SEASON 12 EPISODE 2

[INTRODUCTION]

[0:00:13.9] ANNOUNCER: Welcome to SLP Learning Series, a podcast series presented by SpeechTherapyPD.com. The SLP Learning series explores various topics of speech-language pathology. Each season dives deeper into a topic with a different host and guests who are leaders in the field. Some topics include stuttering, AAC, sports concussion, teletherapy, ethics, and more. Each episode has an accompanying audio course on speechtherapypd.com and it is available for .1 ASHA CEUs. Now, come along with us, as we look closer into the many topics of speech-language pathology.

[DISCUSSION]

[0:01:04.3] SMS: All right, I think we are getting started. Thank you, everybody, for joining us on this continued journey today, this journey of self-discovery and growth. I am your host Stephanie Michelle Sweigart. IÕm a licensed and practicing school-based SLP out in LA California, and I also hold a certificate as a teacher of mindfulness, meditation, and compassion-based practices. My pronouns are She/Her, and a warm welcome to just everybody. 

To all of our listeners in the community, maybe some of you who are joining for the first time, maybe some of you who are repeat offenders and you love coming for this professional development that is accessible from anywhere that you are, that is what is so amazing about SpeechTherapyPD.com and I thank you to them for having me this opportunity, really, for holistic self-development.

It meets my needs to be here with all of you to have that connection, to have that shared reality and this learning time and growth, to be able to contribute to our field in this way and to be able to build a board of community with all of you here today. Now, before we get started, there is a little housekeeping that I need to alert you to. Each episode is 60 minutes and itÕs going to be offered for 0.1 ASHA CEU. 

As far as my financial and non-financial disclosures, for financial, I own a non-public agency in Southern California called Golden State Speech Pathology Services and I also receive payment for this episode and an honorarium from SpeechTherapyPD.com for the professional development that I share through their site. For nonfinancial disclosures, I do not have any at this time.

ItÕs also important before we get started, just to share with you that this podcast is Š the information thatÕs being shared here is for information and educational purposes only. So, while weÕre striving to really provide valuable insights and strategies, itÕs super important to recognize that this podcast is not a substitute for professional therapy or counseling. I have a chat box up here, IÕm excited to hear from all of you. 

Go ahead and just pop in one word on where everybody is coming from to join me tonight or not sure what time of day it is for you. So, go ahead and throw it in the chat box, if you want to put in your city, if you want to put in your state, your country, or maybe you just want to say, ŅIÕm here on my couchÓ or listening Š East Bay, all right. Oh, Temecula, awesome, Jessica, Redondo, woo-hoo, more East Bay, Austin Texas.

Oh, this is awesome, all right guys, thank you for sharing where you are, more Temecula. I wonder if you guys are hanging out together. WeÕve got Pacific Grove, lots of people who are tuning in for this conversation. All right, before we dive in guys, letÕs just take a moment because I know you guys have very busy schedules, very busy lives. I just want to do a quick informal grounding exercise. 

So, wherever you are, unless youÕre driving and operating a vehicle, if you can just take a moment to find a comfortable seat, close your eyes and it feels right for you, letÕs just take a deep calming breath together. So, weÕre going to leave behind everything that we just left and weÕre really going to try to bring our full attention and presence right here to this moment together so you can really walk away with as much possible, as many tools as you can moving forward.

So, letÕs take a deep breath together. Just letting it go, letting all that day just kind of go out from you. Taking it maybe one more calming breath, feeling it coming into your nose or your nostrils maybe feeling it go to the back of your throat, feeling the rise of your shoulders, maybe your chest coming out, big breath in, just letting it out and settling right on in to be here together, very nice.

[0:04:40.5] I want to share that the person weÕll be discussing today, which is the person for our case study, theyÕve opted to not appear live on the air with us today and we absolutely respect that choice and we value their privacy. However, they did generously provide us with a very detailed case scenario via a questionnaire that has been going out, you might have received it or maybe youÕll receive it after todayÕs podcast.

But I believe that their experience, that they filled out on the questionnaire is so incredibly valuable and we did get permission from that person to be able to share with all of you today. So, todayÕs episode, Breaking the Silence: A School SLPÕs Reality Check. IÕm going to be sharing their insights and their story on their behalf. So, again, thank you for understanding and respecting this personÕs choice to remain anonymous. 

As I pointed out in Episode One, I really want this to be this shared experience, this conversation with you guys, you, the listener. I want to know that youÕre here with me through the screen, I want to feel the energy like how you just threw in where youÕre coming from. Your questions, your comments, your insights, they are not just welcomed but we can learn from them. 

WeÕre all going to learn from one another, weÕre here to learn together and I have so much that I know that I want to be able to take away from what you're sharing too. I want to learn from you guys, some golden nuggets, and IÕve also prepared something special for you. If you noticed when you enrolled in this class, there is a handout with a QR code, and if you scan that QR code, thatÕs going to download a workbook companion for this episode and all the episodes in this podcast mini-course. 

So, this is going to be a tool that weÕre going to use today thatÕs going to help us navigate through our topic, a very exciting one. WeÕre going to be highlighting anger, give me a shoutout in the chat box if you have already downloaded this workbook on SpeechTherapyPD.com. Again, itÕs just a QR code, so make sure you get your hands on that because your participation is going to make this podcast really a community.

And IÕm going to be able to hear your thoughts and when you have that framework in front of you, itÕs not just informative but itÕs interactive. ItÕs going to give you those word banks that weÕre going to be sort of weeding through when we're looking for the appropriate vocabulary when weÕre talking about universal feelings and needs. So, if you havenÕt grabbed it yet, go ahead and make sure you grab that workbook even if itÕs after the podcast. 

[0:06:51.5] I want to start off now with what I think is a very inspirational poem. Some of you may heard it, maybe not. This is a poem by the Persian poet Rumi and itÕs called, The Guest House, and I think this was a perfect way for us to settle in and start our discussion today. So, again, itÕs the Guest House and it is translated by Coleman Barks.

