human centered policies encourage the team to strive towards a common goal, not just the vision on your website, but the profound experience of being on a successful team. It inspires pride. I don't know about you all, but when I look up and I notice I'm on a successful team, and not just at the teaching Well, I mean growing up as an athlete. I mean being on a dope teaching team. Shout out to my first grade colleagues. It's actually really magical to look around the room and understand that you all are linked up in solidarity, making forward progress together. I feel encouraged, and we all need encouragement in this moment. So that's on the soft side of it, but if you want to look on the hard side of it, human centered policies help you risk mitigate this upfront investment in psychological safety in people first practices save a tremendous amount of time for our HR ops, legal and supervisory teams. There are fewer mediations complaints, and leaves more time and our gifts. Imagine that you take care of them and they take care of the community you work to serve. So as you join us for this journey centering a human, centered approach to professional work, these messages, these episodes. Shows these blogs, they're for all of you, all of us, me included, because it takes a team to build an adult culture you don't need to heal from that's never going to be successfully achieved just because you have a leader with that vision, everyone has to lean towards each other. You have to choose one another. It's easier to disengage, in my opinion, or disparage your org culture. It's easier to release expectations and vent about your dissatisfaction. What's harder but more rewarding is being part of the initial wave of a morale overhaul or a turnaround to effort. I used to have a couple colleagues that would joke that I was the Olivia Pope of the district that I led, that I was a fixer. But now, when I looked back on it, it wasn't ever about fixing. It was actually about surrounding myself with powerful change agents, helping us to align on our North Star, providing the scaffolds and resources, training and rigorous coaching that they were all entitled to, and then again, as change leaders do, getting out of the way and letting them know that just because you're not on the stage with them doesn't mean you aren't in the first row of the audience, rooting for them, cheering for them, and standing ready to jump in if it's needed. Change leaders can identify and rely on the culture keepers in their teams. Often, when I'm coaching principals or nonprofit executives district leaders, one of the primary questions I ask are, who are your culture keepers? Again? These are not just influences or thought leaders. These are the folks who, when they speak, others listen, and beyond listening, others want to join. These are the folks who are innovating and piloting progress, monitoring and seeking that continuous improvement. They're motivating their peers to level up, to stay in the straight path, to act within integrity and to grow their practice. If you can't identify your culture keepers, you're going to be going this route alone, and that's not always linked to title. Hopefully your co leaders are also culture keepers. But status isn't what drives a culture keeper. They have a internal fire in their belly. They see your leadership. It aligns with their own. They're ready to move it forward. You want to elevate, you want to eliminate barriers, you want to validate, uplift and affirm their efforts. Because ultimately, when you're not in the room, those are the folks that are going to remind people, Hey, we got this dope conditions. Here we are working inside of an organization that truly values us. Let's do this. They're literally the gold in your organization. You need to retain them. You likely need to promote them, but you absolutely need to celebrate them. Want to drop in on a couple of affirmations. We're going to keep this episode Short, sweet to the point, because we've got a lot of good trouble to get into in the coming sessions. But I want to just continue with this effort to speak some power and some peace and some presence into your spirit, because the world needs change agents and change leaders. Now more than ever, even if you have that inner story that you didn't get yourself into this mess, the only way through it is together. So say these with me, or at least maybe journal with them. I prioritize my peace and safety. I may feel unsure, but I have agency. I deserve a healthy workplace. I when I am able, I lean towards solutions. I am a part of something bigger. You. Yes, you are a magical human,