David Grimm's Blog, page 2
July 3, 2025
CULTURE SERIES: HOW OUR CULTURE PLAN SHAPES THE DAILY EXPERIENCE OF OUR TEAM MEMBERS
Culture will happen—whether by design or by default. The question isn’t if your team will experience a culture… it’s what kind of culture will they experience? And that’s where intentional leadership steps in. Wherever the temperature of your team sits on the culture barometer, you have the power to influence it—one degree at a time.
Culture by Design, Not by AccidentCulture drift can sneak up on you—but so can culture wins if you’re deliberate. I’ve learned that a daily culture plan isn’t just nice to have—it’s essential. Your team members feel your leadership more in the everyday moments than in the big rallies or annual reviews. So why not make every day meaningful?
Where do we start?
We start with who we have—our people.
The question is: Are they being celebrated in daily and rhythmic ways?
Do we recognize their peak moments—inside and outside of work—in ways that show them they matter?
The Power of Peak MomentsOne of the most transformative books on this idea is “The Power of Moments ” by Chip and Dan Heath. The research is clear: the most memorable, culture-shaping moments in a person’s life usually fall into four categories:
Elevation: Moments that rise above the everyday.Insight: Moments that rewire how we see ourselves or the world.Pride: Moments that capture achievement and recognition.Connection: Moments that deepen relationships.So, what does this mean for us as leaders? It means that if we want to shape culture intentionally, we need to design these kinds of moments into our daily and weekly rhythms.
People stay where they feel seen. They thrive where they feel valued. They lead others when they’ve been led with intention.
Where to Begin (If It Feels Overwhelming)Leaders, when it comes to building your culture plan, start small and start personal. Begin with birthdays, work anniversaries, and cultural celebrations. These are the building blocks of an unforgettable culture.
Here’s a simple framework to begin building your culture plan:
Get it on a calendar. Don’t rely on memory—systematize it.Make it a moment. Present a handwritten note, a small gift, or a heartfelt shout-out in front of the team.Be specific. Don’t just say “Happy Birthday.” Tell them what you admire about them. Speak to their unique contribution.A rhythm of celebration leads to a rhythm of connection—and that’s how culture sticks.
Challenge & Call to ActionIs your culture happening to you… or because of you?
Pick one rhythm to start this week:
Add birthdays and anniversaries to your culture calendar.Plan how you’ll celebrate each one in a memorable way.Invite your leaders to join you in making a big deal out of the little things.These intentional acts become the building blocks of an unforgettable culture.
Next Up: CELEBRATING PEAK MOMENTS — MAKING THE EVERYDAY EXTRAORDINARY
“Therefore encourage one another and build each other up, just as in fact you are doing.”
—1 Thessalonians 5:11 (NIV)
June 25, 2025
CULTURE SERIES: HOW TO KEEP THE FLAME ALIVE — AVOIDING CULTURE DRIFT IN THE DAY-TO-DAY
Culture drift doesn’t happen overnight—it happens when leaders get distracted, team experiences go unexamined, and the original vision fades into the background. The solution? A culture map that keeps everyone focused on the same destination.
If We Promise a Brighter Future—We Need a Map to Get There
Every team member who walks through our doors is stepping into more than a job—they’re stepping into a journey. And if we’ve promised them a brighter future, then we owe them more than good intentions. We owe them a plan.
That plan starts with intentionally mapping out the full team member journey—from the moment they hear about Chick-fil-A University Avenue to the day they leave (and hopefully brag about their experience for years to come).
We’ve designed our team member journey to create remarkable experiences at every stage. Not just because it’s good business—but because it’s the right thing to do. We’re called to leave people better than we found them, no matter how long they’re with us.
Here’s what that looks like in action:
The Journey Map — Built to Deliver on Our Ultra-PurposeAWARENESS
This is the top of the funnel. It’s where potential team members are first introduced to our culture.
APPLICATION
This is where curiosity turns into action.
INTERVIEW
This is where we vet for mission-aligned, value-driven teammates.
ONBOARDING
This is the welcome mat—and first impressions really matter.
TRAINING & DEVELOPMENT
This is where growth begins.
DAILY JOB EXPERIENCE
This is where the rubber meets the road—and where culture is either reinforced or forgotten.
EVALUATIONS
This is where we course-correct, realign, and develop.