ŅThis being human is a guest house. Every morning a new arrival. A joy, a depression, a meanness, some momentary awareness comes as an unexpected visitor. Welcome and entertain them all! Even if theyÕre a crowd of sorrows, who violently sweep your house empty of its furniture, still, treat each guest honorably. He may be clearing you out for some new delight. The dark thought, the shame, the malice, meet them at the door laughing and invite them in. Be grateful for whoever comes, because each has been sent as a guide from beyond.Ó

I love this poem because this poem is really about welcoming and acknowledging all of our emotions and all of our thoughts and experiences that come into our lives that are alive for us and Rumi uses this metaphor as a guest house, where each emotion or experience is the visitor. ThatÕs who is coming, and instead of resisting these emotions or turning away from these visitors, heÕs telling us, ŅOpen the door, greet them, let them in, welcome them with hospitality.Ó

And in doing so, weÕre going to learn, weÕre going to learn from each of those visitors, each of those emotions and weÕre gaining a deeper understanding of our own self in doing so. So, I really hope that this encourages, for you today and in your learning this, mindset of openness. The mindset of acceptance, the mindset of gratitude for our full spectrum of the human experience, right? And to really embrace what life brings us, the challenges, the joy, all of that.

And recognizing it with this, equanimity, itÕs a multi-syllabic word for me, recognizing that each one of these experiences, they are contributing now to the richness that is your life. All those emotions is the richness of your very existence here on earth. So, letÕs welcome those emotions and in the spirit of this poem, weÕre going to move on to our case scenario that was submitted by our participant who shared their life challenges and struggles that are going on at work.

[0:09:31.3] So, these are the exact words that came from the questionnaire they filled out and just so you know, the question that we are asking people to fill out is, ŅWhat is your situational conflict or challenge and this could be current or past, and how has it impacted you?Ó How has it Š has it caused you stress, worry, or well-being? And in this question, we asked the participants who are filling it out to include any necessary details but not to include names.

And so, I want to share this with you. IÕm going to pull it up for you, and IÕm going to read you the words exactly as we got it from this participant and then weÕre going to work through their situation. HereÕs what they said:

ŅHaving a bully coworker, being hired with a high caseload with the agreement of a SLPA, only to find out that the SLPA and the SPED director quit in, and no one knewÓ and knew is in quotes, ŅThe conditions of the contract. Having a manageable caseload size, only to have it continue to grow post-COVID, seemingly more common and no one willing to do anything to help you do anything about it. Like, hire additional help, et cetera.Ó

ŅHaving a supervisor who is only available via email and who will only answer occasionally. Being hired without being trained on procedures. IÕve had all of these, this last fall at two schools. I left one and went to another, the stress is crazy, I work at a school. I should be able to walk away on the weekend. I occasionally share emails with the supervisor to keep her in the loop about why I havenÕt gotten to any of the additional 20 screenings or convos with the bully.Ó

ŅAnd her response is back to everyone about how I should have more grace. I lost it yesterday after waiting on them to get me the additional help that I was promised. I emailed her and told her that after three hours of working for free again, that that was all the grace I had and thanked her for her support. SheÕs an SLP too. IÕve gotten too old to put up with it for too long after 29 years. I typically tell my recruiter to look for another position, which I did.Ó

ŅUsually, I cool off before I reply, I stew on it for a while. Sometimes I just never reply when it comes to the bully. Yesterday, I didnÕt think I deserved that disrespect. I should have waited until today to tell her that but clearly, IÕm being overwhelmed and overworked time, to move on. The other SLP there just quit. You think theyÕd see the pattern. Nope, they think itÕs us. IÕm not sure how we ever get passed that unless we stop putting up with it collectively.Ó

ŅMy para, who is fabulous, told me that the teachers have been complaining about telehealth, this is California. TheyÕre not going to get tons of people moving to their high cost of living unless they want to pay a lot more. They might as well get used to it. ArenÕt you glad they sent the invite to me today?Ó

[0:12:20.1] All right. LetÕs just take a moment to take all of that in because that sounds heavy and you know, after someone shares their story or expresses themselves with you, it can really be a gift just to offer a moment of silence for processing that information, to let that information really sink in, so that we are fully present to whatÕs truly alive for the speaker or the storyteller and then I would want to point out to them some empathy, right? 

So, someone tells you their challenge or their conflict, and if the person was willing and open to receiving that empathy, this is a great time to do so and as a reminder, the difference between sympathy and empathy is, sympathy is we feel sorry, or pity for someone whereas empathy is weÕre putting ourselves in their shoes. WeÕre understanding what it means to be them, weÕre validating their experience and weÕre validating their emotions.

So, if our guest was here today, IÕd want to recast that information to them. IÕd want to let them know what I heard and I would want to do so without you know, adding my own thoughts or opinions or ideas or ideas or solutions to what IÕm saying. So, I just say, ŅYou know, it sounds like youÕre facing a lot of challenges, like a bullying coworker and this high caseload due to staff turnover.Ó 

ŅAnd youÕve gotten lack of support, you know, in the personnel or with an SLPA and you know, this has led you to a lot of frustration. I mean, it sounds like you're feeling really disrespected after working all these extra hours, without pay and youÕve had enough and you're ready to move on, is that right?Ó

ŅAnd that, you know despite similar issues leading other SLPs to quit the school seems to think that these patterns that are happening are attributed to the employees, is that right? ThatÕs got to be really hard, is that whatÕs going on for you?Ó So, providing that empathy and giving that speaker that opportunity to clarify, maybe if I got it wrong, maybe if I heard it wrong, sometimes I do that I can confirm, ŅNo-no-no, this is how IÕm feelingÓ or ŅWell, this is kind of what I wanted to share, this is whatÕs more important to me.Ó

[0:14:15.4] It gets you on the same page when you offer that empathy. So, our case study is having real challenges, right? That all of us at some point we might have faced in the workplace. So, we recognize those experiences and challenges. We welcome them in, we welcome those guests, we validate it, right? And we open up the communication and we start to build this foundation in our discussion, right? 

Building our trust because when the person feels that theyÕre heard or theyÕre seen, they might open up more, or they might be willing to listen to feedback, right? Or, they might be thinking, ŅWow, you see me.Ó Or, ŅWow, you get me.Ó So, empathy, empathy is that piece that we can offer, and for those listening who might be holding in their struggles or you hold in your pain, and you're not sharing it with others due to fears or other reasons, you can offer yourself the same empathy.

So, you can try to look inward and you can try to connect to whatÕs going on for you, what are you feeling, what are you needing, what emotions are present and just allow them to be there. All right, so quick moment of gratitude for that person who has submitted their situation and what theyÕre working on, and for their courage and for their vulnerability. If theyÕre listening, thank you. I think this could be very relatable and a shout-out to my chat box over here. 

