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No matter what your business or company specializes in, your customers are extremely important, and much of their experience depends on the individuals they work with: your employees. As a consumer yourself, I’m sure you’ve noticed when companies, businesses, or even government agencies have “dropped the ball” and are essentially just doing the bare minimum to punch the clock and get paid. Talk about a sad state of being, especially at work where you spend the majority of your waking hours! So how do you go about making sure your employees are happy, passionate, and fully contributing their unique value? Read on to learn more.
There are typically five key areas that should be examined to determine whether your work environment is healthy or not. If it isn’t, you may have some work ahead of you, but getting and keeping everyone on track will be well worth it in the long run. If you discover problems in one of these areas, you may need to overhaul everyone’s attitudes and habits, so brace yourself – if you’re a mindful leader getting ready to take on a company or department revision of any kind, be ready for challenges, resistance, and maybe even having to let a few people go (depending on how things play out).
Alright, now that we’ve covered the doom-and-gloom part, let’s get back to our usual business of sharing solutions.
Five Areas of Interest for a Healthy Work Environment
1. The Leadership.
Oh, no! No leader wants to hear this, right? However, one of the first places to look for issues concerning the work environment as a whole is whether leaders in this department or organization are narcissistic, sociopathic, manipulative, or otherwise toxic. If you’re the leader and this doesn’t seem like you, then you might be okay (although you may consider asking for feedback from your employees to be sure). If you’re evaluating another leader’s performance and see any kind of toxic behavior, do what is necessary to keep this person from destroying the health of the organization from within.
2. The Communication.
Communication is important anytime there are people involved, so unless you’re living as a hermit, off-grid in a cave somewhere in the mountains, it may benefit you to hone your communication skills… and everyone else, for that matter. Communicative dysfunctions can come in the form of misleading information, indirect communication (sending messages through other people), and withholding information. Pay attention to learn whether this is an area of concern or not.
3. The Side-Effects.
Are your employees depressed, gaining weight, suffering from addiction or alcoholism, or not sleeping well? These could all be the result of a toxic work environment, so if one department in particular seems like its employees are unhealthy, sluggish, or just plain miserable, you may need to take a look at that department to determine what’s going on. This type of development over time is not good, and it may eventually even be the downfall of the entire company. It’s better to acknowledge and solve a problem when you discover it rather than letting it fester and get worse.
4. The Rules.
If policies and rules are followed sometimes and ignored other times, the entire work environment begins to break down into chaos. One hand doesn’t know what the other is doing, and this makes dealing with the company an extremely frustrating experience for its vendors, customers, and even employees. Is everyone up to date on policies and procedures in your department? What about your company as a whole?
5. The Culture.
Attitudes can be contagious, whether they’re positive or negative. Just as misery loves company, so, too, does a happy soul love another happy soul to interact with. If your employees complain, feel miserable, and focus on all of the negative aspects of their job, then everyone will be miserable soon enough. However, if there are a few daily habits in place to put everyone in a more positive mood, you can keep the good vibes strong while disempowering chronic complainers.
Now that you know where to look for problems, how do you think your company, organization, or department is doing? Is your work environment somewhat healthy, or do you have your work cut out for you? Tell us your story by leaving a comment or reaching out to us via email. We love hearing from you!
As always, continue leading mindfully and have a wonderful week.
For more information on the Mindfulness Movement and mindful leadership, please visit:
http://executivecoachinguniversity.com/mindfulness-movement
Need some help with your mindfulness practice? The Mindful Moments can certainly help!
It’s important for you to make sure that your essential needs are taken care of, especially during times of change, upheaval, or abnormally high stress. We’ve all heard someone say, “If you can’t take care of yourself, how can you expect to take care of anyone else?” Of course this doesn’t apply to everyone, but the point is generally received loud and clear. If you’ve followed us all month, you’ll remember that April has been a month of articles about change, dealing with change, and helping your team to do the same, especially when everyone is working toward a goal or solving a problem. To be at your best and stay there, here are a few things you can do (and even have your team do for themselves) to maintain your calm and sanity during uncertain times.
Caring for yourself, especially during times of uncertainty, can make a world of difference in your experience with whatever is happening. It may start out seeming horrible or like an insurmountable problem, but you’ll be much better at solving problems with a clear, sharp mind, well-rested body, and harmonious spirit. Here are several categories of self-care based on the different love languages so that you can determine which methods of self-care are best for you.
