Episode 112 | How Leading With Heart Drives Results with Lyndsay Dowd

Lyndsay Dowd  00:03

I was sought out by another company, and they said, Come and manage a sales team for us. And I said, Okay. And so I packed up my big blue legacy, and off I went to this other company, and in six short months, they fired me. And I was gutted. I didn’t see it coming. Karan, it was very personal. I was really, really sideways, and for a month I couldn’t even talk about it. And I asked myself three questions, what am I really good at? What do I love to do? And how can I help people the most?

Voiceover  00:03

Welcome to the “Lead at the Top of Your Game” podcast, where we equip you to more effectively lead your seat at any employer, business, or industry in which you choose to play. Each week, we help you sharpen your leadership acumen by cracking open the playbooks of dynamic leaders who are doing big things in their professional endeavors. And now, your host, leadership tactics, and organizational development expert, Karan Ferrell-Rhodes.

Karan Rhodes  00:30

Hello, my superstars. This is Karan. Welcome back to another episode of the lead at the top of your game podcast. Well, today we have such a tremendous treat for you. As far as a guest, she has, I don’t even know how to describe her. She has just really rocked the world of known for her sales leadership guidance, but her talents do not are not limited to that particular area, but she comes at it in a very unique way. And when I, you know, learned about the fantastic work she was doing, I just knew we need to have her as a guest on our podcast. So we’re so happy to have on today’s show, Lyndsay Dowd, who’s the founder and chief Heartbeat Officer of Heartbeat for Hire LLC, which I love, absolutely love the name of her firm. It really distinguishes itself, but it is a firm that helps sales leaders and organizations improve and cultivate irresistible sales cultures that drive results and has any top business needs great revenue and sales to be successful. Now, she was recognized as a top 10 business coach by Apple news, which is huge within itself, but she’s also was a featured guest lecturer at Harvard University, and she also hosts a top 5% globally ranked podcast called heartbeat for hire, and she’s a frequent guest speaker on live and recorded shows just too numerous to name. We would take all of our time with her today if I went down that list. But thank you so much for your time today, and welcome to the podcast. Lindsay!

Lyndsay Dowd  02:14

Thanks for having me. Karan, I’m excited to be here.

Karan Rhodes  02:17

Oh, we are just absolutely thrilled to have you. I have so much that I want to ask you about and talk with you about during our time with you today. But before we do that, we always love to learn a little bit about our guests on a more personal level. So just for much as you feel comfortable, would you mind just giving us a sneak peek into your life outside of work?

Lyndsay Dowd  02:39

Oh sure. I love getting to start a show like that, because normally it’s My professional background. So yeah, I’m a mom of 16 year old twins who are driving ish. We’re not fully licensed yet, so we’re getting there. And I have a dog mom as well. I have a seven pound Miniature Dachshund in my lap who will pop her head up at some point, Poppy, long sausage. And then I have another rescue girl, a little senior lady the other room. And I’m married. I live just north of Boston. I love to entertain, and I do a little interior design, and I get to do a little bit of styling for friends. And, yeah, it’s a very full, very busy life. And

Karan Rhodes  03:31

Sounds like it,

Lyndsay Dowd  03:32

Yeah, that’s about as much as I can tell you at the moment.

Karan Rhodes  03:36

No, I appreciate you sharing definitely. And listeners, you know, I was joking with Lindsay on our pre call conversation that you all know who’ve been with me for a while that Poppy our Bones are at my feet. So we’re dog boat. Lindsay and I are both dog moms, and both have very, very active similar lives, although our kids are a bit older now. So what I will share with you, Lyndsay, is continue to mentor your twins on the driving, because life gets a whole lot easier once they’re mobile on their own.

Lyndsay Dowd  04:10

I get the I’m really good driver, Mom, don’t you think? And then I go, Yeah, more experience, like you need more time behind the wheel before I’m really going to give you the full endorsement, Yeah, same here,

Karan Rhodes  04:22

same here. Yeah, winning. That’s a beautiful thing. Let me

Lyndsay Dowd  04:25

tell you, the freedom for us, I think, is going to be delightful. The part I will miss is holding them hostage in the car and getting to ask

Karan Rhodes  04:33

them questions. I missed that as well, because you just had that control, you know, knew where they were, but that’s part of them, you know, growing up and becoming the great individuals that they’re going to be So anyhow, well, thank you so much for sharing that with us. So I think I’d love to dive in first about a little bit about your professional background. We’re similar in the sense that a lot of our core. Careers were in the, I would say, tech and data space. I was at Microsoft for 14 years, along with other companies like Comcast and at&t and what have you. But you had a long tenure at IBM, so would love to hear a little bit more about your exploits there.

