41 Leading from Within: Bridging the Personal and Professional with Rivka Geoghegan

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Narrator

Hello and welcome to Cherie Lindberg's Elevated Life Academy. Stories of hope and healing. Through raw and heartfelt conversations, we uncover the powerful tools and strategies these individuals use to not only heal themselves, but also inspire those around them. Join us on this incredible journey as we discover the human spirit's remarkable capacity to heal, find hope in the darkest of moments, and ultimately live an elevated life.

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Cherie Lindberg

Welcome to another episode of Elevated Life Academy, and I am your host, Cherie Lindberg. And we have a guest today, Rivka, who is going to talk about leadership. So I'm excited to see where the spontaneous conversations going to go. And I'm going to let her introduce yourself and share about why this topic interests her. And as you all know, we draw from healers from all over the world and all over the country.

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Cherie Lindberg

And frankly, I'll just put this out here right now. We need more understanding of integrity, of of leadership, conscious leadership. So I'm excited about our conversation today. So welcome to the podcast.

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Rivka Geoghegan

Wonderful. Thank you so much. I'm so happy to be here. So my name is Rivka Geoghegan And brief intro I'm an executive coach and I work with leaders and entrepreneurs and founders. And I support them in their bridging their person and their profession so that they could feel more integrated and elevated in their workplace and how they're showing up for themselves and how they're showing up for the people that they're leading and the people that they're supporting.

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Rivka Geoghegan

And a little bit background is that I am also a licensed therapist. So I had a private practice for about 20 years, and I opened a therapy center in Berkeley, California, with the three other few other practitioners. And I absolutely loved that work. And I started working with a lot of Silicon Valley professionals and people that were coming with a lot of mental health, not only mental health issues and struggles, but just difficulties in their workplace that were that was stemming from kind of lack of awareness or inner structures that were happening.

00;02;26;00 - 00;02;50;09

Rivka Geoghegan

So I started doing that work quite naturally, and then decided that I wanted to shift the framework that I was working with in, and decided to pursue coaching so that I had more opportunity to work with specific kinds of business leaders, work with corporations and companies, and bring the therapeutic skills and understanding of human development and the personality.

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Rivka Geoghegan

And how does personality develop and how does that translate in our relationships via the workplace and via leadership? So that's pretty much what I'm doing at the moment and loving it very much, supporting that community and and bringing more humanity into the workplace, which I feel is really important.

00;03;10;08 - 00;03;23;09

Cherie Lindberg

Yes. And completely on that vibe with you. Okay, so so tell us a little bit about that. Like how do you how do you go about that? What is the what is the process that you're helping leaders.

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Rivka Geoghegan

Yes. So anytime I really speak with somebody. So I'm supporting it really in a few different ways. One is sometimes offering workshops and leadership trainings to understand and offer certain frameworks of structure. And I'll explain that in a moment and how that shows up for them and how that shows up in their leadership style. I'm also also working one on one with people where they will have a certain goal or certain intention or something that they're working on in their leadership style, in their leadership approach or challenges at work.

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Rivka Geoghegan

And as we're having that conversation, I could see different layers and different aspects of their system and how they're functioning that they may not be aware of. And so we start to open that up and look at it and again start to look at their inner structure. So maybe I'll talk a little bit about what I mean by that.

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Rivka Geoghegan

When I'm working with people I'm and or when I use the word consciousness, really what I'm talking about is awareness of the different aspects of yourself or your sense of self. And one of the things I have really like pulled from my therapeutic training in my work that I love, is this notion of structure. So what does that mean?

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Rivka Geoghegan

And how do you think that way? And I maybe have two examples that could help. I like thinking individuals because it put it in, you know, make it more concrete. So imagine like little Legos, you know, the little Legos, plastic toys that like, you know, fit together. You know, people are kind of when I think of inner structure, I think of little Legos that we, you know, as we, you know, we are, you know, born born into whatever family system we are, we have whatever life experiences we have.