Pop in one word if this is you, if youÕve experienced bullying, go ahead and throw in bullying. If youÕve experienced unresponsive supervisors or personnel, go ahead and throw in unresponsive. If youÕve felt overwhelmed or frustrated, IÕm sure IÕm going to see the chat box really flowing with overwhelmed and frustrated because itÕs all too common in our field. Go ahead, yup, over, well, here it comes. ItÕs coming in, overwhelmed from Jean.

Yes, bullying, yes, exactly, frustrated, yes, right? So, we can relate, we can certainly relate. It might not look the same way, the story but when we connect to whatÕs going on for us, our feelings and needs, weÕre going to see how we actually have a lot of common ground. So, we ask this person in our case study, we ask them, we said, ŅYou know, are there specific emotions that you find more challenging to express?Ó

And the words that were shared was, ŅI donÕt like to get angry. I have a hard time controlling my anger and when I am really angry, I cry, I hate that.Ó Yeah, there are definitely times that we do not like the feeling of anger and we may experience many times where we donÕt know how to control it and some of us might cry. ItÕs all so very normal, let those guests into the house.

[0:16:48.7] Take a moment real quickly now, just to kind of reflect on the time where you felt angry. Just recapture the situation in your mind, donÕt get lost in the story but pull on a couple of details that you can remember. Where were you, who was there, maybe how was your posture, how did the other person sound, think about that stimulus to your anger and weÕre going to come back to that later.

But grab that real Š that quick moment, grab it in your head, of a time you were really angry. WeÕre going to come back to that. Our first objective really here is to explore solutions and strategies and I want to address the topic of anger and I want to talk about, you know, what is the solution to feeling anger and really being able to express it fully, what strategies can we put in place for this all-too-common emotion.

So, this is a strategy, I want you to go ahead and jot down if you can, this is called RAIN, like, the weather system outside, rain, ŅR-A-I-NÓ and I learned this from Tara Brock. She was my teacher in my two-year meditation certification program for teaching mindfulness and compassion-based practices and RAIN is an acronym, RAIN for recognize, allow, investigate, nurture. 

See, all of our emotions, they are carrying wisdom, right? And in the invitation now is to let them in, is to welcome them and to allow them to be present and to see how they show up for you, how are they investigating, whatÕs going on in your body. ŅSo, IÕve recognized this as anger, IÕve allowed anger to be here, I am investigating it. Okay, my hands are clenched or my jaw is tight or my heart is racing or my hands are sweating.Ó

IÕm investigating how itÕs showing up in my body and then IÕm nurturing myself, right? As IÕm balancing my emotions with my situation, IÕm nurturing myself. IÕm telling myself, ŅYou know what? Anger is here, itÕs okay, itÕs here to tell me something, IÕm human.Ó I think someone here needs to hear this today, along with the person thatÕs submitted the questionnaire. ItÕs okay to feel angry.

[0:18:51.3] Anger carries wisdom, itÕs very real and itÕs not an emotion that needs to be suppressed or hidden or buried behind closed doors or you know, in our speech room only, it can come out. ItÕs a wisdom thatÕs telling us we have unmet needs and it can give us the adrenaline we need to really advocate and step out to advocate for our boundaries or for real and important change that needs to happen.

And thatÕs the fuel, angerÕs the fuel, right? For expressing ourselves wholeheartedly. I follow Marshall Rosenberg, he is since deceased but he is the author of Nonviolent Communication. I follow a lot of his work and his book is The Language of Life, itÕs in your references. He tells us, this is a direct quote, ŅThat the first step to fully expressing anger in NVC or compassionate communication is to divorce the other person from any responsibility of our anger.Ó 

Let me repeat that, ŅThat the first step to fully expressing anger in NVC is to divorce the other person from any responsibility of our anger.Ó This is a hard pill to swallow. I mean, I don't know about you, itÕs a hard pill for me to swallow to not be able to blame, right? So, weÕre moving away now, weÕre shifting away from the blame game of, ŅYou did this and I feelÓ Or, ŅYou made me feel this way.Ó 

ŅItÕs your fault I feel because this happenedÓ right? Or, he/she or they made me feel a certain way. So, the invitation now is to move away from blame and punishment of others because when we blame and punish others, we are pronouncing them as essentially right or wrong, right? And if theyÕre wrong, then maybe we think that thereÕs some type of punishment that needs to be happening. 

And this perpetuates a form of violence in some sense, right? And the cause of her anger is now coming from our thinking and getting wrapped up in those stories rather than, from the actions of others and I am going to explain that more because there might be some heads shaking, nope-nope-nope-nope, right now.

So, stay with me for a moment, I know for some, this might be hard to hear because we live in a culture where itÕs very easy for us to be able to blame others for our well-being or our lack thereof. So, Marshall Rosenberg, he tells us in this Nonviolent Communication that in this first step, we realize that people are never responsible for how we feel.

[0:21:10.3] Let me give you a hypothetical. Your day has been super stressful and busy, youÕre a home health therapist, youÕve shown up to your last appointment of the day, to their home, and their scheduled three PM therapy session with your client, the clientÕs not there. YouÕre upset, right? Because this is an agreed upon time, you guys have talked about it and now youÕre sitting in your car, frustrationÕs growing by the minute, and you're kind of like, you know, waiting to give them that like, 10-minute grace period before leaving.

YouÕre wondering, ŅAre they even going to come home? And why are they so disrespectful, why are they not calling me in advance to cancel, and now theyÕre just going to no show, right?Ó So then you leave, they have no-showed, you grumble, youÕre on your way home and you think, ŅJeez, what a waste of time.Ó Now, you're thinking like, ŅOkayÓ Right? YouÕre thinking, the mind jumps into this blame game, blaming the client for unhappiness, for our misery, for their Š for your frustration, your annoyance, whatever you're feeling, right?

Because, if they would have been there, we would have completed that therapy session, all would have been good, right? Well, letÕs take this same scenario now, your day has been super stressful, youÕve been busy, you're a home health therapist, and youÕve shown up for your last appointment of the day to their home, which is scheduled at three PM. ItÕs a three PM therapy session with your client and clients are not there. 

You are relieved because in those 10 minutes of giving them that grace period from your car, you are able to make like quick call. Maybe to like a doctorÕs appointment to make a much-needed doctorÕs appointment that you didnÕt have time to get in otherwise or maybe you are able to quickly check some emails that you needed to get back to, that had a deadline for your response. 