DEPARTURE
This is our final impression. Let’s make it count.
We won’t break down every tool and system here—but this overview shows that we’ve put real thought into how our people experience our restaurant. Whether someone is with us for 10 months or 10 years, our goal is the same: to make their time with us transformational. We want them to leave not just with skills and memories, but with a transformed perspective and a set of values that they can carry with them for the rest of their lives.
And that starts with a map.
The Danger of Drifting
Without intentional rhythms and roadmaps, even the strongest cultures can drift. The day-to-day hustle is real, and it’s easy to get caught reacting instead of leading.
When we have a clear plan—when every stage of the team member experience is intentional—we not only keep the flame alive… we pass it on. We raise up leaders. We leave people better than we found them.
Challenge & Call to Action
Does your team have a clear map?
To prevent culture drift, start by mapping out your team members’ journey. Then ask:
Start small. Pick one stage of the journey to improve this week. Because every step matters—and intentionality is what fuels culture that lasts.
Next Up: How Our Culture Plan Shapes the Daily Experience of Our Team Members
“Look carefully then how you walk, not as unwise but as wise, making the best use of the time…”
—Ephesians 5:15–16 (ESV)
June 18, 2025
CULTURE SERIES: HOW I ALMOST BECAME THE CULTURE KILLER — AND FOUND MY WAY BACK
Culture is fragile. It’s not built once and left alone—it’s shaped daily by the attitudes, actions, and mindsets of its leaders. Sometimes, even the leader with the strongest vision can lose their way. I know because I did.
When Everything Falls Apart
Our vision at Chick-fil-A University Avenue is what unites us. It’s not just words on a wall. It’s a blueprint that drives our decisions and anchors us through chaos. At the core is our mission:
“To be the most positively remarked about restaurant in West Des Moines and everywhere we sell Chick-fil-A.”
And our Ultra-Purpose fuels that mission:
“We’re not only here to sell chicken; we’re here to make a difference in the life of every team member and guest…”
What happens when it feels like none of that is working?
Following our major renovation, we reopened in November 2024 with high hopes and a fully staffed team. What greeted us wasn’t excitement—it was silence. The guests didn’t return as we expected. Sales plummeted. Equipment failed. Trucks broke down. People quit. The winter came hard and cold—literally and figuratively.
At one point, a Support Center staff member informed us that we had experienced the second-worst reopening in Chick-fil-A’s history. It’s not exactly the record you want to break.
And with each passing week, the pressure mounted. Our HVACs failed. The food wasn’t hot. Our people weren’t smiling. Our systems were overloaded, our finances were tight, and my emotional tank hit empty. I was praying. Fasting. Seeking advice. Still, nothing seemed to change.
The Breaking Point
I’m usually great in a crisis. I thrive on pivoting, rallying the team, and finding solutions. This time? I was losing myself. I couldn’t see the way out. My confidence cracked. My passion dulled. I felt like I had let everyone down—my team, my family, even myself.
Then came two divine nudges:
A conversation with my Operator friend, Nick Dose, who reminded me I wasn’t alone.
A book I devoured on a flight home: Unstuck by Randy Gravitt.
That book hit me hard—in the best way. It reminded me that leadership isn’t about never struggling. It’s about not staying stuck.
So, I apologized to my team. I owned my own moments of negativity and pressure-filled reactions. I asked for their grace and re-centered us on the vision we built our business on. The fog lifted. Slowly, the energy returned. My faith was renewed. Our systems reset.
Rebuilding from the Inside Out
We realigned our focus. We budgeted differently. We simplified what wasn’t working. And above all—we got intentional again. We asked: Does this support our mission and Ultra-Purpose?
Soon, our team’s spirit reignited. The scores started climbing. Breakthroughs came. And the culture we feared was slipping away started to come back to life.
I Almost Killed Our Culture
And it nearly happened quietly—while I was buried under pressure. By God’s grace, I found my way back. If you’re reading this and you feel like you’ve lost your edge, your drive, your joy… you’re not alone. This doesn’t have to be the end of your story.
Have you ever been the accidental culture killer?
It’s easy to blame the storm. Take a moment to reflect:
Are you leading from your vision—or just reacting to problems?
Are you still showing up with passion—or just showing up?
Are your people reflecting a culture you’re proud of?
Drop a comment: How are you turning your story around?
