The Bishop Concept

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or comments should be directed to those
show hosts. Thank you for choosing W

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four w N Radio. I got
the time and then did you know women

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represent just three percent of Fortune five
hundred CEO in less than fifteen percent of

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corporate executives at top companies worldwide?
Have you wondered what the secrets are to

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getting into the top ranks, whether
in the private or public sector. Do

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you want to figure out how to
stop being held back in your career?

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Are passed over for promotion, then
you're in the right place. Hi,

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I'm doctor Mathelonian lewis President and CEO
of the Executive Women's Success Institute. I

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have decades of experience in the military, the federal government, and corporate America,

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and my mission is to help women
succeed and tap into their full potential.

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I want to reach a million plus
women around the world to become the

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leaders they are meant to be.
So if you want to move into a

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management or executive level position, or
maybe you're a female veteran transitioning out of

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the military into business entrepreneurship, then
reach out to the Executive Women's Institute at

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three zero one six nine three three
two eight four. Let us get you

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on the fast track to success.
Well, Hello, and welcome to the

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Success for Women Show, where you
can view us on Talk for TV and

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listen to us on the Women for
Women Network. I am doctor Madeline Lewis,

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your host, and my mission is
to help women accelerate the path to

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success. Well, today's topic is
the Bishop concept and my guest is Lisa

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Bishop. So let me just give
you a little bit of background about Lisa.

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Lisa provides soft skills training, consulting, and executive coaching for various organizations.

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Her expertise is in leadership development,
facilitation, coaching and training. She

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has extensive experience in team building and
in employee engagement. Lisa enjoys designing,

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interactive training, facilitating staff and board
retreats. For more than a decade,

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Lisa has conducted soft skills training for
public agencies and management training for nonprofits.

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She is truly committed to empowering,
engaging, and enabling employees to their full

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potential. Her goal is to effect
positive transformation within organizations. Coach teams and

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executives, including initiators, decision makers, influencers, and intervention implementers. My

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us today, Miss Lisa Bishop.
Hello, good morning or good afternoon wherever

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you are in the world. So
nice to have you here. Thank you

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for inviting me. Yeah, it's
great to have you here. I'm excited

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to for us to just chat for
the next you know, fifty minutes or

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so. But before I get started, I always give them the standard bio

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all my guests, but I always
like to say and ask my guests to

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tell us what you want to know
about Lisa Bishop. If you're looking for

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an opportunity where you can communicate a
little bit more effectively, if you've got

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team building challenges or feeling stuck,
if you're in a situation where you're a

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leader, emerging leaders, season leader
doesn't really matter, and you're looking for

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a trusted ally so that you can
get passed where you are a trusted resource.

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I'm an advocate. Now the topic
is Lisa, I mean the Bishop

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Concept. Tell us about that.
What is the Bishop concept and why did

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you Why do you call it that
Bishop Concept? Well, my last name

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is Bishop. When I was a
young girl, my father and I used

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to talk about business a lot,
and he used to tease that he would

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be the CEO of an organization and
I would be the president, and he

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would have different secretaries for every day
of the week, and that I would

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run the business because I was always
inquisitive and asking a lot of questions.

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That's kind of came when I was
like thirteen years old. That's where the

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title of it came from. Initially. Bishop Concept is a leadership development firm

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that specializes in leadership development, obviously
strategic planning, team building, conflict resolution,

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board retreats, and executive coaching.
I've been doing it for ten years,

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over thirty five hundred participants in my
workshops and training and probably now close

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to thirty different companies I've worked with. Wow, what are the three foundations

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of leadership? You do a lot
with leadership, you know, you work

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with a lot of the executives and
organizations tell us what the three foundations of

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leadership are. Self awareness. You've
got to know who you are and what

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you bring to the table, where
your strengths are, where your challenges are.

