Follow The Brand Podcast with Host Grant McGaugh

From Mindful Moments to Measurable Momentum: Embedding Wellbeing in the DNA of Business

• Grant McGaugh CEO 5 STAR BDM • Season 2 • Episode 34

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What if your most valuable asset isn't listed anywhere on your balance sheet? As businesses struggle with burnout, retention, and ever-increasing demands, well-being strategist Anita Barbero offers a compelling vision for transforming workplace cultures through mindful, strategic wellness integration.

Drawing from her extensive experience with iconic brands including ESPN, Disney, and Chewy, Barbero dismantles the misconception that well-being is merely a nice-to-have perk. "It needs to be embedded into the very fabric of the organization," she explains, presenting a business case that's impossible to ignore: companies investing in mental health initiatives see up to four times return through reduced absenteeism, increased productivity, and lower healthcare costs.

The magic happens when wellness isn't treated as a disconnected event but woven seamlessly into the corporate rhythm. Rather than disruptive hour-long sessions, Barbero advocates for "mindful minutes" before meetings, short guided breaks, and accessible resources that employees can engage with on their own terms. These micro-interventions, when practiced consistently, create measurable momentum.

The pandemic marked a turning point, revealing what's possible when leaders show up with vulnerability and humanity. "Record numbers attended virtual well-being sessions," Barbero shares, "and executives appeared from their living rooms—not polished, but real." This crisis taught us that resilience isn't about pushing through; it's about pausing, connecting, and creating space for what's authentic.

By blending science (evidence-based tools), spirit (purpose and connection), and strategy (sustainable practices), Barbero offers a holistic approach to workplace wellness that transcends trendy programs. In a workforce that's "tired, burned out, and craving something real," these practices aren't luxuries—they're necessities for organizations that want to thrive.

Looking for practical strategies to transform your workplace culture? Connect with Anita Barbero at anitabarbero.com or find Renew Your Health on social media to discover how mindful moments can create measurable momentum in your organization.

Thanks for tuning in to this episode of Follow The Brand! We hope you enjoyed learning about the latest marketing trends and strategies in Personal Branding, Business and Career Development, Financial Empowerment, Technology Innovation, and Executive Presence. To keep up with the latest insights and updates from us, be sure to follow us at 5starbdm.com. See you next time on Follow The Brand!

Speaker 1:

Welcome everybody to the Follow Brand Podcast. This is your host, grant McGaugh, and I am going to bring someone to the stage I have so much respect for. She's been through my program and she has taught me so many things. You always think you're there to give information and to guide someone, and then you find out, you get guided, you get the information to guide someone, and then you find out you get guided, you get the information. This was my experience with Anita Barbaro, who's going to introduce to us what she's all about and she's bringing a unique service to corporate America that we need so much of today in the realm of mental health and the things we can do to actually help ourselves get healthier, completely and holistically. So I'd like to get her introduced. We're going to have a candid conversation about what she does and why she does it. So, anita, you'd like to introduce yourself.

Speaker 2:

Yes, I'm Anita. Thank you, grant, so much for having me on your podcast. You have helped me so much. I am a well-being strategist consultant and I am just immersed in well-being. I have been most of my life into health and wellness and I just have a passion for passing the gift of health and wellness to as many people as I can, and I really got involved in the corporate world and fell in love with the corporate world because the people were so wonderful and I just felt that I could share the gift and my energy there and it's been just a great experience.

Speaker 1:

I tell you what you said something well-being strategist. I like the way that sounds. So we want to unpack just a little bit of that Now. You've worked with some iconic brands we're talking Disney, ESPN, chewy. I want to understand and I know there's some misconception with companies and people. They understand, you know about how that integrates with the workforce. So when you think about this, like, what is the biggest challenge or misconception that you think people have about integrating well-being into high-performance work culture?

Speaker 2:

Yeah. So that's a good question, grant. I think one of the biggest misconceptions is that well-being doesn't need to be a core priority. It often seems like it's something extra or assumed to maybe be covered by an existing benefits package maybe be covered by an existing benefits package. But if a company wants to build a truly high performance culture, well-being just can't be an afterthought. It needs to be embedded into the very fabric of that organization and with that it could even be woven into the mission, the leadership strategy and the day-to-day employee experience.

Speaker 2:

You know, what I learned is that companies often talk about bringing more value to their customers, but what about bringing more value to the people behind that success? Because when you prioritize the well-being of your people with programs that go beyond the norm, programs that are thoughtful, relevant and even restorative, you're showing that care is a company value and that kind of culture only drives performance. Not only drives performance, but it also improves retention in grant, especially with these younger generations who are really seeking more meaning and purpose in their lives and more purposeful ways they work and in environments where they feel more supported. So that's where I really believe that there's our misconceptions.

