Anne Morris

We recommend it to everyone.

Yeah.

Okay, Frances, let's say I'm leading a team and I observe someone on my team who is kind of subject to these kinds of thoughts and storylines.

Is there anything I can do as a leader or manager to be helpful to that person?

That's not a good class, actually.

Yeah, and when you have, I think, worked with me on this without maybe even realizing it or labeling it imposter syndrome, what I have appreciated is you are always solving for

Let's look clearly at the situation.

Let's reach an accurate conclusion.

So when you find me in my feelings and kind of open to this conversation, you're not coming to take care of me necessarily or protect me from those feelings or tell me that I shouldn't be feeling things or that everything's great.

Just giving you a snapshot of reality.

So let's talk about reality.

And I know you're feeling bad, and there may be a reason to feel bad, but let's look at the column of where we made progress, where we stumbled, what we could learn.

And when I see leaders really creating environments where people like me kind of get over these self-distracting thoughts and contribute more fully, they are creating a

uh a true learning environment that includes a real a healthy relationship with setbacks which is not that oh you're never going to make a mistake but what when you make a mistake what did we learn can we make that learning infectious our job here is to be better tomorrow than we are today you know it is building that kind of culture where i think we really set people up for success on this one

No, I don't totally know what gets that bitch out of her seat.

No, and maybe, yeah, maybe...

I'm going to say that again for my mother so you don't have to use bad language.

I don't know what gets that inner critic out of her seat.

I don't know.

I don't either.