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It makes a tremendous difference. Also, people awareness, knowing who your

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people are, knowing how to build
relationships, knowing where they fit, understanding

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what their strengths are so they can
maximize those opportunities for you. And also

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the cultural dynamics that are happening within
your organization. You know, what do

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you do, how do you do
things, who gets involved, who doesn't

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get involved, How you go about
handling challenging situations, how you handle problems,

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who gets involved in the process,
how you can bring people all around

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you know, the culture of the
dynamic makes a tremendous difference, whether you

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have been in the organization for quite
some time in quite season, or you're

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brand new and entering and don't have
a clue. Because you can come into

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an organization and have all the credentials
in the world, but you don't won't

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have the cultural dynamics which can make
or break your success. Now in your

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travels and what you do the working
leadership arena. Do you find that you

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there are more women that you have
to kind of get them to understand what

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that leadership thing is that they need
to basically progress up either the career ladder

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or in business. Do you work
with more women than men or is it

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kind of equal? It's kind of
equal. But I think my sweet spot

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is with women because obviously I am
a woman, and we have different and

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unique challenges that come before us.
But getting to an arena where you have

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a trusted ally and resource. When
you're in an organization, I can't come

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up to you and say, Madeline, I don't really know how to do

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thus and such, or I'm a
little concerned about whatever. You're going to

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store that information and use it against
me if it comes down to me or

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you having an opportunity to do something. And when you have a coach or

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you have a consultant, you get
to start a think outside of the box.

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You see where you are within the
process, and you see how it

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affects the organization as a whole,
and you're able to sort of put pieces

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together that you wouldn't have otherwise thought
of because you're so caught in the weeds.

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If that makes sense, so do
you think that when it comes to

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being in leadership, see a difference
between the way women will lead an organization

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and the way men will lead an
organization. Absolutely, revolutely, without a

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doubt, I have to say selfishly, I think that women do it a

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whole lot better because we're used to
multitasking. Because if we are the bread

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winners, if we are bringing home
the bacon and stirring it up in the

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pan and making sure the children are
doing what they need to do, we

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have to learn how to compartmentalize kind
of at an early age. We also

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know how to network a little bit
better because we have different dynamics. Even

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within our own families. We have
to understand who fits in where, what

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do they do really really well.
If you can allow them to be able

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to navigate their way, if you
will through the process of what they have

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to do, it makes a difference. And more importantly, women pay attention

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to small things that oftentimes men don't
even consider. It completely goes away from

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them because they're all about the bottom
line. That's not to say that women

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are not about bottom line, because
we have to be, but we also

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know that in this climate where we
are today, you have to know about

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the bottom line, but you also
have to know about the people who are

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executing it and empower them to be
able to make that happen by providing the

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tips and the tools that they need
to execute properly, as well as giving

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them permission to do so. Right, right, right, I know that

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what you just said those are some
of the tools. Are there other tools

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required for our leaders to succeed in
today's marketplace? Especial? And I'm gonna

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say, especially women especially, we
sometimes have a We get a lot of

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pushback so to speak, when we're
in those leadership roles we do. Part

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of that has to do with assertion, being able to communicate effectively, developing

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your inner personal skills, and building
relationships. We gets so immersed in perfecting

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our craft, our technology, our
wizardry that we forget that there's other dynamics

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that move through it. And these
things are not taught in school. They're

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not taught in b school. Professionals
who are attorneys, doctors, what have

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you. They are really great at
their craft, but they're not necessarily great

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at relationships or dealing with their clients
because those soft skills never come into play.

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And as far as I'm concerned it
should go from grade school all the

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way to be school. Wow.
Absolutely, So what do you consider a

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key ingredient for successful leaders? A
key ingredient again, is communicating effectively.

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I can't stress it enough, and
people take it for granted and think that

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it's a touchy feely kind of thing. I don't even know why they call

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it soft, because it's an inherent
thing. If you grew up having basic

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manners in the Bolden rule, you
notice say good morning, hello, please,

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thank you. Those things do matter. And if you have someone who

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needs to get something to accomplished for
you, and if you want them to

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perform, you need to acknowledge who
they are, their presence value, who

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they are as a person. And
when you're in a stressful situation, you

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need to be able to communicate in
such a way where not only they hear

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you, but they receive the information
and will execute and perform and produce accordingly.

