicked to me, because at that time I was already working with with Global Fire, I was working remote, they gave me the chance to work remote when remote was not, you know, a tendency we were already doing it. So at that moment, something clicked on me, because I realized the importance of culture. If for example, something that I was saying in Portugal they learned in in Brasilia was like, why are you saying, Why are you doing, and I was like, Oh my gosh, or they're being rude or what's going on, I'm doing something. So at that moment, I realized the importance of culture inside the workplace. So one of the things that we really emphasize at global phi is respect, diversity and creativity. This for us is very, very, very important. Because, you know, we've been working hard to make sure that every single team member that is joining our company, that they feel comfortable, that they feel secure, that they feel that we value them, and they feel supported by us. So it's different whenever you work, for example, in a company that you know, that everybody's from the same country or the you know, that it is in culture, but whenever you were exposed to different, you know, nationalities, countries, you know, different backgrounds, it's, it's, it's, it's a cow's basic good cows, because you're also able to learn from them. But, you know, the, the mindset has to be different, even though that sometimes it's, it's, it takes us time to say this, in my case, I saw it like right away, whenever I was, I had the opportunity to live in Portugal, it was like something clicked on me and I was like, okay, culture is important there is you know, some something that we have to do here. So, we started to you know, to build different things regarding the culture, in the culture and the engagement with the team members. So, for example, something that we do, which which he has helped a lot of our of our team members is that we develop a self development budget. So now we call self development budget, which is for team members to use in like whatever they want in in terms of education. So, if they want to do a curse, if they want to take a training, certification, or even language courses in the minority of 40 members, they do language courses. And they can do like Spanish Portuguese or English, the language that they that they prefer, or you know, the three languages that's up to them. And something interesting is that a lot of our team members you know, they speak two languages and they joined glorify knowing one, you know, in my case works on board, I was able to perfection in my Portuguese, which I was not, you know, it was not so good. And a lot of our team members, they're also able to, to learn and to speak this, through languages, we have amazing stories that maybe later I'll have more opportunities to share with you some of the examples of, you know, amazing stories inside global phi. But yeah, it's amazing to see how you know how our team has embraced that diversity at the beginning, of course, it wasn't that easy. But we, the good thing is that we acted fast at the time, so we did some changes in early stages. So you know, it was a good thing. But we are surprised of how our team has embraced, you know, the diversity in learning new languages, you know, in, I mentioned it to you, you know, previous to this call that, you know, for us is very important to see the development of 14 members. And for us seeing you know, that they're confident that they're traveling, that they're going abroad, that they're living in other countries, because they want to learn the language, for us the satisfying because we know the struggle, and we know how hard it was at the beginning to, you know, to, to group the, to put the groups apart, because, you know, at the beginning, the tendency of the team members was, you know, to group with the, with the language of preference. So, for example, the ones that were speaking Spanish were in one group than the ones. That's, that's normal, you know, that's normal. But then I believe that with the approach that we're able to manage, it helped our team members to change their mindset, you know, to say, you know, what, let's use this instead of as an obstacle as an opportunity. Because at the end, it is an opportunity, because you don't have the chance to talk to people, like every day with people from different countries, different culture, you know, this is an opportunity. So I believe that, that the way that we approach this challenge, it helps us, of course, as a company, because now we have people that speak three languages. That's amazing, you know, but I believe that also also in the endurance side, you know, for them, being able to also embrace that and change their mentality. That's just amazing, to be honest, like, seeing, seeing how we started in now how we are right now, it's, it's amazing to see,

Dianne Flemington: 17:14

yeah, well, there's definitely something to be proud of. And over here, it's like you hit the trifecta how you created the culture. So having an individual such as yourself, see the opportunity first, like, here's what worked for me, it's, and then the invite like that has to happen from from leaders, or across the organization. And the other piece that hit this puzzle for me, there trifecta is that the leaders are involved in this too, right. And so you are finding and building strategies intentionally, to invite, you know, continuously invite the employees across the program to engage in different ways, and have that show up into their personal lives as well by what you said, and their travel and what they're wanting to open up their, you know, personal experiences to. One of the things you shared with me, and I hope I'm not revealing too much was that you, they decided they, as in the participants in these language programs, that they would start having these meetings in alternate languages, shared languages, which was fascinating. So not only are the leaders inviting, but you're also supporting the activities around this. How was that? What was what? Was there any funny stories? Or how did that unfold in the early days having these new language meetings with each other? What was that? Like? Yep.