Speaker 1:

You know you really framed that answer very, very well and put it into context, because the biggest expense on any corporate balance sheet is is human capital, it's your people. So how are you investing in in that particular asset and keeping it a well-oiled machine, so to speak? Exactly so when you talk about now your approach, your particular approach as a well-being strategist, your approach isn't just about the wellness. It it's about business results, which is a different take that I think a lot of people don't look at it like that, but you see the holistic view from the corporate lens. It's about business results. So the question is how do you help executive teams see well-being as a strategic imperative and not a nice to have?

Speaker 2:

Yeah, nice to have. So that's an important question really, because well-being really is a business strategy. It is not just a perk and executive teams need to see results and I definitely and completely understand that. But what I experienced firsthand during my time leading wellness for a decade at ESPN and even though, grant, we didn't track like formal metrics at the time, we did see consistent growth in participation. We did see consistent growth in participation, increased engagement and a noticeable cultural shift over time because leaders were showing up to mindfulness sessions and implementing mindful minutes even before or after their meetings and employees were building well-being into their daily routines because and this is big they had the permission most times to do that permission from the leaders.

Speaker 2:

And when people, as we know, are more present, less stress and feel more supported, they perform better. It's a ripple effect that really did reach across departments and that was really evident. Companies that do invest in mental health and stress reduction the data and the research is there they see up to four times of a return on their investment in reduced absenteeism, increased productivity and even lower health care costs. This is all recorded. And we also know that high stress is a leading cause of burnout and turnover and this directly impacts retention and, ultimately, the bottom line.

Speaker 2:

So, honestly, when I work with companies, I just don't start with a generic solution. I start by understanding their culture, their pain points and what's already in place, and then I tailor well-being strategies that actually fit into their reality and their workforce. It's where the shift truly happens. So, from nice to have to necessary for long-term performance, because when employees who give so much at work and that's what I always saw, when they give so much, but they feel seen, supported and they feel well, they do show up differently. And how they show up impacts everything that businesses pay attention to, from innovation to client satisfaction and to even the bottom line. And now it's reputation, because, as we know, business competition is fierce, especially with this increase in social media.

Speaker 1:

And you frame that wonderfully, letting us know you know your differentiator, what really resonates with the businesses that you work with. You've done your research and you understand what's no, that don't just ticks the box but actually makes a difference. I want to know now how you got into this field. You know, like I want to understand. If you don't mind, just tell us about. You know a moment or the moment that you realize that workplace well-being could become your particular, your life's calling and not just your career? Can you give us some context around that?

Speaker 2:

Yeah, I love that question too. So that realization came during my time leading wellness at ESPN. During my time leading wellness at ESPN, we had launched programs with. I had launched, with a very small team, programs across the country or across the company not across the country yet, but across the company, which was global. Right, espn is a big company and from mindful minutes to movement breaks and then over time, I did notice something deeper than just the participation grant.

Speaker 2:

People began telling me how these moments of pause were helping not just them get through their workday but actually feel better about themselves.

Speaker 2:

The work that they did and it even spilled over into their home lives, which was so dear to me.

Speaker 2:

Colleagues saying after a guided session that this has helped me more than you know. And honestly, from those guided sessions, those meditation sessions and movement sessions with a few dedicated individuals, is where a mental health affinity group and for our listeners that don't know what an affinity group is, it's a specialty employee resource group and this particular affinity group was a mental health one called Trust and it was birthed from those meditation sessions with a few individuals that kept attending and they felt the need and I'll have to say it's still going strong today, and that's when it became clear this just wasn't a job or a program, but it was a calling, and, for me, a corporate calling. I've always believed that we're all given gifts that are meant to share and, honestly, my faith has also, and always, guided me toward helping others reconnect with their strength, their resilience, and especially in environments that demand so much. So for me, workplace well-being wasn't just about reducing stress, and it still isn't today. It's about honoring the whole person, and really that's when everything changes, and I saw that firsthand.

Speaker 1:

I tell you, you helped us all see that and hear that in your voice, in the enthusiasm, your energy, just re-experiencing that moment Right, and I love it seems to me like you caught a rhythm. There was a harmonic moment that happened. You're like, hey, this is a gift that I can give to others and which they find valuable and that they were willing to and the need for, to invest in, because if we don't invest in ourselves and our own individualism, our health in a lot of other ways, this is so important. It's such a stigma I think sometimes people think about yeah, if you catch a cold and everything like that, yeah, you go get medication, you get sick, but we get mentally fatigued, we get emotionally fatigued, we get emotionally fatigued.