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Does that make sense, Yes,
it does. It's so like a

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lot of times people will say I
have an open door policy. But you

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know, because if I do believe
that if you come in with a complaint,

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you should probably have some type of
solution. But don't say, you

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know, I won't say I have
an open door policy, but then when

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you come knocking at my door,
I don't want to talk about it,

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and you know, talk to the
hand. How do I have five?

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You know? So I think that's
important too, And you hear that a

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lot people. I have an open
door policy, but everybody's afraid to go

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and voice any type of opinion or
suggestion or what have you to this person.

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So to me, you really don't
have an open door policy. It's

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very, very true. And it's
interesting that you say that, because you

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know, part of that key ingredient
is really understanding who am I dealing with?

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Who am I? What do I
need? Some people when they're stressed,

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and I deal a lot. My
training specifically center upon dealing with deadline

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stressful situations. We're very different when
we're on deadline than we are when everything

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is moving as it should be.
And so to your point, if I'm

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busy and something and somebody's beating on
my door, I'm probably going to ignore

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them or turn the shades down where
they can't see me at all, or

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ignore the call, ignore the email, or what have you. You have

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to know who you are that's part
of that self awareness. This is who

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I am, and here's my preference. This is my leadership style. If

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you need to get me in a
stressful situation, you need to send me

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an I am message, or you
need to send me a text message or

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something that says this is urgent.
I sent this to you at two.

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I know it's five o'clock, but
this is due tomorrow at ten and you

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had mentioned to us previously that this
was important. Sometimes they get so immersed

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in whatever their challenges are, or
their task or their to do or their

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mandate, they forget about the team
who's supporting those efforts. Know who you

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are, Know the styles of your
team and how they are motivated or incentivized,

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so that you can continue to perform
and produce effectively. Now I know

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that since the pandemic in that lasted
two and a half, maybe almost good

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and people have been working for how
effective if your train them as far as

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the leaders, because you know a
lot of people again are working from home,

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so they don't get that a lot
of times may not get that face

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to face time. They're you know, they're in the zoom meetings or what

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have you, and still maybe not
the same, you know, so how

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do you how do you help them
with that as far as making sure that

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they can stay relevant as leaders and
be able to still be able to lead

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their team and the task at hand. That's a great question. I'm glad

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that you asked. And being in
this virtual society that we are, we're

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not going back to pre zoom,
pre pandemic. It's here to stay people,

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So you've got to get on board
and you have to embrace it,

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and you have to figure out a
way that's going to work for you and

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your team. As a leader,
I highly recommend that you stay in touch

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with your team. If you're in
touch with your team, you know what's

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going on behind the scenes, what
happens. A lot of times as an

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individual contributors, they have the misguided
notion that the boss knows exactly what they're

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doing. Not necessarily because to your
point, they're very busy. They're doing

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so many different things and they're trying
to keep it all afloat and keep you

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moving and motivated so that you can
perform optimally. But you might be having

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a challenging situation that they may not
be aware of. So I encourage team

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building. I encourage once a week
touch base with their team, dependent on

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the size on their team, if
they can have a one on one.

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I think one on ones are imperative, but it's a two party system.

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The one on one is the responsibility
of the person who's coming to meet with

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you. They need to be able
to tell you, these are the five

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things that I just got finished working
on last week, these are the things

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that are upcoming, these are the
fires that need to happen where I need

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your support, and here's what's coming
down the line. And then eventually you

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set up an individual performance type thing. So if you can do that one

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on one in a fifteen minute window, you've touch based with your people.

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They're connected, they're dialed in.
It doesn't take that much time. You

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set a designated time so that it's
repetitive and people look forward to it.

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They have something that they can share
with you. You get an opportunity to

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listen, provide input or redirect if
the case may be, and you both

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have a copy of something that says
this is what's going on. So when

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performance review time comes, you both
are dialed into the progress or lack thereof,

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depending on what's happening. Because you
can refer back to this resource.