So, when they donÕt show up, after 10 minutes, youÕre now super excited because you have that extra time, that ease, and that free time in your day and you happily make your way home, yay. Two different outcomes, right? So, if people are not responsible for how we feel, who is, right? ThatÕs the question, thatÕs the question that begs, ŅWhat is the cause for my strong feelings and emotions?Ó

[0:23:06.1] And are hypothetical, you know, weÕve got the same action of the client in both scenarios, they were not home for their scheduled three PM therapy session but we have two entirely different outcomes. One, frustration, annoyance, anger, and irritation. The second one, happiness, joy, relief, ease, woohoo, celebration maybe, right? What people do is never the cause for how we feel. 

Their actions may be a stimulus to highlight but that flashlight on our met or unmet needs and it is our met our met needs that are the cause for our emotions. Our needs matter to us, itÕs whatÕs important to us, itÕs what we value, itÕs what we desire. So, perhaps, in the first example, you know, if youÕre upset, the clientÕs not there, there was unmet need for integrity, an unmet need for maybe respect, consideration, or support.

But in the second example, where youÕre feeling, ŅWoo-hooÓ youÕre celebrating, youÕre relieved, youÕre happy, this met a need may be for ease or for quiet and for peace, or for joy. So, the solution to our emotions, whether it be anger, disappointment, embarrassment, loneliness, sadness, is really to, R, recognize it, A, allow it, I, investigate, see where it shows up in your body, and N, nurture. 

And the strategy then of moving forward once you're in that stable place, removing through that RAIN process and you feel like youÕre in a comfortable place, you donÕt have to wait for the emotion to pass entirely but you're able to show up in a wise way that you wonÕt regret what you said or did later, you balance your inner world, right? Your emotions with your outer world, your external environment. ThatÕs the invitation, right? 

Now youÕve moved away from the blame game of who did what, and the strategy now is that we connect to our own feelings and needs in a situation. LetÕs take a moment real quick, I want to hop into the chat box, IÕm curious form our listeners. Are you guys with me on this that are unmet or met needs can cause our emotions, rather than specific behaviors or actions? Melanie says, ŅWow, a really different way of thinking.Ó 

It is, itÕs shifting, weÕre making that shift, weÕre shift makers, weÕre shifting our perspective that peopleÕs actions are a stimulus perhaps that highlights our met or unmet needs. If you're with me on that, go ahead and throw me a ŅWith youÓ in that chat box, letÕs see, and if you're not, thatÕs okay too. Definitely, yes, Jean, Jessica, with you, agree, Paula, shout out to Paula, yes, nobody can control how you feel but you. Awesome.

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[DISCUSSION CONTINUED]

[0:26:14.3] SMS: All right. So, we ask our guest, are there specific emotions you find more challenging? ŅI donÕt like to get angry. When IÕm really angry, I cry, I hate that, I have a hard time controlling my anger.Ó When I hear these statements, I want to reach out to our guests and first, remind them again, ŅItÕs okay, itÕs okay to get angry.Ó You mentioned you donÕt like to get angry but I invite you to remove the judgment of, ŅI donÕt likeÓ And replace it with acceptance. 

This is anger, anger is here, itÕs okay, I can be with this right now, right? You make that your new mantra. I can be with this, this is part of the human experience and in this particular case, the person, well, they have a hard time controlling their anger and when theyÕre really angry, they cry, they maybe judge themselves. Imagine that they hate when they cry. They hate that theyÕre angry and theyÕre crying.

So, here, I would invite the guest and anyone listening to consider Marshall RosenbergÕs four steps, this is on your handout, specifically for expressing anger in a wholehearted and full way because if we express anger any other way guys, whether itÕs judgment, blame, criticism, we most likely will not have our needs met, and thatÕs the point. We want to get our needs met but by using his four steps to expressing anger, we open up the possibility to meeting our needs. 

This is a quote by Bruce Lee that I love: ŅWe donÕt rise to our expectations, we fall to our level of training.Ó We donÕt rise to our expectations, we fall to our level of training. What is your personal training? So, this is our second objective, guys. This is the practical tool I want to share with all of you and this tool is going to help us figure out what our guest is feeling and needing. 

[0:27:52.0] So, IÕm going to be popping into the chat box a lot, so, if youÕre not with me, come back, I invite you to minimize any distractions and screens, this is the work, we are doing the work together here and for anybody that loves frameworks, these are the steps to fully expressing anger wholeheartedly again from Dr. Marshall Rosenberg, itÕs in your references, itÕs his book on Language of Life, and the four steps are also on the handout.

Number one, stop, take a breath. Number two, identify our judgmental thoughts. Number three, connect with our feelings and needs. Number four, express our feelings and unmet needs. All right, let me pop this in, stop, take a breath, identify our judgmental thoughts, connect with our needs, and express our feelings and unmet needs, right there for you in the chat box.

Again, itÕs in that workbook for you to download where youÕre going to get a word bank thatÕs going to help you with this exercise that weÕre moving on to. ItÕs going to be amazing for you if you're reframing those texts, those emails, your conversations both in and out of work. So, be sure to grab that resource. All right, letÕs go back to the words of our guest work through this event to determine what their feelings might be in their situation. 

So, number one, weÕd stop, we breathe. Everybody right now. All right, we took our breath, right? Now, weÕre going to identify the judgmental thoughts and to the participant who filled out our questionnaire, if theyÕre listening, you mentioned you were open to feedback. So, we are not judging your judginess. WeÕre not saying, ŅHey, that was judge-y of you.Ó Right? YouÕre open to feedback and we are going to work on reframing what is very normal, which is whatÕs called life-altering communication, communication that separates us from one another, knowingly or unknowingly. 

So, letÕs take a look at some of the statements that our participant mentioned, that I am hearing, that IÕm imagining, or judgmental thoughts, hereÕs an example, having a bully coworker. The statement, okay, this is very real and alive for our participant and the statement bully is a judgmental label. So, it doesnÕt describe specific behaviors or actions that the colleague or person is doing to contribute to this negative perception about them, right? Nor does it talk about understanding a coworkerÕs perspective. 

[0:30:12.6] So, right now, weÕre just identifying and then weÕll work through those thoughts a little bit more. Another part of the response was, ŅNo one else knew the conditions of the contract.Ó IÕve been so guilty of using air quotes over time, there is something behind air quotes when we use them and this use of quotation marks, IÕm imagining, might suggest maybe some skepticism or maybe itÕs from judgment about the lack of awareness among others on the team, right? 