Speaker 1:

There's a lot of things that take us out of rhythm with ourselves, that we may not know how to heal. And I think you bring that to the table of how to heal and how to actually heal and feel better. Now in your work, you emphasize embedding well-being into the corporate rhythm. I want to understand that a little deeper. What does that look like in practical terms? If you are chief human resource officer of a major corporation like a Disney or a Chewy or ESPN. What does that really look like in practical?

Speaker 2:

terms. And I love the idea of rhythm, you know, because even in corporate America there is a rhythm and it could be a good rhythm, right, it could be a really good rhythm by embedding well-being into the corporate environment and treating it. The rhythm would come from not treating it as something extra. It means that it would become a part of how the organization functions day to day. And in practical terms, I particularly start by understanding the company, the company's current culture, and identifying the real pain points from there and then design a simple or simple, doable strategies that can fit into the existing workflows, not disrupt them. That's the key. Disruption doesn't create rhythm and at ESPN we knew we had to engage executives and middle management if we wanted lasting impact.

Speaker 2:

So we started small, setting up brief but consistent wellness moments just for the leaders, like, for instance, five-minute guided meditations once a week. We scheduled them at a time that worked for them and that's the thing. It was all about them. It wasn't about us, our schedules, our time, it's about them. It was all about them. And what we found was even the busiest leaders appreciated those pauses Once they experienced the shift in focus and calm.

Speaker 2:

Then we were able to go deeper with them staff meetings to offer mindful minutes before they began, which really is just a few moments to center and to bring everyone into full presence. This is still today and was so powerful then. We also brought in external voices, which means like mindful leadership experts and community leaders and even executives from other companies to speak and reinforce why this message works and why it matters Because, as we know, grant that knowledge is power, honestly and especially for decision makers. We always presented the business case for brought in experts. That was huge and connecting well-being directly to focus, resilience and performance did make the business case and that's what made it stick. It wasn't about adding more. It was really about being intentional of what we offered into that corporate rhythm.

Speaker 1:

I tell you, you really know your service, you know what works, how you can help executives in the moment that they're actually conducting businesses, and you know what. Let's go in here and steal five minutes, but you're actually adding value for those five minutes. That are just wonderful. And it's the performance right, the energy boost you need because these are high-performing executives, they are a huge capital investment right, and you want your Maserati, so to speak, to be running on all cylinders at all times to get the maximum amount of output that you're looking for. I think that is wonderful about that. So that's rhythm.

Speaker 1:

I hear what you're saying. So you're fine tuning everybody and you found the way of doing that that doesn't disrupt the company culture. You actually enhance it and I think that is wonderful. Actually enhance it, and I think that is wonderful. I want to, because you said something about disruption and about you know how that disruption can happen. And then you got to get things back on track and get more harmony into it, more rhythm into it. Now you led well-being initiatives during one of the most stressful times in corporate history, that is, the pandemic COVID-19. I want to know, because you lived through that right. We all did.

Speaker 1:

But, you were actually doing your particular service in a corporate setting. What lessons did you learn about resilience, leadership and adaptability during that time?

Speaker 2:

Yeah. So I'll tell you that is such a great question and really dear to my heart, because the pandemic was one of the most defining periods of my career. What really struck me was how well-being something that was often considered optional, well-being something that was often considered optional suddenly became a priority Because, let's face it, every human being was affected during that pandemic. It was global and I even you know it was worldwide and not only did that affect our work environment, but it affected our families. It just couldn't be ignored. It affected every part of our lives. And what was really compelling was leaders who had never really engaged with well-being initiatives before were reaching out to us the wellness team, not just at ESPN, but even Disney, who is our parent company and they were asking how do we support our people right now? Like they were almost desperate, and we can understand that. And what we saw, grant, was record numbers showing up to virtual well-being sessions during that time and people shared openly and listened deeply. We partnered closely during that time with our EAPs, so we were all on these virtual calls together and what moved me most was seeing executives show up from their living rooms not polished but real and vulnerable. Wow, that visibility that shared humanity definitely changed things.

Speaker 2:

One of the biggest lessons I think we all learned was that resilience isn't just about pushing through. It's about pausing, connecting and then allowing space for what's real. And that's what the pandemic did allowing space and then leadership. The most powerful form we saw was human presence and adaptability. I remember thinking as I was going through this was really did it take a global crisis for us to lead with our humanity first? And that experience shaped everything for me as I choose to step now into this bigger corporate world of well-being, because I saw what was possible when people feel supported, seen, cared for that's big Cared for and then heard there's no going back. It's just about integrating better, and that's what the pandemic did for me.

Speaker 1:

Oh man, I'm glad you shared that story. Everybody can probably remember what were you doing back then. What was it like? And we were all living in this, really a virtual world. We couldn't go outside. And then how do you find support? And you showed that. You showed leadership and well-being.

