Renee Giarrusso's Blog, page 8

51. What it takes to create winning presentations with David Fish

In this episode, Renee speaks with David Fish, a globally recognised strategist, business leader and record-breaking pilot. David's book “What it Takes to Create Winning Presentations” is structured around 12 tools, organised into four toolboxes: clear, concise, compelling, and simple. These tools help understand the audience, organize content concisely, create a compelling story structure, and ensure the message is understood and conveyed effectively.

You can watch the podcast here, click the image below, or listen on your favourite platforms.

Key Take Aways:

We discuss his new book which emphasises the importance of seeking different perspectives, tailoring communication to meet client needs, and using storytelling and emotion to engage audiences. David shares insights on simplifying content, maintaining virtual audience engagement, and creating positive and engaging introductions.

The importance of presentation skillsA leader David amiresShifting mindset to focus on solving audience's needsStructuring presentations with clear, concise, compelling, and simple toolsAdapting presentations for virtual settingsKeeping the audience engaged and avoiding disconnectionTips for overcoming nervousnessUsing headlines to tell the story.

Contact David:

David Fish Website

What it Takes to Create Winning Presentations book

David Fish LinkedIn

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée

Relationships and Connections are Key to Workplace Retention

In today's fast-paced world of work, corporate leaders and business owners are constantly striving to achieve success while in the pursuit of profits and growth. Unfortunately, one important factor that often gets overlooked is the value put on relationships and connections within the workplace.

Attractive compensation packages and incentives are not enough to keep people committed and fulfilled in their roles. What I am seeing and know from experience is there needs to be a focus on creating an environment where people feel valued, engaged, and connected.

The Bureau of Statistics shows that in Australia, 13.8 million people were employed in February 2023. Over half had been employed in their current job for less than five years. About 1 in 5 (21%) had been in their job for less than one year. People are moving; they are seeking purpose, appreciation, and connection. 282,700 professionals changed jobs during the year ending February 2023, which was a 24% share of all people who changed jobs. The pain is real, and apart from the cost of rehiring, we are losing great talent and diminishing what could be a great workplace culture.

In this week’s Limitless Leaders blog, I want to explore and expand on why I believe relationships and connection are key to retaining staff who are fulfilled, productive, committed, and happy.

The business of business is relationships;
the business of life is human connection.
-Robin Sharma

Working across a myriad of organisations, I see many putting a high value of forging and sustaining strong connective relationships as part of the culture. On the flip side, there are those organisations that are so focused on the bottom line, profit, and productivity that the human element is put on the back burner.

I say, “Put people before process and progress.” We can have the best strategy, systems, and structure in place, but without the people, nothing can be achieved, and the culture would be soulless.

There are many strategies we can implement to create and foster connection and deeper relationships in the workplace. I’ve expanded on a few that I have seen in practice.

Promote Open Communication: Encourage open, honest, and transparent communication channels between management, employees, and divisions. The pay-off is that this creates a sense of trust and empowers employees to voice their concerns, ideas, challenges and even mistakes without fear of facing consequences. Be sure to diarise and implement regular one-on-one meetings and team gatherings to promote a culture of openness.

Adopt the Gift Mindset Culture: Create regular open forums such as “Win Wednesdays” and “Failure Fridays” where people can share their gifts (lessons) from the challenging and positive experiences they encounter. This is a great way for people to connect through sharing best practices and what they have learnt from challenges or mistakes that could be a survival guide for someone else. These Gift Mindset forums allow people to share the good and the bad without judgement and with support to move beyond their mistakes or challenges.

Create activities to bring people together: A great idea that maximises learning and connection is to invest in initiatives that boost employee engagement. This could include things such as training and development programs, team-building activities, and wellness initiatives. When people learn and grow together, relationships grow deeper, especially if participants are grouped together for accountability check ins and regular catch ups. When people are engaged, they are more likely to stay committed to their roles, knowing their growth and well-being are valued.

Conduct Stay Interviews: This concept was something I bought into organisations many years ago. By simply conducting periodic stay interviews, you get to understand what motivates employees to stay and what aspects might lead them to consider leaving. This proactive approach allows leaders to address potential issues and implement necessary changes to improve retention. If you’d like to know more, please go to an article I wrote on this here.

Promote a Collaborative Environment: Collaboration is key; when people feel like they belong, they feel connected and part of something bigger. Getting teams to brainstorm or co-create together results in collaboration, connection, and buy-in. When employees feel connected to their colleagues, they are more likely to form long-lasting bonds and are less likely to leave for another job opportunity. Encourage cross-functional projects and open spaces for brainstorming and knowledge sharing.