00;05;05;24 - 00;05;34;01

Rivka Geoghegan

And as we go through our development, these little Lego pieces get clicked together. Click, click, click. You know, different pieces. And that's that creates our sense of self. But our sense of self is not really one thing. Like as people, we are not just one thing. We are different things, right? We're different parts. And so when I think of structure, I think of how did those little Lego pieces all kind of click together to create the self that we experience our self as?

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Rivka Geoghegan

And they're pretty like common parts that we all have. Like we all have an attachment system. You know, we all have object relations, which are basically the dynamic that informs our sense of identity in response to our relationships, our early caregivers.

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Cherie Lindberg

Right. We all have some.

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Rivka Geoghegan

Version of an inner critic or some kind of inner judge. Everyone has it. It depends on how strong, how not strong. But that's another structure that we all have, you know, sense of identity, sense of value there, these pieces of our, you know, little Legos that we all have that then inform how we think about our self, how we experience our self, how we think about the world, what we expect from the world, how we relate to others.

00;06;26;25 - 00;07;01;04

Rivka Geoghegan

We show up in relationship, how we communicate. All of these things come from this structural element that I'm talking about and what I find very useful, I mean, for myself, and when I'm working with people, is to help people have an understanding of their own particular structures and their own make up of their structures, so that you really know, like where you are in your own inner mapping is the word that I use at any given time.

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Rivka Geoghegan

So you can understand and it may sound like a self analysis, which is not really what it is. It actually is a self awareness. It's like really being aware of where are you in your own internal system, in your own internal structure? Where are you? What's informing how you're functioning? And do you want to choose that or not, or do you need to update that or not?

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Rivka Geoghegan

Or do you need to move your pieces around or not? Like there's a lot you can do with that knowledge. And so that's the the basis for what I really enjoy working with.

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Cherie Lindberg

Yeah, I mean that makes a lot of sense. What you're what you're saying. What's coming up for me as I'm listening there is how much that inner structure would definitely impact our decision making and how we are leading other people. And it would make sense to me that if I have an inner structure that I'm I don't value myself, that maybe I'd be I'd struggle to sit boundaries as a leader or something like that.

00;08;03;13 - 00;08;06;00

Cherie Lindberg

That's what I'm imagining in my head as you're talking.

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Rivka Geoghegan

Exactly. That's exactly right. Exactly. So one of the things that is often a big part of the structural element that I talk with people are a lot. This notion of default position, where it's kind of like left to your own devices, like, you know, when you pour water in a, you know, in a, in a, you know, a groove in the earth, whatever that naturally flows, it's like your default position is where you just like, just will naturally flow.

00;08;31;09 - 00;08;50;26

Rivka Geoghegan

And sometimes that's not really the direction you want to flow in. Or, you know, another language for that is an old system like your old system, a system that was developed in response to something from the past. So the person that doesn't draw boundaries as a leader or needs to be more direct, but their default position is I don't actually take up space.

00;08;50;26 - 00;09;21;28

Rivka Geoghegan

It's not safe for me to speak directly or, you know, there's many options I can. Right? And so we want to understand like, oh, here's the external goal that you have. I want to set more boundaries and speak more directly and more clearly. We look at that. We work with examples of what that looks like when you do it, what it looks like when you don't do it, what's in the way, and kind of understand that default position or that inner structure that's not allowing you to do that.

00;09;21;28 - 00;09;43;06

Rivka Geoghegan

But the difference, just to clarify, is that in therapy, for example, just to bring in that difference, like you could spend, you could just go deep down into that structure and spend a lot of time in all the nuances of that structure. And I just wanted to make the discernment that in this work that I'm talking about, that's not really what we're doing.

00;09;43;06 - 00;10;10;05

Rivka Geoghegan

We're more really identifying, understanding, getting the knowledge and then using that back up. I use that, you know, going down, grabbing it and then using it and understanding it and coming up with tools, how to invoke it more, how to navigate when the structure comes up. But we're not really in but going deep down. And so like now we're going to spend, you know, a lot of time in the history of that and emotions we're having.