If you’re unsure about what love languages best fit you or you’ve never heard of the term, this quick definition should give you a general idea about what your needs are.
Love Languages for Self-Care
The five love languages, as presented in the book of the same title by Gary Chapman, are:
Words of Affirmation – If you feel loved when someone offers words of encouragement.
Acts of Service – If you feel loved when someone does something for you.
Receiving Gifts – If you feel loved when someone gives you a gift.
Quality Time – If you feel loved when someone spends quality time with you.
Physical Touch – If you feel loved when someone hugs, cuddles, or kisses you.
Which love languages work best to make you feel loved? What applies for other people can also apply for yourself, so love yourself in the ways that you need most.
#1. If you’re someone who likes to hear encouraging words, record yourself speaking or simply meditate with music and say an affirmation to yourself like a mantra. The most effective way to do this is to think about what you need the most at that moment and frame it in a positive way. If you’re feeling lonely, you might think an affirmation like, “I feel loved, connected, and complete.”
#2. If you’re someone who feels loved when other people do things for you, you might consider doing something for yourself. Treat yourself to a massage or spa day; something that will help ease your stress and balance your body is best during stressful times, so I recommend avoiding things like alcohol, sugary treats, and so on. Do something for yourself that makes you feel good. A massage is perfect because someone else is giving you the massage… this would also count for the physical touch love language.
#3. If you’re someone who enjoys receiving gifts, go buy something that you want or have wanted for a while but never had a justification for getting. Within reason, of course! Whether that’s a new purse, outfit, or yacht is dependent on your finances, so remain responsible ;). For some of us, the tiniest things can make us happy, so ask yourself: what gift would make me happy right now?
#4. If you feel loved when spending quality time with someone, then maybe it’s time to spend a little quality time with yourself. The beautiful thing about this is that the possibilities are endless; if you have someone you miss spending time with, spend time with that person. However, if no other person comes to mind, you can do something that makes you happy while you’re doing it. For some that might be a hobby like writing, composing music, or photography; for others it might mean going back to martial arts or dance classes. It doesn’t matter what you do, but if there’s something you can do just for yourself, you will feel more peaceful and better equipped to handle any problems that arise.
#5. If you feel loved through physical touch, you can easily seek out close friends and family members for hugs, bond with your pet for a while, or (as mentioned) go get a massage. In some cities there are people who offer cuddling services, so if that’s something you’re comfortable with, you may want to look into it.
No matter what your love language is, self-love tends to follow along the same lines, so figure out a couple of things that you can do regularly if you find yourself feeling off. The more of your love languages an activity covers, the less time you need to devote to meeting your personal needs. However, not meeting your personal needs can be a very negative and painful experience, so find ways to take care of you so that you’re at your best.
What are your love languages? Has learning about them made it easier for you to care for yourself in an all-encompassing and balanced way? Leave a comment or drop us a line about your stories! We love to read them.
For more information on the Mindfulness Movement and mindful leadership, please visit:
http://executivecoachinguniversity.com/mindfulness-movement
Need some help with your mindfulness practice? The Mindful Moments can certainly help!
If comfort is your goal, growth as a human being is not for you. However, as a mindful leader, you already know this and are probably a pro at being uncomfortable by now. If not, then this article might help. Your ability to go with the flow while directing it is what will allow you to be your most successful, and reframing is a great way to make sure that you as well as everyone on your team is able to accept and embrace the changes that occur inevitably. Read on to learn how to reframe change that seems negative at first, for yourself as well as for your team.
First, what is reframing, exactly? According to Wikipedia, “Cognitive reframing is a psychological technique that consists of identifying and then disputing irrational or maladaptive thoughts. Reframing is a way of viewing and experiencing events, ideas, concepts and emotions to find more positive alternatives.”
Have you ever met someone who always sees the silver lining no matter how heavy and black the cloud might be? This person probably taught themselves internally from an early age to see the good in all things rather than dwell on the negative, whether they realized they were doing so or not. On the flipside, have you ever met someone who is dreary and heavy like the cloud itself, and even if it had a silver lining millions of miles long, they still wouldn’t see it? These are types of people who either never learned to reframe or just never applied the idea to their thoughts.