It might imply a little sense of blame without exploring any of the reasons behind this perceived lack of knowledge or possible lack of knowledge. Another statement was, ŅNo one willing to do anything to help you do anything about it. Like, hire additional help, et cetera.Ó When we use phrases like Ņno one willing to do anythingÓ although real for you and true and alive, statements like this can create a disconnect with our communication partner because it implies a judgment about a lack of support from others.

It doesnÕt provide specific information about the circumstances or efforts made by others. IÕm keeping an eye on the time, weÕre right on track, I want to keep you here one hour. All right, another statement was, ŅHer response is back to everybody about I should have more grace.Ó So, the mention of how I should have more grace can be seen as a judgment about the supervisorÕs response. 

So, this is implying maybe a disagreement or maybe some frustration with the suggestion of have more grace and I may or may not agree with you. Again, we are just doing this task right now to pull out pieces that may appear as judgmental thoughts to learn how to reframe them. Another statement, ŅI lost it yesterday after waiting on them to help me get additional help I was promised.Ó 

So, the expression ŅI lost itÓ this could imply there is a strong emotional reaction happening, right? ŅAnd IÕm waiting on themÓ may imply to some blame for not receiving any promised assistance and letÕs do one more. ŅClearly, IÕm over being overwhelmed and overworked, time to move on.Ó 

So, this phrase, ŅClearly, IÕm overÓ this could imply a judgment about the speakerÕs own emotional state, which again, weÕre sensing or imagining as frustration or impatience. So, the reason I point this out is itÕs really important on our part to do the work to recognize in our thinking, in our writing, in our statements that, where is our judgmental thoughts. 

[0:32:41.4] ThatÕs part two, identify your judgmental thinking or thoughts so that we can reframe the statements to focus on neutral observations, feeling that we have needs, and then to be able to encourage empathy and understanding in our communication with others, okay? So, that was step two, we identify the judgmental thoughts and you can always do this after the fact too, after a situationÕs already happened, go back, journal about the experience. 

If something is pressing and itÕs on your mind and you want to work through it, let that inner judge, we all have the inner judge, let the inner judge fly, get those words down on the paper, nothing wrong. There is no wrongness in any of it, get it out, purge it, look back at it, and try to make the shift from life-alienating communication to compassion communication and IÕm going to help you. 

Assist you with how to change your perspective to allow you to bring in other viewpoints or neutral observations as we reframe and begin to express fully. 

[0:33:38.5] Step three, we are connecting with the needs. This is where IÕm going to have you all jump in, youÕre going to help me out. Leslie from Atlanta Georgia, I want to see you jumping in and helping me out on this one. There are no wrong answers guys, and so our case study person is not here to specifically say weÕre going to make some guesses on some possible needs of our guest given this information that we have, okay? 

IÕm going to pop line-by-line items into the chat box. As you hear a need jump out of you, IÕm going to invite you to type it into the chat box. Again, if you have the universal need inventory sheet from the workbook handy, this is a great time to reference that. For those in the chat box right now, IÕm going to copy and paste some needs for you now so that you have a reference at a glance. 

Let me paste some universal needs that we all have. All right, something thatÕs thrown out for those listening is autonomy, celebration, integrity, creativity, self-worth. We have a need for meaning, acceptance, appreciation, closeness, community, consideration, emotional safety, empathy, air, food, movement, exercise, protection from life-threatening bacteria or viruses, or predatory animals, that is one, itÕs not on here. 

Rest, fun, laughter, harmony, a need for order, peace, a need for, ŅI just want to be inspiredÓ inspiration, thatÕs a big one for me thatÕs why I exaggerate that one. Honestly, love, respect, support, understanding, trust, these are universal needs that IÕm sure everybody in the chat box can relate to at some point having had that need. So, letÕs take a look at this first line item, having a bully coworker. 

I want to see you guys just one word, throw it in, what do you think is our participants from the questionnaire, what are some needs that they might be having? And no wrong guesses but if you said, ŅIÕm having a bully coworkerÓ what do you think are some needs that might be coming up? You have a bully coworker, what are you needing? Go ahead and throw in some of those one words in the chat box. 

IÕm coming over, IÕm looking for you guys. IÕm looking for Leslie from Atlanta, Lila, IÕm looking for you. IÕm looking for you, Aileen, you said youÕre with me, youÕre good. All right, yes, Melanie is saying respect. Absolutely, acceptance, Joni, having an irresponsible coworker, yeah. Self-worth, yes, a need for communication, a need for acceptance, a need for validation. Yes, exactly, thank you. 

[0:36:07.6] I was thinking yes and maybe emotional safety. If I think there is a bully that is my coworker, I might have a need for emotional safety and consideration as well, yes. All right, IÕm loving you guys in the chat box, donÕt go away. Jessica, donÕt go away, I see your honesty and respect, I love that. IÕve got another one for you, letÕs look at this statement made by our participant, being hired with a high caseload with the agreement of a SLPA only to find out that the SLPA and the SPED director quit and no one else knew the conditions of the contract. 

What is our participant's needs when youÕre hearing this? WeÕre peeling back the layers of the onion, which is peeling back the words. Trust, yes, there is a need for trust. Support, yes, there is a need for some support, absolutely. Anybody else? Go ahead and throw out those needs when you think about youÕre hired, saying a job was going to be a certain way and it is nothing like that. 

Validation, yes, validation. When people just up and quit and youÕre like, ŅUm hello? Where did you go?Ó What are we needing? Confidence, I love that. Honesty, trust, absolutely, you guys are Š yes, I love my chat but yes, more trust. You guys are seeing it, you guys are feeling it, you guys are dropping beneath the words to connect to needs. Communication, yes. All right, letÕs go into the next one, IÕm loving this. 

So, remember everybody, this is step three. WeÕre connecting to our needs, right? WeÕre stripping back those words to hear the message that is underneath, the important message underneath and I always talk about the onion, pulling back the layers of the onion and those are the words to get to whatÕs going on for the person. HereÕs the next one, being hired without being trained on procedures. 

What are some possible needs? All right, here you are, youÕre hired, youÕre thrown on the job and you start training. IÕm training for you. What do we think? IÕm thinking maybe help, IÕm thinking support, IÕm thinking definitely the training piece needs to be brought in, right? Definitely some needs happening when youÕre thrown into a new job and you donÕt have the training. Support, communication, again, idea of expectations. 

Yes, thank you, Jean, I love it, youÕre loving this exercise and process, and thank you for your contribution of support. It means a lot to me and IÕm sure everybody who is learning with you. All right, put the next one in guys, having a manageable caseload size only to have it continue to grow, post-COVID seemingly more common, and no one is willing to do anything to help you do anything about it, like hire extra help, etcetera, and we might even see. 