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Cherie Lindberg

Yeah, I'm hearing you talk about like using that for sustainable change and movement. Yeah.

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Rivka Geoghegan

Correct. It's action taking. It's goal oriented with depth and knowledge and awareness of who you are and what you're bringing to that goal or to that desire or to that quality.

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Cherie Lindberg

Right. Okay. So I got some good questions here. Okay.

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Rivka Geoghegan

Let's do it. Yeah.

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Cherie Lindberg

So as let's say you're working with a leader that their position is, you know, I'm afraid to be seen like you were saying, or I'm invisible or whatever. And they're leading this big project and they've got to, you know, stand up and evoke leadership. And you've worked with them and you've tried these actions stops like, I'm just curious what happens when you meet the wall, you know, where and you they are stock or they won't move and do the action to complete it, if that makes sense.

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Cherie Lindberg

What I'm asking, what do you do?

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Rivka Geoghegan

I think maybe what you're saying is that if they don't, if they don't, what happens if they don't do the action or not are not able? When you said wall, the first thing I thought of was a very much like a I don't work in a counter active way, meaning like we have to get around that wall, like we need to like wam ourselves through, like, okay.

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Cherie Lindberg

All right.

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Rivka Geoghegan

That's not happening in the moment. So we have to create optionality, right. Other options. If there are other options. And clearly we need to understand that wall more right. Will kind of hang out there and understand that more. Again, open that up and find other options. And maybe there's something smaller. Maybe there's a bite size, maybe that's not the right goal.

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Rivka Geoghegan

Maybe the goal needs to be reworked. Maybe there's another way to approach that. Maybe there's another way to delegate that has to move somewhere so that you're not just sitting at the wall and not yeah.

00;12;03;13 - 00;12;10;27

Cherie Lindberg

I'm basically hearing you like, let's get curious about what is emerging here. Let's look at all the different things always.

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Rivka Geoghegan

I mean, for me, always that curiosity breeds openness. And if we're just trying to like ram something through or not make space for what's actually occurring and be curious about it, that actually keeps things more locked in place and not able to move. And I feel like small shifts go a very long way. So even if that example that you just said, if you could create a small shift there, it will be, you know, it will be pretty meaningful.

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Cherie Lindberg

What inspired you to start working in this way?

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Rivka Geoghegan

Well a few things, kind of what I said before about, you know, seeing the different kinds of clients that kept coming to my therapy practice. I felt like, oh, this population really needs support. The other thing that inspired me was I started to work with a few entrepreneurs and founders and got involved in the startup world and really was learning about how much wellbeing challenges people under that kind of pressure.

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Rivka Geoghegan

And, you know, the entrepreneurs and the innovators of our world and the connection between their, you know, brilliance and and, you know, their need for wellbeing and some mental health difficulties or issues. And there's people doing research about that at the moment, and there's an intention and movement to elevate the startup ecosystem so that there's more support for all the facets of somebody in that very high pressured, very intense role.

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Rivka Geoghegan

So that that intrigued me and really drew me in to want to support that community specifically, but also highlighted the divide between work in our professional selves, our personal selves. You know, there's a, you know, all this research at the moment about the need for psychological safety at work that in Edmonton is doing, just bringing in more humanity and more support and more well-being to our workplaces.

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Rivka Geoghegan

High pressured roles, no leadership demands, and especially in the world we're in right now, feeling fragmented and feeling like I have to cut myself off of who I am to show up and do this other thing and pretend, and you know that I'm somewhere else. It just is just we really need more integration. And so that's one thing about bridging worlds and bringing worlds together and bringing the person that you are to the profession, to the role and having support for that and having a conversation that includes that to me, is just what people want and and better for society, better for where we are in humanity.

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Cherie Lindberg

Well, I just love I love what you're saying. So I just I remember growing up and I worked for many lousy leaders growing up and not ever understanding why there wasn't more humanity. Because it's like you are losing money as a leader, doing it this way. When you are supporting your workers growth and well-being, they're going to do a better job for you.