And if this post reminded you of someone else who needs to hear it—share it. It might be the nudge they need.
Next Up: How to Keep the Flame Alive – Avoiding Culture Drift in the Day-to-Day
“But as for you, be strong and do not give up, for your work will be rewarded.”
—2 Chronicles 15:7 (NIV)
June 11, 2025
CULTURE SERIES: CRAFTING YOUR DAY AS A LEADER — BUILDING RHYTHMS THAT REINFORCE CARE
If you’re the culture carrier of your business, then your day can’t be left to chance. Leadership isn’t just about showing up—it’s about showing up with intention. The small, everyday moments you design into your routine are where your culture is either reinforced or unraveled. So, what kind of leader do you want to be?
“Let all that you do be done with love.”
—1 Corinthians 16:14 (NKJV)
Culture doesn’t happen by accident—and it doesn’t sustain itself. It starts with your example and flows from the daily rhythms you establish.
If you’re trying to build a culture of care, encouragement, accountability, and vision, you can’t expect to sprinkle that in once a month and hope it sticks. It has to be woven into the fabric of your day.
A leader who’s constantly reactive will be ruled by the urgent.
An intentional leader can make space for what truly matters—people.
Every day, I build my schedule with two main goals:
To stay sharp and healthy as a husband, father, and individual.To lead with clarity, consistency, and care as the “Better Boss.”Here’s what that looks like for me in action:
Daily Leadership RhythmsReview Projects & PrioritizeCheck emails and review current initiatives before arriving—start clear, not chaotic.Greet Every Team Member
Connect personally at the beginning and end of shifts:
“What’s good today?”
“Where are you winning?”
“What are you thankful for?”Listen Actively
Look for chances to encourage or pray with someone. These aren’t filler questions—they’re relational bridges. And we’ve seen faith-building answers!Office Sync
Review action items with our Office Administrator to ensure alignment.Capture Culture in Action
Snap photos and highlight wins in team chats—this reinforces vision and morale.Coach in the Moment
Observe and coach continuously. Use Culture Quizzes and Cluck Bucks to reward care and excellence.Food Quality Check
Daily taste tests with leaders—5 out of 5 or bust.Debrief After Shifts
Ask questions like:
“What went well?”
“What didn’t?”
“Why?”
“What can we do differently next time?”
“What did you learn today?”Review Business Scorecards
One-on-one chats to tie individual efforts to the big picture.Serve the Team
Look for practical ways to lighten the load, help, and build trust.Say Goodbye Individually
Always close the loop—offer a sincere thank you and encouragement before leaving.The Science Behind It
Vanessa Van Edwards and her team at The Science of People have done extensive research on workplace connection. Intentional leadership practices like saying “I like you because…” or simply showing genuine interest in someone’s day increase morale, trust, and engagement.
Her studies show people are more productive and loyal when they feel seen and appreciated.
This isn’t fluff—it’s science-backed leadership.
These habits may seem small, but together they build a rhythm that fuels culture. Each interaction is a drop in the bucket—and if you do it faithfully, every day, the bucket overflows.
Challenge & Call to ActionAre you mapping your day—or is your day mapping you?
This week, take time to craft a rhythm that reflects your values and culture goals. It doesn’t need to match mine—but it should reflect what you want to multiply.
Your presence, consistency, and intentionality are what give your culture life.
Next UpWhat Happens When You Accidentally Become the Culture Killer?
Can You Find Your Way Back?
June 4, 2025
CULTURE SERIES: THE BUILDER BOSS — ELEVATING YOUR ‘BOSS’ GAME
It’s one thing to recognize that we must care for our people diligently. It’s another to put that into practice day after day. How do we become leaders who attract and retain top talent while nurturing the growth and well-being of those we lead? How do we build up instead of tearing down?
Why “The Builder Boss” MattersHave you ever heard someone say, “I want a bad boss”? Of course not. The quality of leadership directly affects morale, productivity, and retention. If you’re dismissive or abusive, your people will eventually leave to find leaders who see, value, and respect them. Even the best pay won’t keep top talent in a toxic environment.
My Story: A Lesson from the WildernessYears ago, I worked at an experiential school nestled in the Appalachian Mountains. It seemed idyllic—helping young delinquents turn their lives around in nature’s classroom. Unfortunately, the bosses there were as hardened as the teens they were supposed to guide. They belittled staff, set unrealistic demands, and had little regard for the difficulties we faced each day.