Unknown: 18:37

So look, at the, at the beginning, it was very funny. And I believe that this all started with, you know, with, with the heads with the, with the, with the founders, it was very interesting, because, for example, for me to see the CEO of the company at that time that it was it was Diego, doing a meet in Spanish. And that's not his first language. For me. I was like, if he was able to do it, I'm able to do it, you know. And then also the, the other founder, Eva, she was also doing the course in English, Portuguese, Spanish, that was like a mix up of everything. So like, you know, what, I also want to do it, and then I believe that, that, that, that action from them also motivate more managers to in consciously I think that that motivating them to also do it. So, for example, in my team in HR, one of the of the girls that are with me, she told me one time, you know, Kim, I would like to have our meetings, maybe you can be one in Spanish, then one in Portuguese, and then another and in English. And then it was funny, because of course, the first call is like, Oh my God, where are you saying or what I'm saying? So it's like, you know, of course, it's crazy at the beginning. But then as we were having more close, I noticed that, you know, like, this person was getting burned in her Spanish. She was doing, you know, an amazing job. I was able to practice my Portuguese. And then so it was it was amazing. And then later I didn't know about this, but later on one of the satisfaction surveys, someone from our team was, you know, was complimenting to, you know, to his manager. And he was saying, you know, like, I love the clothes that we have in other languages. You know, it's amazing. I'm like, okay, so it was another one. That's amazing. And then, last year, I went to Brazil to a conference and HR conference. And then I was able to meet with some of the team members in in Brazil, and then one of the managers from, from business filing department, she told me, Oh, you know, what, what we do something for them, maybe you should do is that we have, you know, this call, sometimes they do this course, in Spanish, it's crazy. It's fun, but people laugh. So, you know, it's interesting, because the action of the founders of the company without the knowing without, you know, expecting anything that led us in that, you know, motivators to do something different to also take these, you know, these, these, this challenge, you know, of learning and cultivating this in our team members. So, it's, for us, it's amazing, because we didn't expect it to be that way. Because, you know, we read the news, and we seen LinkedIn, and, you know, a lot of people are having issues with the, with the, with, with people, you know, with different cultures, and he's like, everybody's complaining about it. And then from our side is like, you know, it's like, I know the world because it's completely different, like our team members, like they're really embracing that part. And actually, they're excited, like they want to, it's not like they're not seen as Oh, you know, I have to do my mailings in English, and I don't know, English or an old Portuguese or in Spanish. But instead, they use that as an opportunity. Like, oh, you know, what, that this is amazing. I can, you know, I can learn more I can, I can talk with different people we know from different like in practice, you know, the classes that I'm taking, for example, if it's a Spanish, I can talk to another person and I can practice, you know, something that you don't get, you know, very often. So yeah, it has been incredible, the journey.

Dianne Flemington: 21:54

That's amazing. You know, you you speak right to a important point, when I'm working with leaders before I usually work with alongside with them with their teams. I'm always checking in on what's your commitment level, right? Are you already, you know, exhibiting this behavior that you're asking your team members to do, and it sounds to be right up to your founders level, everyone's engaged in this process, and you're all seeing the benefits of it. And there's some ripple effects do right. So you're seeing more bonding across probably even more that elevated positivity, which we know in science helps performance. So you've got all the all the positive mechanics going on, that helped the team perform, that's great. Now that there's always I can always hear my tribe going, yeah, that's all lovely, but how are the leaders navigating the challenges? You know, when you know, not people actually want to do it? What was the How did you break down some of the leaders and yourself break down some of the obstacles that might have come up in the way, if any? Look,

Unknown: 22:55

at the beginning, it was, it was hard, to be honest, it wasn't like a CCRC, I'd say it's free. Now, it was hard, especially with those that were with us for a longer term. You know, for the, for the for the newer team members, it was easy, because they were already joining the company with this mindset, you know, with with this environment. So of course, at the beginning, it was it was it was hard to adapt. But something interesting is that we as leaders, and that's, for example, something that I did was that I that I say to myself, you know, what, if I will commit some mistake, I will do it, like, just as the same way as the CEOs or as the CEO and the founders are doing, if they were able to do it, I can do it. So, you know, I believe that this, this way of showing to them, you know, it doesn't matter, you can commit mistakes, it's okay, we're in a safe space. I believe that that was key.