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It's impactful, it's powerful, people
are appreciative, and fifteen minutes, even

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though in this day and age it
can feel like a lot of time,

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it's necessary. So I know,
like I said, one of the things

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would be the pandemic, But what
other things may have impacted the leadership dynamics

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of today or how people are handling
the whole leadership thing. How has you

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know, what has been the impact
of leadership dynamics, The shift, so

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to speak. The shift has happened
as a result of the technology that's moving

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really really quickly, not being able
to do business as you used to.

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Is it hybrid? Is it not
hybrid? Or they're going to have people

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coming back into the office. People
have childcare situations. People have moved from

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where they were living initially because they
can move further out and get more for

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their money and they're not incurring that
commute cost that used to cost a small

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fortune. So they're dealing with dynamics
that have to do with family structure,

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how people live, how they late, and if they're requiring those people to

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come back into the office or if
it's going to remain that they get to

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be there, and there's plenty of
studies that have shown and dictated or demonstrate

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it that working from home has been
just as productive as coming into the office.

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So you have people who are doing
a quiet quitting. We've heard this

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term right. People are as little
as possible, just enough to not get

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in trouble, just enough to say
this is what I did. They're sort

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of following a script of their job
description, but not going above and beyond

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as they were previously. And it's
not just happening with the individual contributors.

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It's also happening with the bosses too, because they're burnt out because they're having

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to do more with less. They're
having to the really on resources and technology

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that keeps shifting and changing, the
dynamics of what's required keeps shifting and changing,

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so you have to be dialed into
time. Taking breaks. Breaks didn't

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used to be a part of culprit
culture right indeably in the twentieth century,

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twenty first century, not so much. You just keep going and going so

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that you can produce and produce.
The pandemic has said we need to take

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a break. No one was designed
to sit in a chair for eight hours

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and stare at a computer screen,
you have to get up and take a

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break. Getting up to take that
break gives you an opportunity to do a

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workout, gives you an opportunity to
kiss you babies, comfort with your loved

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ones, return phone calls, go
outside and water the grass, any of

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those kinds of things. And what
I've discovered myself is when I take a

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break and I come back, I'm
energized. I have a lot more energy,

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I have a lot more input rather
than just staying you know, face

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front. So for leaders, they
have to know breaks are imperative. There's

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a mental health thing that's happening with
people because they're still trying to recover from

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the aftermath. There's still a set
of people who keep thinking that things are

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going to go back to normal,
this is the new normal, embracing that

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and then trying to keep their teams
motivated and incentivized when they don't really understand

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what's happening. And if you're not
transparent and sharing or sharing your vulnerability,

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you're going to have a very challenging
time in this marketplace. So share what

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you know. Also acknowledge I don't
have all the answers. We're figuring it

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out as we go along, Come
along with me. I'm going to still

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support you, I'm going to still
guide you. But I do have I

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will share once I know more,
you will have more information. I know

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you hear a lot about two,
especially with the federal government, how they're

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trying to have individuals come back into
the office, because right now a lot

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of them are paying for space that
nobody's in. But a lot of people,

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as you said, they really don't
want to come back into the you

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know, that brick and mortar facility. They feel comfortable working from home.

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And as you said, some of
them have moved, you know, further

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out to where they feel it's more
convenient and and and cost effective for them.

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But I mean, if if something
like that. But I also noticed

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that a lot of places you go
into now they're short staff. That's right,

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That's right. It's like almost a
lot, I'm telling you, just

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about every place you go they say, you know, there's that short staff.

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It's almost like nobody, like nobody
wants to come to the facility.

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Nobody wants to work. If I
can do it from home, I'll do

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it. But if I got to
come there then not so much so that

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you have you also noticed that as
being a huge problem as for us UM

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maybe affecting the training that you do
in leadership. It is it's very interesting.