[0:38:42.6] Go ahead and throw it in. We might even see like some of these needs that are popping in this chat box are being repeated and they can, right? We can have the same needs from many different circumstances and this is where the common ground comes. This is where itÕs like, ŅI can relate to you. I get that, IÕve needed that before. I felt that way before.Ó Yes, weÕve got some new messages. 

Confidence, reassurance, trust, respect, support, ask for help with evals, yes, the help, absolutely. Self-worth, I love it. I love how you guys are coming up with these needs and for every person who is in this situation, the needs absolutely can look different. So, to our participant, this might not be your exact needs or we might be hitting the nail on the head for some of them. 

Having a supervisor who is only available via email and will only answer occasionally. What have we got here? Thank you, Leslie, for your contribution. Bringing requirements to service kids, communication again, yes communication. That was the first one IÕm always thinking Melanie, weÕre on the same page, absolutely. Commitment, right? The consideration, again, the support. 

I love this one and I think everybody is going to be like, ŅYeah, I have felt this at some point in time.Ó ŅI should be able to walk away on the weekend.Ó Who doesnÕt want to walk away on the weekend? All right, possible needs. This one takes you know, a little more thought. Why do you guys want to have your weekends? WhatÕs important to you? What do you value? What matters? Yes, Kether, work-life balance. I hope IÕm saying your name right. 

Absolutely, why do you want your weekend guys? What does it mean to you? What do you value, what matters? What do you desire? I desire rest, oh Paula, right? The same time as me, yes. Mental rest, yes, Jenna. You will burn out if not, yes, time, Jean, thank you very much. Ease, peace, work-life balance, fun, want to hit up the comedy club, I want some laughter in my life, right? Absolutely. 

[0:40:35.8] All right, letÕs go to another one. Occasionally, I occasionally share emails with the supervisor to keep her in the loop about why I havenÕt gotten to any of the additional 20 screenings or combos with the bully and her responses back to everyone, how I should have more grace. ThatÕs already pulling at my heartstrings, I already have the empathy. IÕm feeling for this participant, IÕm feeling for them. 

Anybody have any guesses on what theyÕre needing? Wow, respect, yeah. Gosh, we need respect as humans, we need support, understanding, and grace. Yes, grace, maybe theyÕre needing empathy, right? Like put yourself in my shoes and what I am going through, please, donÕt just tell me to have more grace. Get into my shoes, feel what IÕm feeling, understanding, understand my perspective and my viewpoint. 

All right, IÕve gotten too old to put up with it for this long after 29 years. Advocacy, yes, thank you, Jean. IÕve gotten too old to put up with it for too long after 29 years. Man, what does this person needing after 29 years of putting up with this, right? What are they needing? Like, goodness, what a gift, that they could get harmony. Oh, validation, yes. Yes, yes, thank you for all the Š and itÕs serious to not meet state requirements of service. 

Being valued, yes, maybe this person of 29 years wants peace, they want ease on the job, they want harmony, they want well-being, right? All right, letÕs do one more, thereÕs so many here. I love these and I love how you Š recognition. Yeah, exactly, for all of my hard work. Appreciation, right? For all my achievements. Celebration for all the things that IÕve done, right? The list could go on and on. 

You pick the ones that are your priority, right? There could be a few, there could be some top ones that are really calling out to you. All right, letÕs try one more. The other SLP there just quit. You think theyÕd see the pattern. Nope, they think itÕs us. What do we think about this? Possible needs? The other SLP quit, you think theyÕd see the pattern? Nope, they think itÕs us. IÕve heard this before, IÕve heard this before. 

Again, validation, to be heard, to be understood, yes Jessica, support, respect, just trust, for our words to have meaning. Meaning, we have a need for meaning, we have a need for shared reality. You need to see it the way that I am seeing it, whatÕs happening here, right? So, we purge our story on the paper, we shift into our needs, we look beneath the words that we wrote or words that maybe weÕre hearing from someone else. 

If theyÕre venting to us without taking the blame for maybe what theyÕre sharing, you know, weÕre not taking the blame for what is alive and in someone else. WeÕre not making someone else responsible for whatÕs alive in us, weÕre going deeper. WeÕre going deeper to the unmet needs that are driving our emotions and driving our thought process. 

[0:43:28.7] All right, I want to move on to our fourth step because I want to honor your time and the one hour that we have today. WeÕve got about 15 minutes or so left and I want to take some questions too. So, I want to go on to our fourth step. So, step one was stop, take a breath. Step two was, notice our judgmental thoughts and we listed that out. We work through those, okay? YouÕre just going to journal those out. 

Before you send that email, look at them, whatÕs going on in them, right? Step three was to connect our needs. Now that IÕm looking at those judgmental thoughts or that life, feeling, and communication, that diagnosis or blames or criticizes or compares people or labels people, whatÕs beneath that? What are the needs, okay? So now, weÕve named some needs, you guys were amazing, thank you. 

IÕm feeling so stoked to have that chat box rolling, itÕs one of my favorite parts of PD, the interaction that we have together. So, now that we threw out those amazing beautiful needs, now we express our feelings and our unmet needs wholeheartedly, right? Because when we can express our feelings and our unmet needs, guys, this, this is when we promote positive change. 

This is when we build personal and professional growth in the area of happiness in the job, career satisfaction, and work-life balance or in learning how to advocate for ourselves, or in learning how to say like, ŅDude, stop busting my boundaries. IÕm going to stop some boundaries now.Ó And this is our third objective. ItÕs step four, itÕs learning how to share our anger with another person. 

But we are doing so now in a way that is going to be free from judgment and blame and criticism and our expression, our words that we share are now rooted and connected to whatÕs alive for us, whatÕs alive for us in our own feelings and our unmet needs and again, you might have been able to connect those to the word banks and that workbook, that universal feelings and need charts thatÕs given to us from Dr. Marshall Rosenberg. 

[0:45:34.1] And I recognize guys and I want to say if you want to learn more about him, go to cnvc.org. IÕm going to put it in the chat box because there are local places near you and organizations. Oops, I didnÕt even spell that right, cnvc.org, Center for Nonviolent Communication dot org. I recognize guys, that it is not always easy and it takes a lot of courage and confidence and at times, security with yourself to be able to come forth with whatÕs going on for you. 