I stayed for three years, believing there was a purpose in it. When I finally became a cabin leader, I vowed not to replicate the disrespect I’d experienced. Instead, I worked alongside my staff and encouraged them, refusing to hide in an office while they did all the heavy lifting. My team thrived under this supportive approach—a principle I carry into my current business.
Insights from the Talent Magnet Field Guide by Mark Miller & Randy GravittParaphrased from Mark Miller’s work, here’s what top talent wants from a Better Boss:
Recognition as IndividualsThey have stories, lives, and dreams. They want leaders who listen, appreciate, and celebrate them.Access to Their Leader
They have ideas and skills they want to contribute. Leaders who welcome input make people feel valued; those who don’t risk killing morale and driving talent away.A Meaningful Challenge
They love big visions and ambitious goals. They want to be held to a high standard and see how their efforts align with the bigger picture.
Building and keeping top talent can be your ultimate advantage—but it starts with the decision to become a Better Boss.
Leading with EncouragementBeing a Better Boss isn’t just about avoiding negative behaviors. It’s about actively building people up. Catch them doing something right and reward them on the spot. When they mess up, treat it as a learning opportunity rather than a chance to punish. If people commit their valuable time to work for you, make it worthwhile by fostering growth, fairness, and respect.
The Hard TruthPeople might endure a toxic boss out of sheer necessity, but the moment they find a role—even one with lower pay—where the leader is supportive, they’ll likely jump ship. If you’re struggling with high turnover, start by looking in the mirror.
Challenge & Call to ActionThis week, ask yourself:
Do I genuinely know my people and their aspirations?Do they have access to me for feedback and new ideas?Am I challenging them with a big vision and providing the resources they need to excel?Pick one action step to become a Better Boss that builds—maybe it’s writing a personal note of thanks, setting up a one-on-one to discuss career goals, or working alongside them during a busy shift. Small changes can make a massive difference in trust, morale, and productivity.
Next Up: Crafting Your Day as a LeaderStay tuned for the next part of our Culture Series, where we’ll explore daily routines and rhythms that help you continually grow into the Better Boss you want to be—because a supportive culture isn’t built in a day, but it is built day by day.
“Don’t use foul or abusive language. Let everything you say be good and helpful, so that your words will be an encouragement to those who hear them.”
—Ephesians 4:29 (NLT)
May 28, 2025
CULTURE SERIES: LEAD WITH MAGNETISM
It’s one thing to recognize that we must care for our people diligently. It’s another thing to actually put it into practice day after day. How do we become leaders who attract and retain top talent while nurturing the growth and well-being of those we lead?
Short Synopsis of Talent MagnetIn Talent Magnet, author Mark Miller shares practical insights on how organizations can attract and keep the best people by focusing on three core elements: being a Better Boss, casting a Bigger Vision, and painting a Brighter Future. Through real-world examples and clear principles, Miller challenges leaders to raise their leadership standards, connect teams to a compelling purpose, and help each person see a fulfilling path forward.
Check out Talent Magnet by Mark Miller on Amazon
How It Challenged MeReading Talent Magnet was a turning point in my leadership journey. The idea of being a Better Boss made me realize I needed to elevate my game, creating not just a supportive environment but one where my team felt truly valued. Connecting people to a Bigger Vision meant tying purpose to day-to-day tasks. Finally, guiding them toward a Brighter Future pushed me to think about each individual’s growth potential and how I could help them achieve it.
This book became a catalyst for me, prompting questions like:
Am I a leader people would want to follow long-term?Do my team members understand and share in our overarching vision?Am I giving them a roadmap to grow professionally and personally?Answering these questions wasn’t comfortable. The principles were simple, but that doesn’t make them easy to incorporate. I had to face the times I got so lost in daily operations that I forgot the bigger picture or neglected the individual dreams of my team members. Yet it also sparked hope, reminding me that I could start making changes immediately and see a lasting, measurable impact!