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So what I do is I get
together with leaders in their team,

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like just kind of training just recently
in the last couple of weeks, where

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one of those elements that you were
speaking about is paramount. They have to

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have the hybrid. They still get
an opportunity to be away two days out

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of the week, but they are
now required to come back in three days,

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and it's being met with resistance.
There's challenges that are there people who

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are reluctant, there are people who
are disgruntled. It is really an interesting

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phenomenon. And if there's flexibility and
you can demonstrate that you can be flexible

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within that process, I don't think
it will be as bad as if it

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was a hundred percent coming back in. Those who have to come back in

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one hundred percent may wind up leaving
in droves. I mean, we've seen

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evidence here in the Bay Area San
Francisco. Nordstrom is closing. Okay,

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that's a major department store. All
of the anchor stores that support and rely

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upon their traffic coming in are also
closing as a result of their not being

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enough foot traffic for the people coming
in. That affects the restaurants, that

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affects the dry cleaners, that affects
it's a trickle down effect, if you

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will. And so to your point, people who have to pay those bills

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or pay the pay that lease to
the buildings that they're in are looking for

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butts in the seats because it's necessary. That's part of their formula, that's

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how they made up. I would
say there's always opportunities for them to rent

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out those spaces to other people who
might need it and think outside of the

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box rather than the traditions of what
they have if they want to keep quality,

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top notch people who produce in a
major way. So there's got to

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be a paradigm shift that has to
happen. Flexibility is key, and offer

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some sort of incentive that allows them
to continue, maybe contribute to commuter bucks,

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maybe bring in something that's going to
make a difference. Because you've got

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people who have finally got an opportunity
to be able to see their little kid

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in a parade for Halloween, and
now they're not going to be able to

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So there's a stress level. Bringing
back in is going to create a new

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dynamic and a new division that's going
to be focused primarily on stress and mental

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health. That's interesting. So how
do you think a leader can gain respect

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in their field just kind of pig
back in on what we've been saying,

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making sure that they are dialed in, that they are aware of what's happening

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within their organization, being able to
communicate, and build relationships. Those are

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the three cornerstone keys to everything.
So it deals with emotional intelligence, It

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deals with communicating effectively, It deals
with building relationships, and it has to

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do with understanding where you are and
how to continue to move the pendulum to

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the right. Nobody wants to swing
backwards, but understanding that is key to

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everything. And if I know who
I am and I know how I'd like

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to assimilate and process for lack of
a better word, but I also know

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how Madeline likes to do, that, I can communicate a little bit more

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effectively. Because in a stressful situation, I'm going to go, go,

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go, go go, Madeline might
want to sit back and constantly and think

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about it. It doesn't mean she's
not going to be productive. It doesn't

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mean She's not going to produce.
She just has a different style. If

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I am aware and I'm paying attention, and I'm built a rapport and a

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relationship, and if I'm the leader, Malin knows that I want to have

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a conversation before bringing in the report. She on the other hand, wants

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the report first and the conversation later. So depending on who's in charge and

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that's required dictates understanding what is needed
in order to continue to move forward.

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When you're aware, when you give
people the benefit of the doubt, when

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they are engaged in the process,
you empower them to move forward. So

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what an important element and develop a
highly effective organization? An important element is

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I keep saying the same thing.
It really has to deal with your technology,

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your culture, and your communication.
You need to be transparent as a

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leader. Tell the people what your
vision is, break it down into bite

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sized chunks so they can go along
for the ride and they can see where

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they fit in within the process.
People want to know what you're doing,

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where you're going, and how they
fit in. If you can demonstrate that,

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the sky's the limit for what you
can do and how you can grow

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and be effective. So what do
you think is the difference between a manager

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and a leader. Sometimes I think
people get that mixed up. They really

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really do. And you can often
tell what's important to someone based on what

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they share. And again, everything
that I do in my training and coaching

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has to do with stressful, deadline
driven situations. And there are people who

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are tasked driven and there are people
who are people driven. You need both.