Having said that, what type of person do you lean toward being: an optimist or a pessimist? If you’re somewhere in the middle, you may already know how to and be able to reframe, but you may not give it the credit it deserves. After all, it’s all woo-woo, new agey stuff, right? Well… not really. Though the science behind it is still relatively new, we do know that emotions carry positive and negative frequencies with them, and these frequencies can negatively impact the human body. That’s why depression is linked to heart disease and stress is linked to cancer; your inner work is very important for your outer self.
Likewise, shining a positive light on problems or changes that are perceived as negative can increase your team’s productivity almost instantly. So, what are some basic techniques for reframing so that everyone can get back to full functionality and productivity?
Reframing Basics
#1. Shift from negative to positive. If your team is worried or scared about the problem that needs solving, you might ask them to think about what kinds of positive outcomes would be ideal to them and ideas on how to get there.
#2. Shift from victim mentality to empowerment. For those who seem to think they’re “cursed” or have “bad luck,” this is a great technique. If there are people wandering habitually through this mentality on your team, you might consider asking them to explore whether there’s anything they could have done to prevent the same things from happening over and over. If so, it is in their power to help change these events, and realizing that will not only empower them but give them the motivation to keep going even through the challenges.
#3. Shift from unknown future to the previously conquered past. If there are people on your team doubting themselves in the endeavors they will need to undertake to do their part, a good way to reframe is to ask them if there’s something they achieved or overcame in the past that made them feel powerful. If they can overcome or achieve that, there’s no reason they can’t overcome or achieve this as well.
#4. Shift from past failures to future potential. There are bound to be members of your team who are nervous simply because they’ve never done a specific task or type of project before. In this case, if they have doubts about themselves, you can ask them to visualize how they would feel after successfully completing that exact task or project. This will build confidence.
#5. Shift from liability to positive asset. There are bound to be team members who feel that their “weaknesses” might get in the way of accomplishing what they would like to, for themselves as well as for the organization or team as a whole. If you find yourself dealing with a situation like this, reframe their “weakness” to be a strength. For example, if someone is worried about their performance because they’ve always been told that they’re too bossy, you might ask them to consider how and where their bossiness might be most beneficial to this particular change or problem. They may even surprise themselves with their answer ;).
No matter what, always keep in mind that change can be scary and every individual is different as far as how they handle things and work through their initial reactions. As a mindful leader, it’s important that you guide them, stay positive as much as possible, help them reframe as needed, and remain as patient as you possibly can.
What are some reframing techniques you’ve used in the past? How effective were they? Please leave a comment or drop us an email to share some of your stories!
For more information on the Mindfulness Movement and mindful leadership, please visit:
http://executivecoachinguniversity.com/mindfulness-movement
Need some help with your mindfulness practice? The Mindful Moments can certainly help!
As a mindful leader, you may be tuned in enough to realize when changes are necessary. Whether this is because you listen to your team’s suggestions, the company has a budget issue, or for any other reason, your instincts are likely trained to tell. This is an excellent skill to have, although deciding to make changes and implementing them are likely going to be a team- or company-wide affair. Not to worry; if you’re in need of a little guidance to help you figure out your next move (or simply reassure you), you’re in the right place. Read on for some tips about how to mindfully make decisions while also including your team and their input.
Depending on your individual nature and leadership style, your methods of coming to a decision might vary. However, there are a few things you can do to make the process run smoothly, especially if that process involves the need to deliver bad news to your team or company. Whether this bad news comes from a superior or just exists doesn’t matter; people handle bad news differently, and it’s best to keep everyone as calm as possible as you move through the decision-making and change process.
Five Tips for “Bad News” Situations Requiring Change
#1. When you first learn about whatever bad news you have to deliver, it may be reasonable to take a little time for yourself to work through what’s happening and figure out the best way to tell your team about whatever is going on. If you haven’t yet, you may want to check out our previous article about the five stages of acceptance so you’re prepared for the various emotional repercussions that will likely come up.
#2. Like many people, you’re probably going to need at least a little bit of time to process what’s going on. Of course, this also depends on the severity and scale of the problem, but your ability to move through the stages of acceptance quickly is paramount. There are two ways you can speed up this process: write or journal about it, or meditate on asking for a solution that is beneficial to the majority.