Practical TakeawaysSelf-Assessment: Review your leadership style and habits regularly. Are you creating an environment where people feel seen, valued, and challenged?Vision Casting: Don’t assume everyone knows “why” you do what you do. Continually share the bigger purpose behind your organization or team. Make it part of your routine—infuse everything with the vision.Professional & Personal Growth: Provide clear pathways—such as training, mentorship, or project rotations—so people can envision a brighter future for themselves within your team.Scriptural Foundation
“Having then gifts differing according to the grace that is given to us, … he who leads, with diligence…”
—Romans 12:6–8 (NKJV)
Even in Scripture, we see a call to lead diligently—using our unique gifts to serve and guide others well. As I continue exploring how to cultivate a healthy culture, this verse serves as a reminder that leadership is both a gift and a responsibility.
________
Stay tuned for future installments in our Culture Series, where we’ll explore more ways to grow personally to be the “Better Boss”, shape an inspiring environment that connects to a “Bigger Vision”, and invest in your people so they may reach the “Brighter Future” they desire. Before exploring these key areas, let’s ask ourselves: Does having a healthy culture really matter?
May 14, 2025
CULTURE SERIES: From Pastures to Paychecks: Shepherding Your Team with Compassion
“Be diligent to know the state of your flocks, And attend to your herds.”
—Proverbs 27:23 (NKJV)
The IdeaWhat does shepherding have to do with us in the modern world? After all, most of us don’t spend our days tending sheep. Yet this verse from Proverbs speaks directly to anyone who bears responsibility for others—a parent, a mentor, a manager, or any form of leadership. Webster defines “diligent” as “characterized by steady, earnest, and energetic effort: painstaking.” This active, thoughtful attention is crucial if we want those in our care to thrive.
Sheep may literally need to be led to water and protected from predators, but people in our care often need an advocate who can ensure they have the basic resources for living, like adequate wages, shelter, and support. However, it’s not just about physical needs. If we want individuals to thrive, we must also consider their emotional, mental, and spiritual well-being. That means building a culture where people feel seen, valued, and empowered to grow.
Why It Matters for YouThink about your sphere of influence. If you’re an employer, do you pay living wages that let your team care for themselves and their families? If you’re a mentor or parent, do you provide enough guidance and resources to help those you lead discover their potential? People often don’t even know what they want out of life; guiding them can be a painstaking process, just as the dictionary says. Yet when we commit to knowing the state of our flocks, we reflect the caring nature of authentic leadership.
Practical Steps to Diligent ShepherdingAssess Needs RegularlySchedule consistent check-ins or conversations. Ask about challenges they face in and out of the workplace or home.Provide ResourcesThis includes fair compensation, a safe environment, and growth opportunities—the tools they need to thrive physically, emotionally, and professionally.Encourage Holistic GrowthLook beyond the basics of survival. Consider ways to foster personal development, such as mentorship programs, skill-building opportunities, or emotional support.Be Willing to LearnStay open to feedback. Being a diligent shepherd means growing your leadership skills to better serve those who rely on you.Challenge & Call to ActionAsk yourself: Who has been entrusted to me, and how well do I know their needs? Over the coming weeks, commit to one specific action that meets a tangible need of someone you lead. It could be offering additional training, adjusting schedules for work-life balance, or simply sitting down for a heartfelt conversation about their goals and challenges.
We’ll dive deeper in the coming weeks, exploring what it means to cultivate a healthy culture that genuinely sees and meets people’s needs. Remember, be diligent: steady, earnest, and energetic in guiding and caring for the “herds” entrusted to you.
Stay tuned for more in this Culture Series, where we’ll continue discovering practical ways to invest in the growth and well-being of those we lead.
May 13, 2025
An Unforgettable Night at Mainframe Studios for The Unlikely Candidate
Grateful beyond words for the opportunity to share my story during First Friday at Mainframe Studios — what an unforgettable night!
From the moment I arrived, the energy was electric. The space buzzed with creativity, curiosity, and connection. There’s something incredibly powerful about being in a room full of people who are hungry to grow, create, and support one another. The conversations I had, the stories exchanged, and the genuine encouragement from attendees reminded me why I do what I do.
A heartfelt and special shoutout to my good friend James Muhammad for organizing the book signing for my latest release. Your support means the world to me, and I’m continually thankful for the people God places in my path who help bring these moments to life.
If you’ve never experienced First Friday at Mainframe Studios, do yourself a favor and go. It’s more than an event — it’s a gathering of creative souls, thinkers, and leaders. You’ll walk away refreshed, challenged, and creatively charged.
Thank you again to everyone who came out. Until next time!