Dianne Flemington: 23:45

Yeah, I would agree with you 100%, that psychological safety has to be established in order to invite team members to start, you know, growing and building out their mindsets. And,

Unknown: 23:58

you know, what would it look like? The first is the face says, like, lead by example. And, you know, in I believe that, that was it, like whenever we as leaders, we were able to, you know, to show what we wanted to express and, you know, to also the commitment level that we one of the team members, you know, whenever I was, I was talking to someone in Portuguese, they appreciate that they were like, oh my god, Kimberly, thank you so much, because they appreciated the fact that I was you know, that it was not my first language that I was, you know, doing the effort to be able to speak with them and you know, I have this conversation. So they appreciate that a lot. So, I believe that in our case, that was that was the that was key at the moment of you know, of overcoming these obstacles.

Dianne Flemington: 24:43

It's so amazing that effort and I'm I want to pull the professional and personal thread together hear from the tribe. Most of my tribe knows that I'm a cyclist I that's what I do in order to keep fit and those are events that I participate in. And I'm also Canadian bn, who has so many times participated in French language learning. And one of my experiences early in my French language learning was I cycled across from Ontario into Quebec. And soon as you cross if no one's familiar, as soon as you cross the province, from Ontario, to Quebec, even though all of Canada has a bilingual accent to it, like a bilingual feature to it, it all happens in Quebec. And there's literally a line in the sand, you cross the border here, you speak French, and I wasn't aware of that at the time. So I can this to a bit about moving into really organization, because when you have somebody who's kind of pushing you or prompting you to step into your better or bigger self, when I crossed that border, and I had to speak to the locals in terms of they weren't going to speak to me in English, they would just look at me and be like, so it was a press. But you know, I when I left that province, that same day, I just cycled into recycling, it still look at me 30 years later, I still reflect on that as a growth moment for me that little moment in time. So I can only imagine the impact that you and your team are having by promoting this type of culture through your workplace. So kudos to all of you.

Unknown: 26:18

Thank you.

Dianne Flemington: 26:19

One of the questions I have is, is there a particular case or something that you saw? Maybe it's an individual or strategy that you tried, that stands out for you that to this day, from where you launch this program to now is there any standouts along the way? I

Unknown: 26:36

have a lot, but I will try to keep it short, okay. Okay, so I believe that my case is an example. But I've been talking a lot about myself. So we'll jump to other examples. So we have team members that they joined being interns, and then now they their full time employee with us, I mean, they're working full time with us. And whenever we hire them, English was not their first language actually is not the first language. But whenever, for example, we are seeing, are we having meetings with them, like, they're completely fluent, I mean, they are amazing. I'm specially whenever, because with them, and I'm like, Oh my gosh, because I remember whenever they joined, and of course, they were shy, they were scared, they were insecure, you know, and then now seeing them, like we you know, with this posture, you know, being secure, you know, using this language, and I'm like, Wow, that's amazing. So, the in terms of the, of the endurance, but we also have, I mean, I already mentioned that a lot of our team member, they speak three languages, we have a case of someone who had several cases where we share one of someone that he moved to Argentina, because he wanted to immerse himself into the Argentinian culture and the language into Spanish. And then he's already back in, in Brazil. But you know, he was able to do that. And he was very grateful with the company because he was able to do it, like thanks to the like, of course, to the, to the vision that the company shared with with him and with the team members. There also because we are remote, so he was able to do it. And also, for example, on the on the tech area, we have like inspiring stories in this is through a partnership that we did with a nonprofit organization called plataforma. They're amazing in the job that they do. So what they do, they help low income communities, they train and develop people in the tech area. So what they do is that they connect these people with potential hiring companies. So they do this, this connection, and then we're lucky to have four interns from plotter format. I mean, we worked with them, and then now they they're working with us, like last week, we celebrated their first year anniversary with us. It was it was amazing. And then again, I had a call with with them a few weeks ago, and then seeing them like, I mean, there was speak in English I remember whenever we had the first call, they were like, you know, like scare like, you know, you know also because of all you know, the history that they have. And then now seeing them like confident like saying, You know what I want to learn, I want to be a leader. I want to be a manager I want to lead I want to learn. So for me those you know those amazing there's another one from from this deck, from Florida Forman from from our tech department. His name is Earl he he transitioned to another company to a well known bank in Brazil. And you know what, we were super happy for him because we help him to get there because, you know, he did his internship with us. We hoping he got the skills he developed himself. And whenever he left the company, we're super excited. Of course, we're sad because he was leaving but we're excited because he was able to find what he wanted, which was you know, to work in this bank and we supported him on to the end. And this is the type of things that we want to you know, we always say to our team members, hey, We're leaving the company we want you to, you know, to leave for something that is much greater than that. It's amazing. And we will support them, of course, so and so and I can share with you a lot of stories, but I believe that those were the ones that you know, that touched me the most.