#3. Be patient with everyone around you. It’s impossible to tell what a person might be going through in their lives outside of when you know them; a problem cropping up at work might be the fourth or fifth major problem they are dealing with, and even if that isn’t the case, patience is still a virtue. Withhold judgment while everyone settles into this new knowledge, and you’ll find that people will maintain absolute respect for you during trying times.
#4. Once most of your team has settled, it’s a good idea to ask them for ideas and suggestions. They may see the problem much differently from how you do, and new vantage points can help you to make better decisions. Ask them to take a day to think about the situation and what they perceive to be the best course of action. Have them write down their ideas and then have a brainstorming session to share, discuss, and come closer to a conclusion.
#5. Communicate with your team one on one about their ideas, especially if you want to include them or bench them. No matter which way you’re leaning, it’s important to remain respectful as you create your plan and come up with a solution for the issue. It’s also important to let people know what’s happening with their ideas, whether they are going to be used or not. This validates the ideas themselves, and the people that those ideas came from. Just because you don’t plan to implement someone’s idea doesn’t mean you don’t respect them as a person, and they will be more likely to participate next time if they know that their opinion is valued.
No matter what your situation might be, I hope that this information allows you to better deal with and constructively solve any issue you might come across =). Have you used any of these techniques or others to help in your problem-solving and/or change implementation? Leave a comment or drop us an email to tell us about it!
For more information on the Mindfulness Movement and mindful leadership, please visit:
http://executivecoachinguniversity.com/mindfulness-movement
Need some help with your mindfulness practice? The Mindful Moments can certainly help!
Change is a funny thing, and I don’t mean funny ha-ha. If you’ve spent any significant amount of time being alive (which you most definitely have if you’re reading this), then you’ve probably already learned that change – whether you perceive it as good or bad – is inevitable. It is a constant in life, and when we don’t change enough, we end up stagnating and our growth as an individual slows to a crawl. One of the most challenging things as a mindful leader is to foster positive change within your organization while helping all of the different personality types around you to move through their acceptance processes in a healthy and constructive way. The first time will be the most difficult… but you’ve got this! Read on to learn five actionable tips for fostering positive change as a mindful leader.
When we speak about change and being resistant to it, we’re not talking about a useful resistance; that fear and anxiety surrounding change is associated with risk, making our reptile brains completely freak out and go into fight or flight mode. That fight or flight response may have been useful in the past, but nowadays it overreacts to almost everything due to changing times. We no longer have to worry about being hunted and eaten by an animal bigger than us or surviving a night in a cave; we humans are excellent at making ourselves feel more comfortable, at ease, and taken care of ;).
These days, we’re dealing with more people who are afraid of change, success, and happiness than ever before. This may not be a conscious response, but if you take it into consideration, you may find that a fear of success is really a fear of the responsibility that comes with it. A fear of change is most likely really a fear of things going wrong. A fear of happiness might really be a fear of getting too comfortable and letting people into your heart. No matter what the case, it’s becoming increasingly clear that the reptile brain does more harm than good, so let’s try to take that old method of reacting out of our minds and replace it with more efficient, courageous, and lasting strategies.
Five Tips for Fostering Positive Change as a Mindful Leader
Knowing now what we know about the human brain, we can begin to make changes to our internal functions through intentional inner work. The human mind is like a super computer, but always expanding, learning, changing, shifting, and making things more efficient… if we train it properly.
#1: Meditate.
I know, I know… you probably feel like this is my top suggestion for everything, but that’s simply because of how effective this practice is! Even if you have no clue what you’re doing or how to meditate, begin. Take five or ten minutes a day (you will likely want to increase this slowly as time goes on, but it isn’t necessary) to sit and listen to some soothing music or a guided meditation. You can find many of these on YouTube absolutely free (although I would recommend choosing a video without ads throughout for meditation). Pretty soon you’ll be able to find meditation tracks on our website as well, so stay tuned =).
#2: Exercise.
This seems like a no-brainer, but believe it or not, regular exercise such as yoga and vigorous exercise such as lifting weights or running can actually help your body release negative toxins and work through negative emotions and stress. It doesn’t take much; ten minutes of yoga a day and a trip to the gym or a walk twice a week is plenty, especially if you’ve spent a while living a sedentary lifestyle (like sitting at a desk all day for work). Incorporating some simple exercise into your daily routine will help keep you balanced and centered.