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Cherie Lindberg

Like I, I just never could understand the other the other way it was going for so long.

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Rivka Geoghegan

Exactly. I mean exactly. And it's so it's so obvious. It's so clear. But yet there is still such a big gap.

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Cherie Lindberg

What do you think is the why there's a gap there. What is it that they don't see it. They don't value it. I mean, do you have any insights on that?

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Rivka Geoghegan

I'm thinking about like a bunch of different things right now. But but one of the things I'm thinking about is like, again, it's kind of an old system. It's an old school notion. Yeah. You know, of how we need to be in, you know, as leaders and authoritarian and, you know, you know, top down. And this is on a different attitude.

00;16;04;22 - 00;16;35;13

Rivka Geoghegan

It's just it's just outdated. I think that's one thing. And I do think there's another aspect of how stigma plays a role in how people talk about anything, really, that has to do with looking inward or inner development or inner growth or any inner uses is the word inner and the word mental health or anything like that? You know, a lot of times people are like, oh, that's, you know, there's either a stigma, something's wrong with you, you have a problem.

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Rivka Geoghegan

You're not a high functioning person. Yeah, you're not going to be a success. So there's really like a split. Yeah. It's in the reality of who we are as as full human beings and how we show up and try to succeed and how to build and how to create and how to innovate. And I think that split, even though I there's so many ways that that's trying to be addressed and navigated, I think the underpinnings are still what leads.

00;17;05;10 - 00;17;29;04

Cherie Lindberg

I agree with you. And I mean, I've had this experience myself. If I go and talk to a group and I talk about their giftedness and they're ability and their capacity for achievement, I've got engagement. But if I start to talk about mental unease at that word mental, like you can just see people shut down. So I agree with you with the stigma is still there, even though I believe it's not.

00;17;29;04 - 00;17;31;16

Cherie Lindberg

It's it's very unfortunate.

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Rivka Geoghegan

Yeah. Exactly. So therefore people in positions like when I'm talking about the startup founders in terms of wanting to bring in more support for them or address their wellbeing, it's still like a separate thing that they need to go figure out on their own, and they don't feel comfortable. I mean, there's a lot of research at the moment where like, they won't speak to their investors, they won't be transparent, they won't come to the table and say, this is what I'm struggling with.

00;17;56;10 - 00;18;25;24

Rivka Geoghegan

Or and it's not it's not about, you know, people like to say a lot is like, well, don't come and air your dirty laundry to work. It's it's not about that. It's not about like, oh, I'm going to come and just like, be a mess. It's just about I'm going to allow my full experience of what I'm being impacted or how I'm being impacted in this role to be present and be responded to so that I could be more fully in the role to my best capacity, like optimize your sense of self.

00;18;25;26 - 00;18;32;25

Rivka Geoghegan

And so I think that is the the key. And we can't cut off parts of ourself in order to optimize ourselves. It doesn't.

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Cherie Lindberg

Work.

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Rivka Geoghegan

Just doesn't go.

00;18;34;23 - 00;18;59;01

Cherie Lindberg

Together that way. Well, I guess this goes back to the, the theories and philosophy of, you know, we're separate parts, like we're, you know, and but I think what we need to do in our society because as we're moving towards innovation and we need to move more towards innovation and new systems like you, like you were talking about, is we going to start looking at the whole.

00;18;59;01 - 00;19;01;20

Cherie Lindberg

And that's what I'm hearing you say. That's right. Yeah.

00;19;01;20 - 00;19;26;08

Rivka Geoghegan

You have to look at the whole and the whole has to be. It just has to be part of the conversation and or there has to be a place for it at the table. Yeah. You know, is is really the main thing that I'm saying. I mean, when there's so much, you know, when people come and talk to me about different issues, whether how, how they're leading, how they're communicating, what they're anxious about, what is causing them significant stress.

00;19;26;11 - 00;19;53;05

Rivka Geoghegan

Yes, there's a lot of external factors. And the and the other thing that's challenging is that a lot of those external factors are not in people's control. So you can't control those external factors a lot of the time, but where you have the capacity to control or at least to have some, you know, empowerment is to understand how is that impacting you, how are you responding and how could you respond differently or better, or how is that affecting your anxiety?