Practice gratitude: Lack of recognition and praise is a key reason many people leave organisations. Take the time to acknowledge and appreciate employee contributions regularly. A simple “thank you” or recognition program can go a long way in making employees feel valued and motivated to continue performing at their best. A great question to ask at team catch up is, “Who and what are you grateful for?” Gratitude is now proven to have wellbeing effects, something much needed now.

Leverage strengths: We all have strengths and certain things we enjoy doing at work. Find out what lights people up and delegate to these strengths. Ensure individuals know each-other’s strengths, then these can be leveraged, and everyone will feel involved and be doing what they love at the same time.

Make work-life balance a priority: Burnout, exhaustion, mental issues and overwhelm are in play more than ever. Recognise the importance of work-life balance and encourage employees to take time off to recharge, set boundaries around work hours and come up with sustainable ways of working. Burnout is a leading cause of employee turnover, so promoting a healthy balance between work and personal life is essential.

Relationships and connection are priority factors in staff retention. I believe as leaders, or as a business owner, we need to nurture these bonds within organisations.

There is no magic pill for retention; sometimes, freeing up an employee’s future is the right thing to do, but in many cases, we lose great people for the wrong reasons.

We need to be proactive, and by fostering some of the above strategies, we can create a workplace where employees feel valued, engaged, and fulfilled. Investing in these key actions will not only lead to improved employee retention but also contribute to a more successful and sustainable business in the long run.

Please remember, your employees are your most valuable asset – nurture those relationships, and your business will thrive.

50. Communication and courage to lead through the storm with Leah Mether

In this episode, we discuss the importance of soft skills in leadership and navigating change effectively with Leah Mether, a Communications Specialist and author. We explore the role of emotional intelligence and the challenges faced by leaders who excel technically but struggle with people management. We emphasise the power of curiosity, reflection, and gratitude during times of change. Tune in for practical tips and a team game that promotes diversity of thought and communication.

You can watch the podcast here, click the image below, or listen on your favourite platforms.

Key Take Aways:

This episode delves into the mindset of leadership and the importance of caring for and empowering individuals. The conversation emphasises the power of curiosity in resolving disagreements and the value of questioning established practices and traditions. We discuss the fear of change and the need to focus on what comes next and ask questions to navigate change effectively.

The importance of leadership in guiding people through changeEmbracing curiosity and collaboration in navigating changeWhat do we want to be known for as a team?The power of choosing our responseLife-altering changesFinding gratitude in times of change

Contact Leah:

Leah Mether Website

Leah Mether LinkedIn

Leah Mether Instagram

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée

How do you respond when asked the ‘RUOK’ Question?

September 14 is RUOK Day!

For me, I believe we should be checking in with others and ourselves every day.

The Australian Bureau of Statistics shows that over two in five Australians aged 16-85 years (43.7% or 8.6 million people) had experienced a mental disorder at some time in their life, and anxiety was the most common group of 12-month mental disorders (16.8% or 3.3 million people).

Burnout, overwhelm, anxiety, and poor mental health can affect our wellbeing and life in every area. These are all things that can sometimes not be visibly seen, and therefore, we need to reach out to others and be open when others reach out to us.

Being a natural “giver’ in my work and home life, it’s sometimes hard to ask for help, let alone be open and sharing with where I’m at. Recently, I had to learn the hard way. I was feeling extremely overwhelmed and hit with a health issue, and it was only when a close friend kept on my back on how I was really feeling that I broke down in uncontrollable tears and shared what was going on. For two days, I felt shocking, and then I pulled myself together and felt more grounded and calm than I had in a long time.

Sharing how we are feeling doesn't always cure what’s going on, but connection is a human need and having support and care from others counts for a lot.

What I find when checking in with many people, both in and out of the workplace, is that sometimes the response to the question “Are you OK?” can be a bit vanilla with responses like “I’m OK, I guess”, “Yeah, I’m hanging in there”, or the most common one “, I’m not bad, thanks”.

It’s too easy to accept those responses, and if you are on the receiving end, it’s just as easy to have an automated answer, but is that really working for you?

There is a lot of focus on asking, “Are you OK?” but not much focus on how we could or should respond to make the most of this kind of check in from others.

When someone asks if you are okay or how you are really doing, you have a few options for how to respond, depending on your comfort level and the relationship with the person asking. If you are suffering in any way and someone asks if you are okay, it can be challenging to know how to respond.