#3: You are what you eat.
What we put into our bodies directly affects how much we can expect from our bodies on a daily basis. If you eat a lot of heavy, low-vibration, dead foods, you will likely feel heavy, sluggish, and not as great as you could. However, if we put high-vibration, alive, light foods into our bodies such as salads, kombucha with live probiotic cultures, and fruit, we will feel light, alive, and energetic. Of course this doesn’t mean you have to radically switch your diet in a day; lifestyle changes take a little time. However, beginning to expand your palate and try new, healthy foods can be done immediately. Start trying things that are healthy for you like quinoa, power greens, and green smoothies (best if homemade). Adding these types of foods as snacks or replacing something heavier with something lighter will feel strange at first; however, the more you eat those healthy foods, the better your body will begin to feel, and the more you will crave those foods.
#4: Sleep is good!
Another aspect of people’s lives that can wreak havoc without being obvious is a lack of sleep or a sporadic sleep schedule. Sometimes we feel like we might have insomnia, but really it’s because we watched TV or drank caffeine, prompting our bodies to resist sleep because we inadvertently tampered with our circadian cycles. If your sleep schedule isn’t consistent, you can expect to feel sluggish and low energy quite a lot, not to mention the emotional repercussions; some are more sensitive to this than others, but oftentimes a sleep schedule inconsistency isn’t even considered to be a cause because we like to be the boss and do what we want instead of getting some rest ;). Forming some solid sleep habits could make a massive difference in your life, so if you suspect that this might be holding you back, try something new.
#5: Leading by example.
Now that you, the mindful leader, know what to do to help yourself, you can lead people by example. If leading by example isn’t enough, you might consider having everyone at the office stop everything for five minutes for a group meditation. Get creative and think of when this might help the most – first thing in the morning? Right after lunch? Or perhaps you’ll get creative and announce a meditation break anytime the energy in your workplace gets too frantic, panicky, or stressful.
The top priority during a time of change is to keep everyone on track, focused, and working with minimal fear surrounding the change or changes occurring. Like a parent, your job is to guide your team through their struggles while allowing them to learn and solve their own problems. Meditation breaks could be the beginning of an incredibly tuned-in workplace, so this shouldn’t be something you only implement during times of change. Start meditating every day! You might be surprised just how much its benefits can turn things around, on an individual as well as a group level.
I certainly help that these ideas help you and your team to implement changes in a healthy and growth-oriented way! As always, continue leading mindfully and we look forward to seeing you here again.
For more information on the Mindfulness Movement and mindful leadership, please visit:
http://executivecoachinguniversity.com/mindfulness-movement
Need some help with your mindfulness practice? The Mindful Moments can certainly help!
However, for those of us who have learned that failure can be the most valuable teacher available, the fear of failure has been whittled away over time. The same is true for parents; those parents who go into the process of teaching and raising their children filled with a fear of failure often don’t realize that they may actually be hurting their children and ingraining that same fear in them.
That’s not to say that parents and leaders alike don’t have some anxiety, doubt, or worry hiding behind their confident smiles. The trick is to have absolute faith that, even if you fail as a leader or parent, it is not final. Nothing is written in stone, and lessons can be learned from failure that could never be learned without it.
Five Tips for Failing Forward in Parenting and Leadership
1. Focus on the lesson. Whether you stumbled over your words during that important presentation in front of the board or completely overreacted to something your child said or did, it can always be rectified. Maybe not immediately in the moment, although that is a possibility if you think on your feet but in the future. Practice your presentations and get more comfortable with speaking in front of people. Talk to your child and apologize for overreacting; if he or she feels that you are unapproachable or will “freak out” whenever something important is brought up, your child may never open up to you about anything important again.
2. Remember that we’re all human and therefore imperfect. I even want to say we should go as far as embracing those imperfections; what better way to develop genuine confidence? Making peace with your imperfections ensures that they don’t evolve into insecurities. Your children, employees, or those whom you mentor may have put you on a pedestal; however, the sooner they realize that you are, in fact, only human, the sooner it will inspire them to go forth and be their best without feeling pressure to be perfect.
3. Honor and cherish your humility. In other words, don’t be a sore loser... or a sore winner. Your grace in the face of failure speaks volumes about you, as does your grace in the face of success and accomplishment. Bragging obnoxiously or throwing your achievements in someone’s face only serves to make you look bad, and suddenly your bad attitude outshines any significance your success may have had. Why destroy your accomplishments with a bad attitude?