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But a manager tells you what to
do, and a leader shares information

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invites you in for the process.
A manager is usually do this, do

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it right now, don't ask me
any questions. A leader shares, ask

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for input and allows you to go
along for the ride. If you're in

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a situation where there's change that's happening, you would prefer to be with someone

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who kind of shares their vision and
provides direction, as opposed to a dictator

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who says, this is what we're
doing, do it or else. When

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you don't have background information, when
you don't know why something is happening the

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way that it is, there's a
hesitancy, there's a reluctance, there's a

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resident in terms of if I'm going
to move forward, and then you rely

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upon the sort of background noise and
the unofficial mayors in the group who may

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or may not really be dialed in
to the source of what's happening next.

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And that turns into the gospel,
which then turns into gospel. And that's

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how people move or don't move.
And those are the things that I bring

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to attention to teams so that they're
aware and at the end of the day,

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everybody really wants to see the best
for the organization that they work in.

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They wouldn't be there otherwise when you
invite them along for the process.

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They are engaged, they are empowered. They will move forward, they will

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move mountains in order to make things
right. When you just tell them this

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is what we're gonna do, and
you deliver it in such a way and

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walk away and they have no say
so and no input, no consideration.

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That's the difference between a manager and
a leader. Now, we didn't really

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I think we may have touched on
it focused too much on employee well being.

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Is that something that you help organizations
to focus on too. I know

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you talked about the communication part and
then like that. But one of the

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things I've been seeing a lot and
reading a lot in you know, in

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different articles and stuff like that is
about employee well being and how organizations should

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also start focusing on that, and
I guess they mean especially those that are

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working from home, right right,
because it makes a big difference. You've

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got to know what's happening with your
team, where they are, where their

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strengths lie, where there may be
lack where there's not enough information, do

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they have the tools that they need
it Sometimes it's very lonely and isolating,

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depending on your particular role, and
you know where you fit into the hierarchy

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or where you fit into the wheel, the spoke of the will of that

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team, and so making sure that
you're checking in is a real thing because

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it makes a difference. There are
some people who enjoy being engaged and want

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to have constant chatter, and there
are some people who could care less about

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it and feel wonderful that they don't
have to have that chatter because you know,

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not having those disruptions or interactions help
them to continue to move forward.

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But depending on your role and what
your function is within the organization, it

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makes a difference. But employee well
being is everything everyone has not covered from

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the aftermath of the pandemic and the
effects that it has had on them financially,

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physically, socially or mental. Right, there's a whole dynamic that's there.

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You are right about that, So
tell us. I know that you

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00:32:54.960 --> 00:33:00.599
provide a lot of training to organizations, to executives, what have you.

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00:33:00.079 --> 00:33:05.000
So what do you have coming up
on the arizon anything that we need to

382
00:33:05.079 --> 00:33:13.039
know about. I'm constantly doing trainings
that have to do with empowering women and

383
00:33:13.119 --> 00:33:16.400
making sure that they are ready giving
themselves permission to do what it is that

384
00:33:16.440 --> 00:33:21.759
they need to do to be a
better them. So look for me on

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00:33:21.799 --> 00:33:25.279
LinkedIn. You can find me on
my website, which is the Bishop concept

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00:33:25.319 --> 00:33:31.039
dot com. I offer complimentary coaching
sessions. If you mentioned that you were

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00:33:31.119 --> 00:33:37.680
on Live Success for Women between now
and the end of June, you can

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00:33:37.759 --> 00:33:43.759
have a complimentary session with me for
thirty minutes and you can reach me again

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00:33:43.799 --> 00:33:49.799
at www. The Bishop concept dot
com. I'm also speaking on the Black

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00:33:49.839 --> 00:33:54.359
Business Olympics Expo coming up at the
end of this month, and we are

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this is may Can you believe it? Yes? It all over with It's

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00:34:00.319 --> 00:34:08.960
incredible. So yeah, So,
if you had one piece of advice that

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00:34:09.039 --> 00:34:14.679
you would like to lead to our
viewers and our listeners, what would that