Here are a few ideas:

Say thank you: Always say thank you for asking: It doesn’t matter how you choose to respond; I believe it’s essential to acknowledge their concern. You can say something like, “Thanks for caring about me. It means a lot.”

Ask for support: If you feel open and comfortable seeking help from the person asking, you can let them know what you need. An example could be, “Thanks, I really appreciate your concern. Right now, I could use someone to talk to and a bit of support.”

Be open and honest: If you feel comfortable sharing, you can be open and tell them how you're feeling. You might say something like, “I appreciate you asking; thank you. I've been feeling a bit down lately, but I'm trying to work through it.”

Express gratitude: People reach out because they care and usually have good intentions. If you don't want to share your current mental state or whatever it is that is going on, you can still express gratitude for their concern. For example, you could say, “I appreciate your concern. It means a lot to me that you asked.”

Engage a professional: When you feel comfortable doing so, you can always mention that you're seeking support from a mental health professional. You could say, “I'm working with a therapist to help me through this difficult time.”

Deflect with empathy: Sometimes, you may not be open or ready to talk about your mental well-being. This is where you have every right to deflect the question. Make sure your delivery is polite and authentic. You might say something like, “I'm okay, thank you. How about you? How's everything going on your end?”

Find someone you trust and seek their support: If you feel like you need someone to talk to, consider reaching out to a friend, family member, or a professional you trust. You can tell the person who asked that you appreciate their concern and have someone you're comfortable talking to.

Make your boundaries clear: Boundaries are simply rules around what and what isn’t okay. If the person asking is not someone you want to discuss your well-being with, you need to set boundaries. You could say, “I prefer not to discuss my state right now, but I really do appreciate your checking in.”

I will say I am not an expert at this, but over the years, I’ve come to realise I always support others more than I do myself. This is not sustainable. We all need support in different ways and from different people. When people check in, it’s almost an insult to brush them off when all they are doing or offering is support.

We need to remember that it's essential to prioritise our well-being and comfort when responding to such questions. Whenever you feel overwhelmed or need support, don't hesitate to reach out to someone you trust or a professional. Our overall health is essential; seeking help when needed is a sign of strength, not weakness.

Taking care of your mental health is a non-negotiable, and seeking help is a sign of strength and self-care.

Reach out to me if you need a chat or any support.

Lead and live limitlessly.

49. Lead with Wellbeing

Joining us today is leadership expert, keynote speaker and founder of Blueberry Institute, Fleur Heazlewood. Fleur is the author of the best health and wellbeing book in Israel in 2022, entitled Resilience Recipe. Her follow-up book, “Leading Wellbeing,” is a great resource for mental health conversations at work.

With over 20 years of corporate leadership experience, Fleur has changed more than 3,000 people through programs on positive performance, future-fit resilience, and mental health mastery. She helps address the challenges of change, uncertainty, team stress, and top talent burnout.

You can watch the podcast here, click the image below, or listen on your favourite platforms.

Key Take Aways:

Many have experienced burnout and exhaustion because we were used to the culture of prioritizing results, sales, and targets. People come in last. The thing is, organizations can only be sustainable when leaders treat themselves and other people well. Now, we know that burnout is not an acceptable prize for success. If we want high-performing teams, the health and wellbeing of their people must come first.

A lot of leaders are focusing on the bottom line to the detriment of the people. During stressful situations, leaders double down on what they know, i.e. getting results, sales, quotas done. They do not double down on things that they were not trained to do, i.e. prioritize their people.Leaders are in danger of burning out, too. To propel their team forward, they must take care of themselves first.By setting boundaries, leaders can identify what they need to be doing and what their teams need to be doing. Burnout is not about balance, it is about boundaries.Hybrid work environments have advantages and disadvantages on wellbeing. As humans, we are wired to connect with other people. It is not healthy to function at work solely on a transactional basis.We have become “human doings”, not human beings. High performers are seen as human capital, which makes them more vulnerable to burnout.One thing that all of us can do is to start our day right. What we do in the first hour of our day sets the tone for the entire day. Monday mornings will also set the tone for the whole week. We all have an hour of our day if only we put down our phones upon waking up.

Contact Fleur:

Blueberry Institute Website

Fleur Heazlewood LinkedIn

Fleur Heazlewood Instagram

 

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée

48. How to create impossible change in the new world of work

Vanessa Vershaw, author of “Unreasonable Ambition”, is an award-winning organisational psychologist and is recognised as an elite peak-performance coaching psychologist, entrepreneur, and transformation strategist.