4. Arrogance, ego, and a need for control or power don’t serve anyone in the long run, whether you’re a leader, parent, or mentor. How many times have you ever heard an employee say, “My manager is on a power trip. It’s wonderful!” or an adult child exclaim, “My parents thought they knew everything, but they’ve been wrong more often than not. Of course, they’re still in denial, but it’s the best parenting technique in the world!” It’s so much easier to admit when you’re wrong, ask questions, or apologize for one faux pas than for a lifetime of them.
5. Let go. Allowing your employees, children, and those whom you mentor to make their own mistakes is a priceless teaching tool that will help them much more effectively than taking over when things look difficult or scary. I know this can be especially challenging for parents because your emotional involvement is so deep and you don’t want to see your children get hurt; however, you must remember that they are individuals, too, learning to make their own way in the world.
Children are children for technically 18 years of their lives, but to be generous, let’s say 25. If the average lifespan is 75 years, this accounts for merely 1/3 of their lives... as humans, we spend the majority of our lives being adults. The better we can teach our children from an early age, the more self-sufficient they will be as adults. And yes, of course, they may experience failure, mistakes, heartache, and loss... but a child who has never experienced anything will be ill-equipped to deal with anything as an adult, not to mention dealing with the emotional repercussions of whatever life might want to throw at them.
For those whom you mentor or serve as a leader, the same is true. Exchange the word “child” for “employee” and “parent” for “leader.” The principles are very similar.
This brings me to May’s theme for the Mindful Leader blog: Failing Forward. Stay tuned on Tuesdays this month to read more about failing forward, its value, and how you can incorporate tips, tricks, and tools into your mindful leadership style to make the most of failure and inspire those around you to do the same.
Happy Mother’s Day!
After 27 years in business I know how imperative it is to consistently fine tune your offerings for what is relevant for your clients, you and your business. Working as an Executive Coach the needs landscape is constantly changing. Through listening to the needs of our clients we change what we offer in our suite of services accordingly. One area that is a constant and is consistently on the rise in the world is stress in life and business.
Stress is like an odorless gas. It seeps in and slowly begins to asphyxiate us. Before we know it the symptoms of stress show up in our relationships, work quality, and our physical body. We treat these symptoms in a variety of ways from medicine, to escapism and everything in between. These treatments however do not take care of stress itself as the core issue.
My colleagues Drayton Boylston, Jenna Forster, and Greg Styles and I at the Executive Coaching University have committed to taking on this stress epidemic. Each of us has our specialties in coaching clientele ranging from high level executives, business owners, women in business, high performance athletes, engaging the millennial workforce and serving fellow coaches. The brain trust at ECU is constantly seeking ways to serve the highest number of people, for the greater good of all, in areas that have the most impact in behavioral change, for the best results in life and business.
Consider these facts:
By attacking the root of this stress issue we are helping our clients find:
Over the next few months we will be offering a one day Oregon Stress Slayer Workshop and a Colorado Stress Slayer Workshop to kick off our dedication to increasing the happiness level in our clients, by reducing stress in our lives and businesses through mindfulness. We want to lessen this common link of stress and replace it with higher quality of living for you! Keep watch for other offerings as we continue to serve the greatest number for the greatest good through coaching. Take the time to invest in yourself and join us to help reduce your stress. It may just save your life!
To register for the workshops in Salem, Oregon or Denver, Colorado click the links above. For more information about other locations and dates or to bring us into your organization or city please contact us here: 1.800.251.1696 or email us.
Which one of these fits your need? Something else?
We admire your courage to start investigating whether coaching will help you. We know it can help most folks…not all, but most. You see, the key is whether you are ready to change. If you’re not, please don’t waste time going down the coaching path. It won’t work. If you are ready, then let’s talk and see if we are a good fit.
The Executive Coaching University is one of the leading Executive Coaching Training and Leadership Development firms in the world. We have trained thousands of individuals in 39 countries in our proprietary MasterMind Executive Coaching Process™ as well as many other leadership skills. Our programs are approved by the International Coach Federation (ICF), Society for Human Resource Management (SHRM), and Chartered Institute of Personnel and Development (CIPD) in the UK.