Lyndsay Dowd  05:17

Yeah, I spent 23 years there, and I came in through the acquisition of Lotus.

Karan Rhodes  05:24

I remember that, of course,

Lyndsay Dowd  05:27

I think we were like big competitors at the time, but I think if you ask any person that worked for Lotus, most of us will say that we acquired IBM, which is not the truth, but we felt that way. It was a long, decorated career. I managed large sales teams, and it was incredible. And I came from a really big blue background. My family put in 105 years at Big Blue so my father, my husband, my father in law and my mother in law all work there, and that’s where I met my husband. I was the last one, and after 23 years, I was ready for a change. And so I was sought out by another company, and they said, Come and manage a sales team for us. And I said, Okay. And so I packed up my big blue legacy, and off I went to this other company, and in six short months, they fired me.

Karan Rhodes  06:17

Oh, No!

Lyndsay Dowd  06:18

And I was gutted. I didn’t see it coming. Karan, it was very personal. I was really, really sideways, and for a month I couldn’t even talk about it. And I asked myself three questions, what am I really good at? What do I love to do? And how can I help people the most? And what I knew better than anyone else. I knew was I knew how to build modern leaders, and I knew how to create irresistible culture that drives results, and so I bet on myself, and I started my company, and that was called heartbeat for hire, as you said, and I started keynote speaking, I started coaching C suites and individual leaders. I wrote a couple of books, I started a podcast, and that was all in about two and a half years, and just this past October, I accepted the role of Chief Revenue Officer for a company called entry. So I still have my podcast. I still am keynoting, and what entry focuses on is really a 360 degree view of job seekers. So we help individual job seekers. We help employers with their outplacement services. We help job placement agencies leverage our technology, and we help career coaches and resume writers with a really one stop shop of a platform that they can use to manage their businesses.

Karan Rhodes  07:34

Amazing. Well, congratulations on the new role. I don’t think I knew that since we started connecting. But and what was the company again?

Lyndsay Dowd  07:34

It’s called entry, I, N, T, R, Y, and we have a patented technology that is very sought after by over 100 companies currently. So it’s exciting, and it’s very on brand for me. I’m still helping people, still working with leaders, still getting them to really take care of their people, which we all need more of

Karan Rhodes  08:05

love that, love that. Well, let’s talk a little bit more about your vision and work around regarding heartbeat for hire, because when I first read about your business, I couldn’t guess what you did just by the title of the company. But then when I looked on the side and saw the fantastic offerings and services you all have, it kind of makes sense. So I’d love for you to share with our audience members a bit more about heartbeat for hire and what you’ve learned about consulting and growing leaders in the space of maybe sales and other disciplines?

Lyndsay Dowd  08:44

Yeah. I mean, I think it’s very interesting when I have a room full of people and I get to ask the question, you know, who here in the room has had a bad leader? 100% of the room raises their hand, yes, no hesitation, right? And when you ask the flip side of Who here has had a great leader, maybe half, maybe less, and in my estimation, is that’s not enough. And if you’ve never had a good leader, how do you know what that looks like? Right? And so that’s why I wrote my books, that’s why I did the podcast, because I really believed I’m a storyteller at heart. I really believed that you’re going to hear a story, whether it’s from a CEO or it’s from a scientist or it’s from a world champion athlete or an Olympian or some somebody is going to say just that thing that’s going to click for you, and you’re going to be like, huh, right? I’m going to do it differently. I’m going to try differently. And here’s the reality, no one’s ever been inspired by micromanagement, and all people want is the space to do the jobs they were hired for. And what happens in business is business moves really fast. Everybody is focused on quotas and deadlines and forward opinions, and we lose sight of our core values. Issues as companies, and when you as a C suite leader, it’s important to take the pulse of your organization to say, Do you all know what our values are most? Do not no. That sounds like unless it’s plastered all over the walls, but we…

Karan Rhodes  10:16

They can repeat one, right? An employee can repeat one.