Her dedication and experience, spanning over two decades of work, have paved the way for business leaders to shift their mindset to go beyond resilience, adaptability and big-hearted ambition.

 

Key Take Aways:

There is no one way to be a good leader. There is only YOUR way. As the world changes, it is crucial to discover one's gifts and potential and harness them in their own unique way. The challenges of this world are so big that they demand big ambitions from our leaders. There is no better time than now to adopt a people-centric organisational culture.

The world has changed, and so have we as we are now living in the “next normal”. After going through the pandemic, people's priorities have changed. Employees want a human-centric culture, where they (not their tasks) are the priority of the company.Change starts with the leader. It's “people before process before progress”. This is not the time to fear the storm. Instead, they as the leaders must be the storm to shake things up and deliver the outcome most beneficial for all.The leader's role is to grow future leaders. It is not a natural position, there has to be intentionality in prioritizing people and organizational dynamics instead of strategies.We are the leader of oneself who are capable of leaving a legacy to each person we interact with. To lead your life, you need to be leading yourself first.Knowing is one thing. Doing is where the magic is. Your personal values and the values of the company should be aligned. Every decision you make is anchored on the values that you hold onto.

 

Contact Vanessa:

Vanessa Vershaw websiteVanessa Vershaw LinkedIn

 

Unreasonable Ambition on Amazon

 

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée

Share Failures to Create a Connected Workplace Culture

I’d love to ask you a question.

“Do you and those within your organisation feel confident in being open to sharing mistakes and challenges at work?”

Over the last few years, I have asked this question to leaders, executives, business owners and my peers, and eight times out of ten people responded with no.

How your organisation views failure as a whole will ingrain the behaviour of whether or not sharing lessons, mistakes, and challenges is part of the culture. This has a direct impact on productivity and connection within the organisation. People waste time and resources by reinventing the wheel, reliving the mistakes of others, and wasting time researching solutions and information to create future success.

Many organisational cultures do not encourage or condone the sharing of challenges or failures. This means that sharing might never enter your mind, especially if your current organisation is all you have ever known.

Analysts show that Fortune 500 lose a combined $31 billion annually from employees failing to share knowledge and lessons effectively.

The Gift Mindset is the portal to creating a culture of openness, sharing, connection and collaboration.

A Gift Mindset is a mindset where we are open to unwrapping the lessons (gifts) in challenging experiences and even challenging people.

Sharing these lessons can progress us and others forward in an open forum.

Why share challenges and mistakes?When people can share challenges, mistakes, and failures in a safe space, they are encouraged and supported to move beyond these.Promotes innovation and creativity as people feel open to creating and taking risks.It helps build trust and psychological safety.Encourages a learning organisation that promotes learning and sharing.It enhances problem-solving skills and helps get to the root cause.Helps avoid costly mistakes as when discussed, this can help prevent serious errors.Improves team collaboration as openly discussing mistakes encourages teamwork and cooperation.Reduces repetitive errors if these are shared out in the open.Sharing our lessons could be a survival guide for someone else.Identifying “how” we got through something helps us deepen and develop key soft skills such as resilience, optimism, curiosity and growth.Failing to share what we have learnt is selfish.Sharing drives connection, innovation, communication and collaboration.There are many strategies we can implement, including:

‘Win Wednesday'
Get individuals/teams to share a win and how they achieved it, including the challenges and mistakes.

Create a regular forum to share and learn, which can be done face-to-face or virtually. This provided motivation, sharing of learnings and connection and trust in the team.

‘Failure Fridays'
Share a mistake, challenge, or failure, what helped them through it, and the key learnings.

Discuss the learnings openly; you will see others contribute with similar experiences and lessons.

1:1 Sessions
Individual catch-ups encourage people to share challenges and opportunities and deep dive into what went wrong and how that lesson can feed into future development plans.

It's important to note that while sharing mistakes is beneficial, it should be accompanied by a supportive environment. Employees need to feel supported and encouraged to learn from their mistakes rather than being shamed for them. This will foster a positive and constructive learning culture within the workplace, which we call a Gift Mindset Culture.

As always, I’d love to hear your thoughts and feedback.

Lead to be limitless.

47. The Art and Science of Maximising the Potential of Teams That Swear

Adrian Baillargeon, the author of “Teams that Swear,” is a leadership team performance expert with expertise in team dynamics and workplace culture. His work explores the impact of language on team cohesion and performance, offering valuable insights into how swearing and communication patterns influence teams.