00;19;53;05 - 00;20;15;03

Rivka Geoghegan

How is that affecting your regulation? What is being activated in you? Why are you not being tolerant? What's happening with your communication style, how you're speaking, how you're hearing somebody speak, all of those elements? I kind of call them like the little behind the curtain, like, here's what's happening in front of the curtain. And there's always something happening behind the curtain.

00;20;15;07 - 00;20;32;19

Rivka Geoghegan

Always. Just because we ignore it doesn't mean it's not happening. And if we ignore it, then again, you're just disempowered and you're and you're in a state of not knowing what's affecting you and therefore what's affecting the people around you and what's affecting the overall success.

00;20;32;21 - 00;20;53;20

Cherie Lindberg

So this is stories of of hope and healing. That's part of the the podcast. So is there maybe a story that you can think of or a leader that you worked with that you were just like really inspired by? Or you worked with them and they they were able to be successful. And that's what hooked you into wanting to do this more.

00;20;53;23 - 00;21;17;22

Rivka Geoghegan

Well, it's funny, I'm thinking about the first thing that comes to my mind is something you said earlier about somebody who needed to draw boundaries and wasn't able to, again, just to to kind of cover details. But there was a leader that I was working with and there was a lot being asked of him, and he just did not feel comfortable taking up any space whatsoever.

00;21;17;22 - 00;21;38;29

Rivka Geoghegan

And so as a leader, that those two things weren't really sinking up, weren't really going well together. So we worked really closely in a lot of different ways in really understanding and exploring real live, you know, examples that he would bring to me like, this is what I'm working with. This is the conversation I want to have or I need to have.

00;21;38;29 - 00;22;01;17

Rivka Geoghegan

This is what I'm doing tomorrow. And we would really open up and look at the the old system stories that he had of like, why he wasn't, you know, comfortable or didn't want to or, you know, people have so many different structures. Back to that word about conflict or lack of conflict, speaking up, taking space, all of that.

00;22;01;17 - 00;22;25;27

Rivka Geoghegan

So we did a lot of work around those different topics, and it made a huge difference. And he really was trying to both own his space and excel in his own leadership role. And it really made a huge difference. And just the knowledge that he had of knowing what, what system he was in inside himself. He was able to then make different choices.

00;22;25;29 - 00;22;39;22

Rivka Geoghegan

And what was interesting is that the choice making capacity, once he realized like, oh, I'm here, but I want to be here, I understand what's impacting my he was able to like, you know, that make a different decision to show up differently.

00;22;39;25 - 00;22;52;28

Cherie Lindberg

Call. I mean I'm also hearing a lot about relationships, right. And new systems and new ways of of showing up in, in relationships and navigating them.

00;22;53;00 - 00;23;16;16

Rivka Geoghegan

Absolutely. I mean, that's that's pretty much like when you're, you know, in your professional role, that's so much of what's happening is relationships. All of you know, relationships. And so knowing what's impacting you, you know, I talk a lot about I mentioned before, I said about emotional regulation, feelings of safety, feelings of what's happening with your judge. Yes.

00;23;16;16 - 00;23;40;25

Rivka Geoghegan

So many times people are very much under the self-talk of judgment, and they don't even realize it. Self-judgment, it creates anxiety. And then that anxiety makes you not able to function well, and that it's like this domino effect that when you're in it, you can't really see it is really difficult to see. Plus you're having that knowledge. What are the developmental pieces that are impacting each one of those dominoes.

00;23;40;27 - 00;23;51;23

Rivka Geoghegan

So again the more you see it it starts to just it's just shifts and changes. And then you're again able to relate from a different from a different part of you.

00;23;51;26 - 00;23;56;13

Cherie Lindberg

Yeah. You were you call it inner mapping. Is that, is that how you.