Lyndsay Dowd  10:19

We haven’t been in offices in a while. So it’s not like we’re walking around looking at these things that we see all the time, and maybe it’s on company communication, but is it felt? Do people agree with it? Would they say that to their friends? And when you have those moments of uncertainty, you got to check yourself, and you got to really say, Okay, well, how can I inspire my people? Because modern leadership is not micromanaging. It’s not telling you this is what you should do. It’s saying I’m coming to the table. You guys have been here longer than I have. Tell me what you’ve learned. One of the tips I love to give leaders when you’re assuming a new team is to go on a listening tour, and those listening tours are so valuable because you are finding out who’s who in the zoo, what the off, what the politics are, who’s that? Who should you watch? Who’s good, who’s worrisome. And you’re getting so much intelligence, but what you’re really doing is you’re building trust that’s right, and the best teams that produce the best results have trust and psychological safety, and when they have that, they will try things they have never done before. And I have so many good stories about leaders who have done that, and then I have equally as many stories of those who have destroyed trust and fractured it and shattered it in some cases. And when that happens, you can’t get them back.

Karan Rhodes  11:44

You sure can’t. And I’m one of the things that so yes, and one of the things I always tell clients, or when I speak similar to you, I always say, go on a listening tour and truly listen, right? Give them the space to share, the permission to be vulnerable as an individual meeting with you and then actually listen and give them a place to share. And I always remind them that for their teams, the knowledge is in the room. Yeah, 95% of the time, they’re the ones who live and breathe what you all are focused on, or your goals and strategies every single day and as a leader, what how you can be most valuable is to observe, listen and be the one that pulls the red thread together, because they might be working in silos, but very few people to your point, want to be micromanaged or want to be told something that they technically are probably more of an expert on than you are. What are your thoughts on that?

Lyndsay Dowd  12:47

Well, you brought me to a story. I had this amazing leader. Her name is Adriana, and we’re still very good friends to this day. And the first time she became my boss, she said to me, she said, Okay, so how do you want to run the business? And I looked at her, and I’m like, maybe you want to know. And she’s like, well, you’ve been here longer, you know what’s going on. So yeah, of course I want to know. And I’m like, I want to go talk to my team. I want to, like, get my answer together before I come back to you, because I know what I want to do, but I want to make sure that they’re on board for this. And she’s like, Yeah, go for it. And so I turned to my team, and I’m like, you guys, there’s a new sheriff in town, and I love her, so let’s think outside the box. What haven’t we done? What haven’t we tried? We have her support. Well, as soon as people hear that, they’re like, Well, I always wanted to try this, and would you ever be open to this? And maybe we could try and listen. The stuff we did was weird, and it worked, and I called my teams mavericks and hustlers. I wanted them to think differently about themselves. I wanted them to not be afraid to try new things and not be afraid to fail, and failure is a natural part of growth. Without failure, you can’t reach that success. And so as a leader, how you handle that failure really matters. If you’re going to throw your people under the bus, you’ve broken their trust, and they will not want to work for you. But if you’re going to own it, which a leader should, especially if you’re going to delegate something, if something gets done wrong, you fall on that sword. You say, No, this was my responsibility. I handed it to so and so, but I didn’t educate them enough, or I didn’t give them enough information, or whatever it is, this is on me, and that respect will carry you for a very long time. But it’s so, so important that leaders understand how they need to be showing up and the kind of space they want to give to their teams. And when you do that, the results always follow.

Karan Rhodes  14:52

They do always follow. And you know, leaders also need to remember that once you break that trust. It doesn’t the feeling does not stay confined to your team. Oh, bad news travels fast.

Lyndsay Dowd  15:07

Oh yeah, yeah, you want a terrible story?

Karan Rhodes  15:10

Yeah, tell me.

Lyndsay Dowd  15:11

Alright. Here’s a terrible story. So I was asked to be in my general managers executive leadership meeting, and my boss couldn’t be there. So I was covering. She was on vacation, and I was mostly there to listen, and then he made a comment about my business, and I didn’t understand it, and I contributed to over 60% of his overall business. So someone says something about your business and it doesn’t make sense, you stop, and you’re like, wait a minute. What was that? I said, I’m sorry. I didn’t understand what you said. Could you please clarify? And he stops the call, and he looks directly at me. He goes, What is wrong with you? Are you crazy? You interrupted my flow. How dare you? I was in the middle of a thought. What are you thinking? Stopping me like this? What is the matter with you? Now there’s a dozen other leaders on the Zoom watching him dress me down this way.