Baillargeon is a respected thought leader through his research, publications, and consulting, inspiring organizations to optimize their teams' effectiveness and foster a more productive and harmonious workplace.

Key Take Aways:

Leading teams effectively requires understanding what drives each team member and aligning their goals with the team's vision. A successful leader fosters strong relationships and provides clarity, creating cohesion among team members and ultimately leading to a shining team.

Before a leader and a team can be at their best, each person in that team needs to know what they need to be at their best and make sure that that's part of their regular routine.A great model for high performance in teams contains two important things – the need for relationships and clarity. In a team where you have a great level of maturity and alignment in terms of the relationships amongst the group, there's lots of clarity, creating cohesion amongst teams.Embracing diversity of thought and conflict positively contributes to the team's growth, allowing them to overcome challenges effectively and harness their collective power.

Contact Adrian:

Adrian Baillargeon WebsiteAdrian Baillargeon InstagramAdrian Baillargeon LinkedIn

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée

47. The Art and Science of Maximising Team Potential

Adrian Baillargeon, the author of “Teams that Swear,” is an organizational psychologist and leadership consultant with expertise in team dynamics and workplace culture. His work explores the impact of language on team cohesion and performance, offering valuable insights into how swearing and communication patterns influence teams.

Through his research, publications, and consulting, Baillargeon is a respected thought leader, inspiring organizations to optimize their teams’ effectiveness and foster a more productive and harmonious workplace.

 

Key Take Aways:

Leading teams effectively requires understanding what drives each team member and aligning their goals with the team’s vision. A successful leader fosters strong relationships and provides clarity, creating cohesion among team members, and ultimately leading to a shining team.

Before a leader and a team can be at their best, each person in that team needs to know what they need to be at their best and make sure that that’s part of their regular routine.A great model for high performance in teams contains two important things – the need for relationships and clarity. In a team where you have a really high level of maturity and alignment in terms of the relationships amongst the group, there’s lots of clarity; and clarity creates cohesion amongst teams.Embracing diversity of thought and conflict positively contributes to the team’s growth, allowing them to overcome challenges effectively and harness their collective power.

 

Contact Adrian:

Adrian Baillargeon WebsiteAdrian Baillargeon InstagramAdrian Baillargeon LinkedIn

 

 

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée

46. Leveraging ChatGPT in Your Life and Leadership

Donna McGeorge is a renowned productivity expert, best-selling author, and international speaker. Donna is known for her expertise in helping individuals and organizations improve their productivity and work-life balance.

She has extensive experience in coaching and training professionals, offering practical strategies and tools to maximize efficiency and effectiveness.

Donna believes that productivity is not just about working harder but also about working smarter. Her strategies often involve leveraging technology, streamlining processes, and cultivating effective habits to help individuals and teams accomplish more in less time.

You can watch the podcast here or click the image below, or you can listen on your favourite platforms.

Key Take Aways:

When we tap into the power of AI tools, we gain the ability to gather data from numerous sources with ease. By combining our human expertise with AI technology, we open up possibilities for increased productivity in both our personal and professional lives.

Crafting great prompts in ChatGPT sets the stage for obtaining better and good-quality responses.When humans and ChatGPT work together, it results in a 37% increase in productivity that allows you to effortlessly reclaim more than a day’s worth of work.Leaders who aren’t already exploring AI, understanding its potential, and thinking about enterprise-wide solutions for their organizations – if they are not doing that or getting someone in their team to do it – they will be left behind.Embrace AI or ChatGPT as a tool that can help you work smarter and make your life easier.

Contact Donna:

Website: www.donnamcgeorge.com

If you would like a copy of Donna's worksheet, click here or on the image below to download a copy of Donna's free worksheet – Getting it to work for you!

Enjoy This Podcast?

Leadership in changing times can be difficult, but you can adopt certain traits to get your team through it. You can also join mentorship programs to gain the skill you need.

Post a review and share it! If you learned something by tuning into this podcast, do not hesitate to write a review and share it with your friends! The world needs more people with the drive and leadership qualities to make the world a better place. We need strong leadership skills and a learner’s attitude today more than ever.

For more updates and episodes, visit and subscribe to the Limitless Leaders podcast page!

Have any questions? You can contact me through these platforms:

Company website   Instagram   Facebook   LinkedIn   

To leading the future,

Renée