Dianne Flemington: 30:14

Yeah, you know what, I'm over here. And I literally zoom can zoom in, I have goosebumps, because what you're speaking to is an organization that is transforming people. Yeah, like literally. And it's not just about an organization focusing on itself. And internally, there's this, I haven't a vision of global fie. And it's open arms in terms of, you know, open come in, let us support help. And we're here if there's something bigger and better opportunity that you want to explore what a magnificent culture to be part of, and that you being part of creating. So just amazing, and kudos to you. For anybody who's listening to the podcast right now, that is a leader, Kimberly has generously offered up her connection on LinkedIn, which I'll provide in the transcription part of the podcast, and happily reach out to her. And when I heard her story, first I did. And this is what's all been, how generous she is and how generous the organization is to spend this time, sharing their experience, I think is amazing. So feel free to reach out to Kimberly, on LinkedIn. And for anybody who's interested in opening a business and are what it would take to get a business operating out of the US Global faiz, your group. So maybe Kimberly's a good place to start that conversation with and she can point you in the right direction from there. I want to say thank you, but I'm not letting you go yet. Because unless you have something on fire to tell me right now, I got a fire seat for you. Are you ready? I'm ready, I'm ready. So a healthy aging coach podcast is not only about, you know, developing our leadership capability so we can alleviate stress and overwhelm and anxiety but also support our teams in those mechanisms. But also, we want to aspire to a healthy age, right. And we want to be able to create a health span that more evenly overlaps our lifespan. So we're not spending the end of our years and our leadership and legacy and success kind of dragging through illness. So part of this program is about hearing our podcast interviewees and getting a mindset from you about what to what age do you want to live a healthy life to?

Unknown: 32:34

Well, if I'm lucky enough to reach to 90, I'll be more than happy. I mean, I would like to, you know, to at night to be surrounded by my loved ones, to be able to look back on my life. And you know, and be proud of the things that have accomplished, not only professionally, but also like in a personal way. So I think that if I'm able to get to that age, I'll be more than happy. Maybe I would like to help the society maybe through mentorship or volunteering or you know, or those causes that are close to my heart. I would love to do that. Yeah,

Dianne Flemington: 33:08

what a beautiful way to spend your 90 years in gifts of service. Yeah. So what's something that scares you about growing older him really,

Unknown: 33:20

you know, what, I don't think I'm scared of growing older, I believe that, you know, getting older, it's like, like a big journey. And I'm not scared of journeys,

Dianne Flemington: 33:32

clearly.

Unknown: 33:34

So I'm not scared of that, I believe that I have conscious that not everybody is able to get to a certain age, I mean, a lot of kids, um, die daily, you know, young people. So I believe that if I'm able to get to a certain age, like, you know, 7080 90, outfield, you know, grateful, you know, for, you know, for the opportunity of keep living. So, I think that more than that is scared, also that I'm more excited to get there because I know that not everybody has that opportunity. However, if there is something that I can not concern with, or maybe worries me a little bit, will be the fact of maybe forgetting my fond memories, that's something that for me will be like, you know, better don't get that, you know, to worry me too much. Like what I do is that I just focus on the present, I focus on creating new memories. And then if I forget something, you know, I will always have new ones to celebrate. And so

Dianne Flemington: 34:29

yeah, that's the main thing your your mindset. And you can there's always ways to manage that. I'm not sure if you're there's something to honor in that awareness in yourself going I'm a little bit worried about forgetting memories. So I would Sorry, sorry, tribe, I have to do a little bit of coaching or suggesting here. There's a you know, start documenting your journey. You have an amazing one, right? So at the end of what's the legacy you want to be leaving behind and how do you want on a track that through your life might be might be something that you want to climb in. Yeah,

Unknown: 35:04

that's a good advice. Thank you so much.