00;23;56;16 - 00;24;19;24

Rivka Geoghegan

Yeah I call it inner mapping I call it, you know, frameworks, psychological frameworks for coaching, inner mapping, inner landscape building. I also like that like where are you in your inner mapping. Your inner landscape. Where where are you? Where are you standing? What part of you is active? Where is that coming from? And like any good map, if you look at your map, I don't want to.

00;24;19;24 - 00;24;35;26

Rivka Geoghegan

I'm want to go from A to B, I want to I want to travel over here. Well, okay, let's travel. Let's move from A to B. But if you don't have the map, how do you know where to go? Right? You need the map to know where you are and where you want to go and how to get there.

00;24;36;03 - 00;25;01;24

Cherie Lindberg

So in summary, what I'm hearing you say is that you need somebody. You help them understand their inner map, and then whatever is in that inner map, you create choice points or new capacities or new understandings so that different decisions can be made. They can have self-awareness and recognize, okay, I'm in this part that's not working for me.

00;25;01;24 - 00;25;06;03

Cherie Lindberg

I need to go over here. Am I getting the gist of what you're saying? Exactly.

00;25;06;04 - 00;25;32;06

Rivka Geoghegan

That's right. Exactly. And also, it's also recognizing your strengths and your resources and the aspects of yourself that are optimized. So that's another piece of the structure too. That's piece of our, you know, part of our Lego pieces. And, you know, sometimes I think about it that there's parts of ourselves that are more essential or true to who we are.

00;25;32;09 - 00;25;57;08

Rivka Geoghegan

And I think what I mean by that is a lot of the structural, the structural things that we're talking about are often developed in response to our environment, our caregivers, what's happening outside of ourselves. We respond to it. And then that response to that external creates that structural piece. And then we take our then that structural piece becomes our identity.

00;25;57;11 - 00;26;30;09

Rivka Geoghegan

But really when you open that up, which is another kind of a whole other conversation and fun, right, like, well, actually your sense of self goes even deeper than those structural pieces, because what about the you that's not in response to what's happening right? That's more authentic, more genuine to an essential self. So when you start to move those structural pieces out of the way or open them, you know, again, I have this image of like a crack that opens in a doorway and like light starts to come through.

00;26;30;12 - 00;26;52;19

Rivka Geoghegan

It's like more of who you are in a more essential way, not in response to you, but just you has more space to come out and more space to show up in the world. And when we're living from that place, that's when we feel like, oh, I feel I feel better here. Do you feel more like yourself? You feel more in your truth of who you are.

00;26;52;20 - 00;26;59;22

Rivka Geoghegan

You feel more in your resources, in your you know, in your strengths, in your uniqueness.

00;26;59;24 - 00;27;21;17

Cherie Lindberg

Now, as as I'm listening, I'm just hearing about I mean, my brain's just using a different word that what you're saying response to. I'm thinking, okay, the way that we adapted to survive versus moving into a central self which is thriving, being who we are, who we really are, and we're we're meant to be without adapting to survive.

00;27;21;19 - 00;27;49;03

Rivka Geoghegan

Exactly. So I'm just adding the third element, like we adapt to survive and we respond to our environment. Those three things create our sense of self and identity, and then that informs how we relate to ourselves into the world. I guess I'm saying that mapping piece is understanding that and opening it up so that more of, like you said, that thriving, essential sense of ourselves has more room is coming forward.

00;27;49;03 - 00;27;55;07

Rivka Geoghegan

We're leading more from those places. Yeah. You know, and we are feeling more fulfilled.

00;27;55;12 - 00;27;56;14

Cherie Lindberg

Yeah, we're being.

00;27;56;14 - 00;27;58;29

Rivka Geoghegan

More our self, which always feels better.

00;27;58;29 - 00;28;07;26

Cherie Lindberg

And I'm listening to what you're saying. And if we can lead from our essential self, I just think about the expansion of the the innovation that would be possible. Exactly.

00;28;07;29 - 00;28;25;10

Rivka Geoghegan

It's and that's the that's the thread. That's, you know, that's the ripple effect that can come through in so many different aspects. And so, you know, if we can thread and so the tapestry of our essential selves in more places in our life and in our workplace, in our leadership, the better.