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00:34:14.760 --> 00:34:24.800
piece of advice be. Understand who
you are, recognize your value and go

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00:34:24.920 --> 00:34:29.679
for it. Don't let anybody tell
you that you can't be in a room,

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00:34:29.800 --> 00:34:31.760
you can't step in a room,
and you don't have any right to

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be there. Go be and do
That's what I would say, absolutely,

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And would you tell us again if
someone wanted to reach out to you,

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how can they do so. My
name is Lisa Bishop. You can find

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00:34:49.039 --> 00:34:53.239
me on LinkedIn. It's the Bishop
concept dot com www. The Bishop concept

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00:34:53.280 --> 00:35:00.320
dot com. A leadership development consultant
and executive coach. Wow, thank you

402
00:35:00.400 --> 00:35:04.239
so much. It has been a
pleasure having you today on the show.

403
00:35:04.360 --> 00:35:08.800
I am so happy that we were
able to have this conversation and I will

404
00:35:08.840 --> 00:35:14.880
actually be looking forward to seeing you
on the Black Business Olympics also because you

405
00:35:15.360 --> 00:35:21.159
always share such great information, so
wonderful to that too, So again,

406
00:35:21.280 --> 00:35:25.679
thanks so much. Yeah, pleasure. I feel really great. It's a

407
00:35:25.719 --> 00:35:32.519
wonderful way to start the day and
highly encourage all business leaders women in particular

408
00:35:34.440 --> 00:35:39.559
find out about Madeline, learn about
life success for women and it's an empowering

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00:35:39.679 --> 00:35:45.360
opportunity and there's always a wonderful time
to be in the midst of greatness,

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00:35:45.519 --> 00:35:51.079
because no matter what you know,
we're still growing and learning and involving.

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00:35:51.199 --> 00:35:55.519
And I love women who are all
about empowering, energizing and enlightening folks.

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00:35:55.519 --> 00:36:00.239
So thank you. It's been a
thank you too. Well, now I'm

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00:36:00.239 --> 00:36:07.760
gonna share some upcoming events that I
will be involved in. First of all,

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00:36:07.000 --> 00:36:12.840
make sure that you pre order.
You can now pre order your copies

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00:36:12.840 --> 00:36:19.639
of the Own It anthology It's Your
Life, Own It Unapologetically, which is

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00:36:19.719 --> 00:36:25.280
the book and the journal. The
journal three hundred and sixty five Days to

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00:36:25.360 --> 00:36:31.679
Transformation, and they're both in paperback
and you can order them separately. If

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00:36:31.719 --> 00:36:38.239
you do order separately, both books
separately or would be twenty four ninety nine

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00:36:38.360 --> 00:36:43.719
each. And to order the complete
set, which is the anthology and the

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00:36:43.840 --> 00:36:47.360
journal, is forty nine ninety nine. If you decide that you'd like to

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00:36:47.840 --> 00:36:55.639
get a copy, you can email
me at info at exw SI dot com

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00:36:57.239 --> 00:37:04.079
or go to my website www dot
e XWSI dot com so that you can

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00:37:04.119 --> 00:37:08.440
click on the links there. Also, as you heard Lisa Bishop mentioned,

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the Black Business Olympics is coming up. She will be speaking at the Black

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00:37:14.639 --> 00:37:19.599
Business Olympics, and so will I
it's taking place May twenty second through the

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00:37:19.679 --> 00:37:24.400
twenty eight and as you know,
the Black Business Olympics is a fundraiser to

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00:37:24.559 --> 00:37:31.599
provide scholarships and laptops to high school
seniors going to college and K through twelve

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00:37:31.880 --> 00:37:39.119
entrepreneurs. The Black Business Olympics showcases
black businesses, black business owners and corporations

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00:37:39.280 --> 00:37:44.119
all around the world. And so
if you would like, if you'd also

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00:37:44.199 --> 00:37:47.679
like to be a speaker to showcase
your business on the Black Business Olympics,

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00:37:47.760 --> 00:37:54.920
you can email me at again at
info at EXWSI dot com and we'll look

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00:37:54.920 --> 00:38:00.599
at getting you also on the schedule
so that you can showcase your business.