Karan Rhodes  16:08

Wow.

Lyndsay Dowd  16:08

And I was doing all I could to keep a steady face on the inside, I’m shaking. I’m ready to cry. I’m upset,

Karan Rhodes  16:17

Furious. Yeah,

Lyndsay Dowd  16:19

They end the call, and I called my boss, and I’m crying at this point, and I’m like, I have never been spoken to in front of my peers and above me that way. That was horrific. And she’s like, Oh my God, what the hell happened? I’m gonna call one of the other guys who was on the call to really, like, corroborate your story. Not that she doubted me. She just really wanted to see was it as and he’s like, it was everything she said, And worse, it was out of line. So out of line, and he needs to apologize to her. So the two of them go and tell him that what he did was unacceptable. He needs to apologize. A few days go by and I get this call, Hi, Lyndsay, I understand I owe you an apology. And I went,

Karan Rhodes  17:05

That’s it,

Lyndsay Dowd  17:06

But I don’t understand what you were doing. And I said, I didn’t understand the comment you made. And I was just asking for some clarity, because it was my business you were talking about,

Karan Rhodes  17:16

Sure.  And he said, Do you understand what I was trying to do? I said, I don’t What were you trying to do? And he said, I was trying to get Kathy to hang herself. I need to fire her, and I wanted her to fall on her sword. And you interrupted, and so she couldn’t fall into my trap. And I’m sitting there going,  that person needs to be removed immediately.

Lyndsay Dowd  17:39

It was so terrible. But what happened at that point was everyone on the call saw his true colors.

Karan Rhodes  17:47

Yeah,

Lyndsay Dowd  17:47

Bit by bit, we all left the business because none of us wanted to work for him,

Karan Rhodes  17:52

Of course not,

Lyndsay Dowd  17:53

and the trust was shattered. So he wanted above and beyond from any of us. He wasn’t going to get it. But here’s the sad part, he’s still leading people today, and he shouldn’t be,

Karan Rhodes  18:03

You know, I’m not a betting or gambling person, but I would bet a whole penny that you were not the first person that he, he or she behaved that way to. And that is, well, one of the reasons why, you know, people probably left his his team in the company, because that is not…

Lyndsay Dowd  18:20

Yeah, I mean, that is not a response to that kind of leadership.  And, you know, I’ve seen executives jump up and down on tables. I’ve seen them throw things. I’ve seen them belittle people, make people feel bad. I’ve certainly been the recipient of a lot of that. And that is uninspired, that is old, old style, and not wanted or warranted anymore. And if you want to be a modern leader, you have to inspire your people, you have to give them space, you have to encourage them and really figure out what they need. And one of the questions I teach leaders to ask is, How can I be the best leader for you? When you ask that question, you’re going to get different answers from everyone you ask, because everybody has different goals. They have different they’re in different age groups. They’re they they need different things, and some people don’t want their name in lights. Some people are like, I’m skating into retirement. I got five more years. Others are like, I want to climb that ladder. I want to be a people leader. I want to get out of sales entirely. I want to go into executive learning, or whatever it is, but if you don’t ask the question, you don’t know, and you don’t understand what motivates your people, and you’ll never be able to support them the way they need it. So it’s a smart question to ask, and it’s humbling, because it means you don’t know everything, and you know what, nobody does.

Karan Rhodes  18:23

No! No, and it’s so definitely okay. And similar to you, I always advise leaders to treat every person as an leader of one, and get to know them, and then you can see kind of what trends and things are going on in your teams. But you have to, to your point, understand what excites. Them, motivates them. What are their triggers? How they prefer to work and at their optimal levels? You know you have to take all of these facts into account, and if you’re not willing to do so, then maybe that leadership is not a great job for you.

Lyndsay Dowd  20:17

I always say, be the leader you always wish you had and when you can think about it that way, it’s going to make you pause and think twice. If you’re about to deliver something tough, how would you want to receive it?

Karan Rhodes  20:29

Absolutely So Lindsay, I’m going to switch lines just a little bit, because I would love for you to share two things. I’d love for you to share a little bit more about your podcast, and what knowledge or features do you love to highlight via the podcast, and then if you can give us a a couple of sentences also about your book.