00;28;25;13 - 00;28;42;26

Cherie Lindberg

Yeah, it's wonderful and inspiring to hear that there are businesses that are valuing that. Personally, I think it's a necessity that's been missing for a very long time. But yeah, because old systems are hard to bust sometimes.

00;28;42;26 - 00;28;57;00

Rivka Geoghegan

So I do feel like that the change is a paradigm shift is happening. And, you know, I feel excited and happy to be part of helping and move, you know, move as much as it can.

00;28;57;00 - 00;29;09;14

Cherie Lindberg

Yeah. That's wonderful. Is there you know, as we get ready to wrap up is there and no question about this, the leadership and the mapping that I have, I asked you that you'd want to share with our listeners? I don't.

00;29;09;15 - 00;29;34;02

Rivka Geoghegan

Think so. I mean, I think we really have covered it. I'm just like puffing. I'm like to my thought process here. I don't really think so. I mean, I think we covered I related, we covered a lot of it. I think that my hope would be that this kind of knowledge and this integrating this more into how we bridge the like, the personal and the professional is something that people can feel empowered.

00;29;34;02 - 00;30;06;03

Rivka Geoghegan

It's an it's an empowering process. It's an empowering place to be. It's not about lack. Or again, back to that stigma. It's not about failure or lack or negativity or not being together or any of those, you know, negative stereotypes or I just it's really about being more integrated, being more empowered, and more of your sense of self so that you feel that the more you know about yourself, at least in my experience, you know, and people that I work with, the better people feel right.

00;30;06;10 - 00;30;13;12

Cherie Lindberg

Well and like coming from a strength base. Exactly. Versus me. Exactly. I do enough for whatever. Yeah. Yeah, well.

00;30;13;12 - 00;30;32;21

Rivka Geoghegan

I'm not being good enough. And from a pathological place, which I do think a lot of, you know, mental health perspectives, there is a disease model that is looking into that. And so just to say that, that that's not what we're talking about. And so that is a big part of the shift to that. It's it's about empowerment.

00;30;32;21 - 00;30;37;05

Rivka Geoghegan

And it's not you know, it's not about lack in any way beautiful.

00;30;37;06 - 00;30;59;09

Cherie Lindberg

I think that's a good place to wrap up. It's about empowerment everybody. We're all about empowerment. So thank you so much for coming on here and sharing about leadership. And I'm voting for conscious leadership. It sounds I mean, I've always wondered why that wasn't something that happened more and more. And maybe our world is ready for this paradigm shift.

00;30;59;09 - 00;31;03;23

Cherie Lindberg

So and that's great that you're on board for that. Thank you so much for coming.

00;31;03;26 - 00;31;08;28

Rivka Geoghegan

Yeah. Thanks for having me. It was great to chat with you. Thank you.

00;31;09;00 - 00;31;43;04

Cherie Lindberg

I hope you enjoyed our conversation. Unconscious leadership and get excited about the possibility of our world having a paradigm shift. Can you imagine working in a place where you felt emotionally, physically safe and that you were able to have your leader focus on your strengths and supporting your personal growth, supporting you and reaching your highest potential. I is everybody ready for this paradigm shift?

00;31;43;04 - 00;32;05;14

Cherie Lindberg

I'm ready for it. So thank you so much for this conversation. And like anything that I've said before, if you found this helpful or you know somebody that would find this helpful, please share it. Because we are trying to get as much information out there with all the healers sharing their gifts on this podcast about how to live an elevated life.

00;32;05;16 - 00;32;09;13

Cherie Lindberg

Until next time, thank you so much.

00;32;09;16 - 00;32;28;12

Narrator

Thank you for joining us on another uplifting journey on Cherie Lindberg's Elevated Life Academy. Stories of Hope and healing. If you found resonance or connection with what you've heard today, we encourage you to share this episode and consider becoming a subscriber. Please spread the word so others can live an elevated life.