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00:38:00.599 --> 00:38:04.960
And I have to say, as
always, if you have not viewed my

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00:38:05.079 --> 00:38:08.719
tech x talk, then you must
do so. Show up to Rise Up.

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00:38:09.000 --> 00:38:14.400
You can watch it on YouTube.
Just put in my name, doctor

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00:38:14.440 --> 00:38:17.599
Madeline and Lewis in the search box, or you can send me an email

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00:38:17.719 --> 00:38:24.280
for the direct rec link info at
EXWSI dot com and I'll send you the

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00:38:24.400 --> 00:38:31.119
direct link to the YouTube so that
you can watch it on YouTube. Make

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00:38:31.159 --> 00:38:36.199
sure to check it out. I'm
still excited because it's still moving up.

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00:38:36.639 --> 00:38:40.800
It's at one hundred and sixty eight
thousand, eight hundred and fourteen views right

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00:38:40.840 --> 00:38:45.519
now. So again I want to
thank all of you who have watched it,

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00:38:45.960 --> 00:38:50.039
who have shared it, and who
have commented on it. I really

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00:38:50.079 --> 00:38:54.800
appreciate you. Keep pushing it out
there, keep moving it forward is definitely

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00:38:54.840 --> 00:39:01.639
appreciated. Also, I am also
a contributing to the own It magazine where

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00:39:01.679 --> 00:39:10.199
I share nuggets and articles every month. Own It Magazine is a resource for

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00:39:10.840 --> 00:39:16.079
personal, professional, and business development. So make sure to get your subscription

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00:39:16.519 --> 00:39:22.039
or an annual subscription to the magazine. You can go to my website which

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00:39:22.119 --> 00:39:30.119
is www dot exwsi dot com and
click on annual subscription and you'll be able

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00:39:30.159 --> 00:39:37.480
to get a copy. Get your
copies. So again I want to thank

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00:39:37.519 --> 00:39:42.440
my guests, Miss Lee Subisia for
joining us today. I would also like

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00:39:42.559 --> 00:39:46.360
to thank my viewers and my listeners
for joining me today. This has been

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00:39:46.400 --> 00:39:52.000
the success for women's show. I
am doctor Madeline and Lewis and if you'd

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00:39:52.039 --> 00:39:54.920
like to reach out to me,
you can reach me on any of the

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00:39:55.000 --> 00:40:01.880
social media sites. My email,
of course is info at EXWSI dot com.

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00:40:02.159 --> 00:40:09.320
Or go to my website www dot
exwsi dot com and while you're there,

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00:40:09.400 --> 00:40:15.280
make sure you download my three part
video series on three things every woman

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00:40:15.320 --> 00:40:22.679
should do to position herself for executive
leadership. You can also sign up for

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00:40:22.880 --> 00:40:28.280
my online course which is Cracked the
Career Code how to Lead with Confidences,

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00:40:28.400 --> 00:40:32.360
charisma and Credibility. To sign up
for the online course, you can go

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00:40:32.440 --> 00:40:40.440
to www dot eu Crack the Career
Code dot com and don't forget. Make

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00:40:40.480 --> 00:40:46.440
sure that you subscribe to our channel. Also like and share this episode with

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00:40:46.599 --> 00:40:52.119
others, as we had some great
information that was provided by our guests,

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00:40:52.159 --> 00:40:55.920
Mis Lisa Bishop. Today again,
this is a successful women's show. We're

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00:40:55.960 --> 00:41:02.119
here every Thursday at two pm Eastern
Standard time. I am your host,

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00:41:02.480 --> 00:41:08.599
Doctor Madeline Anne lewis helping women to
accelerate the path to success. Thank you

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00:41:08.639 --> 00:41:14.960
again for joining me. I love
you all to life and as always,

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00:41:15.559 --> 00:41:17.239
be well and stay safe out there.