In fact, many people avoid conflict and weÕre going to be talking about that in one of our future episodes in this mini-podcast series, avoiding conflict, because it just seems easier. IÕd rather not deal with it, brush it under the rug I donÕt want to look at it. IÕm too exhausted, I donÕt have the space for it. So, I understand this is the hard part, it can most certainly be so much easier just to quickly shout out blame and judgments and negativity, right? 

But to be vulnerable in sharing our deepest emotions, thatÕs tough and I do want to recognize that, no doubt. There is a book and itÕs in your reference also, itÕs called, Say What You Mean, and this is by Oren Jay Sofer. He suggests that you can prepare a head time for tough conversations and he offers ways to do that and he says start by nourishing yourself so you feel more clear, you feel more balanced, you give yourself some empathy. 

Maybe if you have a safe communication partner that you can go to and say, ŅHey, I just specifically need some empathy right now before I go and have this difficult conversation.Ó You could touch base with that person and then Oren tells us that investigate whatÕs at stake. So, what that means is before I go into this difficult challenging conversation, what do I want to gain from this conversation? 

WhatÕs my goal in this conversation? What do I want from it? Is it more understanding? Do I just want to be right? And then take a look at that too in true honesty or am I looking for resolutions, type of solution? Maybe the way I look, my self-image, is my self-image at stake? Is this even the right time? Timing, my mom, she taught me that growing up, timing is everything. When I used to approach my father on anything, timing is everything. 

[0:47:45.3] So, is this the right time to approach somebody for a conversation? And then he tells us lastly to humanize, humanize the other person. Think about them as a human being, right? Consider their perspectives, put yourself in their shoes. Be humble enough to even see where maybe you have contributed to the problem. That was always my tough part but I learned to do it especially when itÕs a safe space for me to journal it and no one is looking over my journal. I kind of know what I did, what my part in this was that wasnÕt helpful. 

So, letÕs go back to, weÕve got some time here, I want to go back to our guess statement and reframe this in a way that expresses anger now compassionately. Not now compassionately although they didnÕt as saying that they didnÕt express it compassionately but IÕm saying now that weÕve worked through our process and weÕre in step four, letÕs move onto phrasing things compassionately. 

This is the work for you also. Again, how often are you on that screen time writing tests, writing emails, sharing information in person, collaborating with parents and colleagues? I mean, itÕs a big piece of our job, of our career, and our personal life, right? And we want to begin to catch ourselves and we want to start to make that shift. WeÕre becoming shift makers, hence, the title I came up with for this podcast. 

ItÕs like I think someone said to me, ŅWell, could it be read too quickly as s* makersÓ excuse my language, and IÕm like, ŅWell, itÕs the opposite of that.Ó WeÕre moving from that into being shift makers or making that shift, right? Moving out of life alienating communication, the criticism, diagnosis, blame, and judgment and weÕre moving into this compassionate connected wise speech that we are proud of. 

That speech that connects us to who we truly are, that we feel good about later that aligns with our core values. So, in your workbook, youÕve got the four-step process to reframing communication as presented by Dr. Marshall Rosenberg. There is a sheet just on the steps and a little tidbit about each but IÕm going to go ahead and throw this in the chat box for you. WeÕve got, all right, step one, observation. 

This is free from judgment now, neutral observations. Number two, express your feelings, I feel, okay? Number three, then express your unmet need or what matters to you, ŅBecause I have a need forÓ is the sentence starter. For all our clinicians out there, theyÕll love those sentence starters. Number four, then make a request that is actionable, clear, and positive, ŅWould you be willing to?Ó 

[0:50:18.8] So, it looks like when I see, and we make our observation neutral, ŅI feelÓ growing our universal feeling, ŅBecause I have a need for or because it matters to me that or because I valueÓ and we throw in that universal need, ŅWould you be willing to?Ó And we throw in that question that will enrich life for everybody, okay? We never want to ask a question of somebody else that would not also support them as well. 

We want to make sure that this is something where weÕre, I guess I should say, where everybodyÕs needs matter. So, donÕt ask a question at the expense, I invite you not to ask a question, see how I just reworded that? I heard myself say donÕt and thatÕs one of the things IÕm practicing, moving away from telling people donÕt, making it an invitation. ŅI invite you now, I invite you to be able to make a request that supports the needs for everyone and is not at the expense of another person.Ó 

All right, so I want to go through these really quickly and tell you some possibilities and some ways that we can reframe using the four-step that I threw in the chat box. LetÕs go back to the one that we talked about, having a bully coworker. If I were going to reach out to said bully, I might go to them starting with my observation. Again, listen from that observation, listen for that feeling, that need, that request. 

ŅWhen you said to me yesterday your students delayed progress is noticeable and kind of reflects poorly on your commitment to the job, I felt really upset and uneasy all day. It made me realize I have a lot of needs for consideration and respect at work. What do you feel when I tell you this?Ó Okay, so weÕre calling out these specific behaviors or the actions of said colleague that you might be having difficulties with and weÕre addressing it with them. 

Sticking to our observations, feelings, needs, and requests, you know you hear that I language, this keeps listeners' ears open. LetÕs go to the next part, being hired with a high caseload with the agreement of a SLPA only to find out that the SLPA and the SPED director quit and no one knew the conditions of the contract, having a manageable caseload size only to have it grow, post-COVID seemingly more common and no one willing to do anything about it. 

[0:52:43.0] Listen for the observation, feelings, needs, requests. ŅWhen I was hired I agreed to a high caseload with the support of an SLPA. When I found out that the SLPA and the SPED director quit, I was really frustrated and very concerned, and confused by the fact that the other staff members were not aware of my specifications for taking this assignment. IÕm needing more support and understanding and this experience has triggered my needs for integrity and follow through on an agreement when itÕs said.Ó

ŅCan we talk next Monday about some possible strategies to manage my high caseload?Ó Are you guys hearing? Throw in a yes in the chat box if you guys are hearing a very clear observation in the first sentence, afeeling in the second, connecting it to needs in the third, and a request in the fourth. Yes, Lila is with me. Yes, very good. So, listen for those. HereÕs our next one, having a supervisor who is only available via email and who only answers occasionally. 