Lyndsay Dowd  20:53

Yeah, love to. So the podcast, I, as I said, it’s a series of stories, but at the end of 2024 it’ll be 130 episodes, and it’s combination of Olympians and world champion athletes and doctors and scientists and Hollywood producers and Emmy winning journalists and authors and speakers and brilliant minds who are amazing at what they do. It’s their stories of resilience, with my lens on leadership and culture. And like I said, you know, I designed this show to give examples what good leadership looks and feels like, and it could come from unexpected places. And I love when my listeners come back and they’re like, I had to listen to that three times because so and so dropped so much knowledge. And it’s very like your show, very conversational, very like I ask things that I’m interested in. So I like to think I’m asking on behalf of the listeners. You know, this is you would ask too, and it’s a total joy. I absolutely love doing it. And the episodes are so varied because of the guests. They’re so varied. Yeah, so there’s goodness across the whole thing. I mean, the professional athletes are always interesting because they have the the coach, you know, coachy kind of thing happening, and how do you get greatness out of an athlete? But all of those analogies correlate so easily to business. So that’s really a fun parallel to draw

Karan Rhodes  22:23

You know, but that’san example of meeting them where they are, because you have to think for for professional athletes. That has been their space and what they’ve been renowned, renowned for since they were probably five years old. So that’s what they’ve been exposed to. There’s coaches, that’s the coach speak, right, or the inspirational speak. But to your point, there’s still lessons learned that can be applied to the world

Lyndsay Dowd  22:49

100% but the reason I love athletes so much is because everyone understands that an athlete has a coach. But in business, you need a coach too, and especially if you want to do things you’ve never done before, that’s right, you need your personal board of advisors, and this is something that I talk about a lot, and building your community, building your network. Who are those people that know what you’re capable of, that are going to push you, that are going to say you can do this? What are you crazy? You’ve done this 100 times. Go This isn’t hard. And you know, when you don’t have that belief in yourself, borrow it from someone else. So take those moments from these people who care about you and want to see you win and go for it. So I will say that after my corporate tenure, I certainly never thought I was going to be an author. I never thought I would be a podcast host. I certainly didn’t anticipate that I would end up being a chief revenue officer. So, like, I was very open to all these opportunities that came my way, and I got really comfortable being uncomfortable. And so there is something new that’s happening all the time. So there’s two books. So the first book is top down culture, and that is a collection of stories, a little bit like some of the ones I told, of good examples and terrible examples of leadership. And the best compliment I get from that book is when people that know me read it, they say, Lins, I could hear your voice so clearly has sounded like I was sitting next to you. It just sounded like you. So that’s cool. And then the second book is voices of women. And this is an anthology with 22 women from around the world sharing their stories on leadership. And it’s wide, wide range. Some are familial, some are professionals, some are government related, but very inspiring women who have done really incredible things, and one of the stories is mine, so that was a joy to be a part of.

Karan Rhodes  24:50

That’s wonderful. Well, listeners we’ll have links to how to find Lindsay’s books and purchase them in the show notes. So don’t you dare move on to listen to an. The podcast until you look at her show notes and check that out. But you know, we cannot let Lindsay get out of here without sharing, um, her insights on our signature guest question. And as you all know, you know, I wrote a book on leadership execution, and out of the research, there were seven tactics of high performing leaders that we write about, and Lindsay was so kind to share that leading with stakeholder savvy really resonated with her and for my new listeners out there, leading with stakeholder savvy is all about your ability to assess the inter personal dynamics in any situation that you’re in and pivot and operate effectively within that situation. So you know, when you’re in a networking event, you might come in and have one type of behavior and attitude of being social and trying to understand and meet new people. But there are other times when you’re presenting a major presentation that you’re in kind of executive mode where you’re trying to get over a concept or, you know, influence a course of action. So all are equally as important. It just shows up in different ways based on the social situation. So curious minds want to know. Miss Lindsay, why did stakeholders have you really resonate with you?