— David
April 23, 2025
Unlikely Candidate
Ten Years Ago Today…
On this day 10 years ago, my wife and I sat across from our final interviewer at the Chick-fil-A Support Center. After nearly 2.5 years of interviewing for a franchise opportunity, we had finally reached the last step.
Then came the question:
“Could you ever see yourselves living in West Des Moines, Iowa?”
We’d just flown in from Pittsburgh a few weeks earlier to explore the area. Our children were still young, and we didn’t know a single soul in Iowa. Truthfully, it felt like foreign territory. We were from the East Coast, and stepping into the Midwest was a stark contrast. “Midwest nice” really is a thing: people greet you warmly, smile at strangers, and even the items in the hotel convenience store run on the honor system. Back home, that sort of setup would be under lock and key—or else it would disappear without anyone paying for it! Coming from an environment where everyone can be on guard and a bit rough around the edges, we felt as though we’d stumbled into the movie Stepford Wives. It was culture shock—in a good way.
Yet, despite feeling completely out of our element, we sensed a divine nudge. So when we were asked, “Could you ever see yourselves living in West Des Moines?” we didn’t hesitate.
We said, “Yes.”
Yes to the unfamiliar.
Yes to stepping into the unknown.
Yes to what we believed was God’s next move for our family.
We answered with our hearts, convinced we were the right people for this new franchise opportunity—despite all the reasons we shouldn’t have been. The interview ended. The interviewer stood up. And in that moment… everything shifted.
How did we get to this place?
Let’s just say it was a journey that unfolded in ways I could’ve never written on my own; a journey filled with unexpected turns and surprises.
It’s been 10 years since that day. And looking back… it still feels wildly unlikely that I’d be chosen for this calling.
That’s why I finished writing my new book, “Unlikely Candidate.”
It’s the whole story—raw, authentic, and full of unexpected grace.
Preorder your copy today and read about how God brought us to our promised land:
“Now all glory to God, who is able, through his mighty power at work within us, to accomplish infinitely more than we might ask or think.
Glory to him in the church and in Christ Jesus through all generations forever and ever! Amen.”
– Ephesians 3:20–21 (NLT)
April 2, 2025
Speaking Life Into Others (Part 3)
“For when we place our faith in Christ Jesus, there is no benefit in being circumcised or being uncircumcised. What is important is faith expressing itself in love.”
—Galatians 5:6 (NLT)
Over the past two weeks, we’ve focused on choosing kindness instead of harshness and on taming our tongues. This week, we’ll explore another crucial aspect of communication: speaking life into those around us. None of us can manage our words perfectly—we need the Holy Spirit’s help daily. Yet when we surrender our speech to Him, our words gain the power to encourage, heal, and uplift.
Take the disciple Simon’s example: Jesus gave him the name “Cephas” or “Peter,” meaning “rock.” Peter wasn’t exactly rock-solid when he first began following Jesus. He was impulsive, occasionally fearful, and even denied Jesus at one point. Yet Christ spoke into Peter’s potential—He affirmed who Peter would become rather than simply labeling him by his mistakes.
Why It Matters for YouThink of the people in your life—family members, friends, coworkers, or even acquaintances at church. How do you speak to them? Our words can do more than just prevent harm; they can actively build up the people around us. In a world full of criticism and cynicism, a single sentence of genuine affirmation can stand out like a beacon of hope.
Maybe you have a friend who is going through a hard time and feels overlooked. A kind word about their resilience or a note acknowledging their strengths might be exactly what they need to keep going. Or perhaps you have a colleague struggling to find their niche; pointing out their talents could boost their confidence and help them see new possibilities.
When guided by love, our words can shape the future for those who hear them. That’s why “faith expressing itself in love” (Galatians 5:6) is so vital. People don’t just need us to avoid harshness—they need the life-giving words that reflect God’s grace.
“Those who control their tongue will have a long life; opening your mouth can ruin everything.”
—Proverbs 13:3 (NLT)
Recall a time when someone’s words profoundly affected you—whether positively or negatively. How did it change your life or your outlook? This week, seek out at least one person and intentionally speak life into them. This might look like recognizing their unique gifts, offering heartfelt thanks, or highlighting their potential.
After you’ve done so, reflect on the impact. Did they stand a little taller, smile more confidently, or express gratitude for being truly seen? You never know how your words might become a catalyst for transformation in someone’s life.