Being hired without being trained on procedures. Listen to these four statements, ŅWhen I call you three times a week and send emails daily and you only answer me or call me back once a month, I get so irritated and angry because IÕm needing more support and dependability. I feel hopeless and alone and I donÕt have the amount of support IÕm needing or answers to my burning questions. Would you be willing to put a plan in place to touch base maybe via phone or email at least one time a week for 30 minutes?Ó 

All right, LeslieÕs with me, AileenÕs with me, Jean, yes, you guys are hearing this. ŅI should be able to walk away on the weekend.Ó Hallelujah, yes, amen to that. ŅWhen I am taking home between one to three reports each weekend to write for IEP meetings, I feel really overwhelmed and exhausted. My desire for rest and ease and fun on the weekend is not happening. Could we meet next week for an hour to talk about strategies to manage my workload?Ó 

Very clear, when I see, when I hear, I feel because I have a need for, would it be possible if you, would you be willing to, and again, those little sentence starters and script phrases are in your workbook in your handouts. I really hope you guys are with me, I really hope that some of this is supporting you. If itÕs not supporting you, you definitely have an opportunity to throw in some feedback after this is over. 

[0:55:10.5] I will tell you how to do that and I do want to hear in the suggestion boxes that this is not meeting your needs because feedback in all of our jobs is so very important. This professional development is here for all of you and we are here especially as SpeechTherapyPD.com to support you, IÕm here to support you and that feedback is going to help me learn and grow and support you better. So, make sure you go ahead and do that. 

Lila, I love this, compassionate communication strategy. Woo, yes, very good. I love the sentence starters, Melanie, yes. Again, if you have any questions feel free to post them. All right, let me do Š itÕs going to be one more in our time here. ŅYesterday I didnÕt think I deserved that disrespect. I should have waited until today to tell her that but clearly, IÕm being overwhelmed and overworked. Time to move on, the other SLP there just quit.Ó 

ŅYouÕd think theyÕd see the pattern. No, they think itÕs us. IÕm not sure how we ever got passed that unless we stop putting up with it collectively. My para, who is fabulous, told me that teachers have been complaining about telehealth, this is California. TheyÕre not going to get tons of people moving to their high cost of living unless they want to pay more. They might as well get used to it.Ó 

I just jumped to needs here. ŅIÕm needing more respect, IÕm feeling overwhelmed with my caseload size and my workload and IÕm ready to look for a new assignment. I need a new assignment. I was hopeful.Ó Maybe a feeling of hopeful, ŅI was hopeful that the organization would understand what is happening. I was needing more connection and maybe understanding from the teachers is what IÕm hearing.Ó 

ŅHowever, I found myself upset and frustrated each day and I noticed that I was the only one voicing it among all the SLPs. So, IÕm taking responsibility just for me and what IÕm hearing and telehealth in my opinion is an appropriate plan for serving students when there are no SLPs who are available to provide therapy on site.Ó All right, before we wrap up here, letÕs go back to that self-reflection you did at the beginning of the episode, where you were thinking about a situation that made you angry. 

YouÕre visualizing who I was with, maybe where you were, maybe what was said, go back to that first second, pull it up in the Rolodex of all this, have you been angry and now, I want you to think about the steps we discussed and I want you to think about how could you now express anger fully in NVC to your communication partner by connecting to your unmet needs, to your feelings, your universal feelings. 

[0:57:36.5] And what requests could you make to enrich life for yourself that again, wouldnÕt be an imposition on someone else or their well-being? What requests would you like to make of that person with whom you had the challenge? And again, think about that situation moving away from blame and judgment and using compassionate communication. 

So, all right guys, here we have it. Today, you are walking out of here with solutions and strategies to addressing anger or any other intense emotions in the workplace. WeÕve got the RAIN strategy, recognize, allow, investigate, nurture that emotion, and then we have the four steps to anger as given to us by Marshall Rosenberg to expressing anger fully, stop and breathe, notice the judgmental thoughts, connect to your unmet needs, and then express your feelings and unmet needs. Again, in compassion, communication, and NVC. 

[0:58:31.1] Again, framing that conversation with neutral observations, feelings, needs, requests in a very nonjudgmental way. Why? You're going to feel better, youÕre going to feel like somethingÕs lifted off of you, the energy in the room is going to change, your communication partner, their ears, theyÕre not going to close, theyÕre going to listen because youÕre not blaming. You're talking about whatÕs going on for you and your experience and youÕre taking responsibility and accountability for how youÕre feeling and what you're needing and what need wasnÕt met. 

And now, we can sit down and strategize some ways to meet those needs together that work for everybody because everybodyÕs needs matter. LetÕs do a quick check-in, OMG, six, look at me. Ms. Punctuality. This is a never, I just want to celebrate this moment right now. I want to close out our time together. I want you to pop in that chat box any feeling, a universal feeling that might be alive for you right now. 

Maybe itÕs excitement, maybe itÕs boredom, maybe itÕs hunger, maybe itÕs sleepiness. Anything, go ahead and pop it out, grateful, Jessica. Yes, I want to see, IÕm definitely feeling excited, that is what is alive and most present for me right now. Happy, yes, thank you, Joni. Appreciation, thank you, Jean, youÕre welcome, absolutely, motivated. Yay, Jessica. Optimistic, woohoo, Lory. Yes, thank you, thank you, everybody. 

IÕm so excited to have you here, weÕre ending our session now, again, with gratitude for our guest for sharing their struggles and our pain points, thank you. Not our guest. I guess our participant in the questionnaire. Thank you, letÕs just take a moment now to take a deep breath in and out together, coming to a close but hang tight, I got to tell you what to do with your SpeechTherapyPD.com account.

Again, breathing in, and out. So much gratitude. Thank you all so much. So, we are closing out today, thank you for joining us, and letÕs see if thereÕs any other questions. Again, Yumi is putting a SpeechTherapyPD.com right now, if anybody wants to share their stories, you can go to that link for an opportunity for it to be shared on a future podcast. Erin, ŅLike I enjoyed a decadent treat.Ó Yeah, Erin, woo-hoo. 

ŅInteresting way to think about issues at workÓ thank you, Leslie, are there any questions before we sign off? All right. IÕm just scrolling back. Empowered, Jenna, I love that word. Aileen, calmness, knowing I can use these strategies, absolutely, I love that. Thank you so much. If you want to find out more about me, you can head to my website at www.goldenstateofmindpd.com. My Instagram is @golden.state.slp. 

My LinkedIn is Stephanie Michele Sweigart, that is Michele with one L. You can also join my email list to receive free resources as it relates to compassionate communication in your personal and professional life, again, you can do so at Goldenstateofmindpd.com. So much gratitude for all of you here tonight and cheers to you using compassionate communication moving forward. Thank you, everybody, and goodnight.

[END OF INTERVIEW]

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SLPL S12E02		Transcript

	©Ź2023 SLP Learning Series	1