Lyndsay Dowd  26:19

Well, I think what it comes down to Karan is matching energy. And you know, any parent who watches their kid, kind of, if you have a real exuberant child, I have one where you need her to temper her excitement when she sees someone in the hall at school or, like, not everybody’s up for that. So, like, read the room. And if you’re gonna come in like a wrecking ball, you know, is that the right move? And so you know you have to look at it the macro. Are you walking into a room of people? Are you walking into a one on one situation? And you can tell immediately if someone’s having a bad day. You can see their energy is down. You can see their facial expression. You can see they’re trying to hold it together so you walking up being like, Hey Mom, you’re awesome. Like, that’s just insensitive, and you’re a jerk. If you sense that something is going on, stop ask them. And you know sometimes they’re not going to talk about it, but you can just say, Hey, I see something’s going on with you, and I’m a safe space. And if you want to talk, let’s talk. But you know, if you’re okay, let’s move ahead with what we were here to talk about.

Karan Rhodes  27:29

Right.

Lyndsay Dowd  27:30

I just feel like as leaders, everyone’s going through something, and what you have to remember is, when you become someone’s leader, you become their topic of dinner conversation. Yeah, so make sure those dinner conversations are good. And if you are the person that’s going to stop and ask them, how’s your life? When’s the last time you weren’t a doctor? What’s going on with your family? And if you ask them questions about their life, down the answers, put them in your phone. Hi, Kristen. Oh, I mean Karan. Like, come on.

Karan Rhodes  28:04

I know!

Lyndsay Dowd  28:06

It just shows you’re paying attention.

Karan Rhodes  28:09

It does.

Lyndsay Dowd  28:09

And there’s nothing worse than having someone say, oh, yeah, how’s mark? You mean, Mike, my husband? Yeah, I’ve known you for 10 years, and you don’t know that you they look like a jerk,

Karan Rhodes  28:20

and you’re both uncomfortable with that point, you’re like, really is that the effort you put in.

Lyndsay Dowd  28:25

This will make you laugh. My brother works for a really awful CEO, and she sent him a holiday present and got his name wrong the mailing list like it was really the wrong name, and he called me and told me, and I was like, oh my god, I think I would take a picture with what she sent and send it to her and say, Thank you.

Karan Rhodes  28:51

Good advice. Good advice. All right. Well, Lyndsay, now we have to be courteous of your time. You know, this has been an absolutely fantastic conversation. But before I let you go, as I mentioned, listeners will have all information about her in the show notes. But Lyndsay, we want to give you a little bit air time to share where people can find you in the company.

Lyndsay Dowd  29:13

Yeah, so my website is heartbeatforhire.com. You can listen to my podcast on YouTube or wherever you find your your podcasts. I’m also at entry.com actually entrycareers.com and I’m very busy on LinkedIn. I’m on all the socials, and Karan will share all of those in the show notes, I am sure. But please connect with me on LinkedIn. I love to build my network, and I can help you at all. Please reach out, and if job seekers or employers need help with their out placement stuff. I’m your girl.

Karan Rhodes  29:42

There you go, right there. Have her on? I was going to say speed dial, but since they don’t have your numbers yet, I’ll just say, have you on, speak connection on LinkedIn.

Lyndsay Dowd  29:52

There we go! That works. That works. I love it

Karan Rhodes  29:55

all right. Well, thanks so much, Lindsay, it was a lovely having you here today.

Lyndsay Dowd  29:59

My pleasure. Karan. Thanks for having me

Karan Rhodes  30:02

Awesome. And thank you to listeners as well for coming back for another episode and the gift of your time. We literally know that there are millions of other podcasts out there, and we do not take your patronage lightly. So all that we ask is that you please like and subscribe to the podcast and share it with just one friend, because by doing so, it will enable all of us to better lead at the top of our games. Thanks so much. And see you next week.And that’s our show for today. Thank you for listening to the lead at the top of your game podcast, where we help you lead your seat at any employer, business, or industry in which you choose to play. You can check out the show notes, additional episodes, and bonus resources, and also submit guest recommendations on our website at leadyourgamepodcast.com. You can follow me on Twitter, Facebook, Instagram, and LinkedIn by searching for the name Karan Rhodes with Karan being spelled K a r a n. And if you like the show, the greatest gift you can give would be to subscribe and leave a rating on your podcast platform of choice. This podcast has been a production of Shockingly Different Leadership, a global consultancy which helps organizations execute their people, talent development, and organizational effectiveness initiatives on an on-demand, project, or contract basis. Huge thanks to our production and editing team for a job well done. Goodbye for now.