Dianne Flemington: 35:07

So who's the coolest oldest person? You know, dead or alive? Yeah,

Unknown: 35:12

so I have a lot of people on mine, but the one that is coming to my mind right now, it will be John Paul the Second, I don't know if you're familiar with, with him, despite of the, you know, the religion and everything. I believe I never had the chance to meet him. No, of course. But I believe that even after his passing, like, there's still stories and anecdotes of people, you know, talking about him, and what I, you know, I've been, I've been reading and I've been, you know, seeing about about his life. And I can see how easy it was for him to connect with people, you know, from different backgrounds. And me working in Global Fire, you know, with such a diverse team. Like, I admire that a lot like key being able to connect with, with people like in an honest way. Also, his his compassion with with those in need, but also the commitment that he had with, you know, with the global issues that were happening at the time. So for me that, you know, that makes him so cool.

Dianne Flemington: 36:10

I love that. I love that and the clarity that you have about what makes them you know, even more an inspiration for you not just cool, right? Exactly. Yeah, that's great. And it's almost even a bit of a mentor. And I talk about how mentor, having a mentor in our lives is super important, whether they're, you know, close to our role, or mentors for how we want to live our life or mentors, or spiritual inspiration, whatever that is. So thanks for reminding our tribe about, you know, the importance of having that mentor ahead of us. Anything that you want our tribe to know about, you know, diversity, or inclusion and cultural, anything that you want them to know about you before we say goodbye.

Unknown: 36:55

So I will say, for those leaders, that are, you know, may be having issues right now, you know, with, with having the people from different backgrounds, even different nationalities culture, I believe that it is the time for leaders to adapt, because right now, everything is global, everything is international, the tendency of hiring overseas is right now it's intendancy. And I believe that you will keep this way. So I believe that we as leaders, we need to lead by example, as I mentioned, but also like have compassion, I believe that this is something that sometimes we forget about, you know, sometimes for manager like we sometimes we need to show results. But I believe that we cannot forget the aspect of that we are humans that, you know, this is why you know, we are hiring humans and non machines. So I believe that this is important. Been a patience about the process, we cannot expect to you know, to have everything ready in one day, one week, I mean, there are things that will maybe take a year, and we need to be mindful about that. So my advice will be done to know to not forget the human aspect of it, and to also have empathy with with your team. I believe that if you have empathy with your team, that will be reflected on the way that they see you and also on the resource that they're going to give to to the company to the company and the commitment, the level of commitment. Because if you're going to add like, oh, I don't care about you, I mean, this is something even though if you don't say it directly, it's something that it will be reflected. And trust me that the level of commitment of, of you know, for your team will not be the same as if you show a different posture for your team. So I believe that that will be my my advice. Love

Dianne Flemington: 38:37

it. And I'm so aligned with all of it. Great, great advice. So you leaders that are listening, like literally, just check in with yourself right now, how are we going in these areas? Are you committed to your team? Are you committed to being a leader? And and are you clear on that leader that you want to be? And what are you doing in order to be that leader? Are you skilling up? Are you learning? Are you getting coached, or you have a mentor, there's lots of juice in this interview with Kimberly here. So I recommend listen again and just take notes from a leader point of view and decide on what your next step is to master your leadership capability. And really, oh my gosh, you feel my heart. You're amazing leader in the world. I so look forward to staying connected with you. And if there's anything I can ever do to support you and your mission, you're up to some serious influence in the world. And I'm blessed to have be part of it with you. And to the tribe. Thank you very much for being part of the podcast today and having a listening, you know where to reach out to Kimberly again, I'll put it into the transcription where you can find her. And if you need me in any way, you know, you can email me at Dianne at motion forward.com.co and I will see everybody later and Kimberly take care of yourself and

Unknown: 39:59

we'll chat Thank you so much thank you so much