Speaker 1:

So I see why you call yourself the well-being strategist, because you used that strategy and promoted well-being in a world where we already know we were stressed out, we had a lot of anxiety, we didn't know what was going to happen next and it was a trying time. Now we're still in trying times. We are in trying times even right now about where the world is going, but where our business is going, and there's so many different levers that are taking place. Now I have found that, as far as what I call the status quo that many leaders think, offering yoga or meditation once a quarter, you know it checks that wellness box right now. I got that checked out and that's it. They're not really digging in and seeing how this really guides a company. So the question is how do you, from your lens as a well-being strategist, how do you guide companies from one-off initiatives to a full cultural shift?

Speaker 2:

Yeah, so that's so true, Grant, that many leaders do start off with maybe a one-off yoga class or quarterly meditations and they're offering that and they check the box right. But that really isn't well-being, that's an event, and events don't change culture. Events don't change culture. So what I do is help companies move from occasional activities to ongoing integration, and that begins by listening and really understanding what's happening in their culture. What are employees struggling with and where is leadership aligned or disconnected? That's important and from there, from that point, we co-create something sustainable and realistic not overwhelming, but more meaningful and consistent for that corporation.

Speaker 2:

At ESPN, we did see the shift when we started embedding short well-being moments into meetings that engaged leadership consistently, and we offered flexible resources like guided videos.

Speaker 2:

There was a program called Everybody Moves and it was these videos that employees could access at any time. It was movement videos because we knew that you know expecting employees to take their half hour breaks or exercise for the amount of time, but they needed to move and they had access to this and they had access to this. So we found that when well-being is woven into the rhythm, like we said before, of their workday, not just scheduled once a quarter, that it becomes a lived experience, not a side program, and culture changes again when leaders set the example. So when employees believe that it's acceptable to pause, like when they offer these mindful minutes in before or after meetings and you don't have to be a specialist or a meditation person to offer a mindful minute, anybody can do it, you just it's a moment of pause and when employees know, and then when they feel that support and it's consistently available, that's the thread that maintains organizational integrity, and not just when it's convenient man, well stated, well stated.

Speaker 1:

I. I believe in what you're saying and I can feel that that you can't just be a one-off, you can't just, you know, ride the bike once and now you've got, you know, the cardio that you need. You know, for the whole week, the whole month, the whole year you've got to constantly be priming that pump and it becomes a habit, a very positive habit, in what you're doing. I love what you just said about that. Now you've got some programs that you've created, like Wellbeing. Your Way, I think, is one of them, and you did one at ESPN. I think it's called the Trust Group, right? I want you to understand, or help us understand. Can you share how personalization plays into sustainable engagement? Can you elaborate on that a little?

Speaker 2:

bit Sure. Sure Because, honestly, personalization is the key to making well-being stick. You know employees, people want to know that you care, and to show it in some kind of a personal way is really is what makes it stick. It's not a one size fits all approach. That never works, especially in high stress environments like corporate teams and even health care grant teams and even healthcare grant. That's why I created programs like Wellbeing your Way that's now being offered in Chewy and when I was at ESPN, the Trust Mental Health Group that we created was just an amazing initiative that gave people options, because we found out that engagement grows when people are met where they are and they know that you care. So that's important.

Speaker 2:

And there's folks that love meditation and others who prefer or need movement or even just the space to talk. So by offering these different paths which is what Wellbeing your Way does and trust and then that Everybody Moves program, by offering these different paths, well-being becomes approachable and personal and it's not a prescription, right, it's not a prescription and that's what inspired me to create even this library of 42 short, professionally produced mindfulness videos for high-stressed industries, where people often don't have the time or the bandwidth for these long one-hour sessions, so they're tools that can be embedded right into the workday, on demand, at the desk before or after a shift or whatever works for them. Because what I discovered during my time at ESPN and now is that when employees can access support in ways that they feel it's a natural part of their work day or their workplace reality, even, that's when engagement becomes sustainable and well-being becomes a part of the culture. It's not just an initiative.

Speaker 1:

Well, I love that. That's what I'm talking about. How do you get it to where? It's sustainable? It's habitual. You've done your homework and understanding the time is a premium, right, time is a premium and you're working with, you know, high, high profile executives. They're high performing individuals and time. I don't have time for all that. Well, guess what? You have time to fill gas, put gas in your car, right, right, so you've got to put some gas in your car, so to speak, your, your human vehicle, right For for it to operate, and've shown a way to get that pit stop. Those little five minutes. This and that, and there's different ways of getting I like 42 videos.

Speaker 1:

You have 42 ways to go ahead and re-energize yourself or renew your health. You know, I'm going to go into the name of your business. We have 42 ways to renew your health. I really, I really like that, you know, because here's the deal. We know that companies are struggling with burnout, especially like in healthcare. It is huge. And then you get attrition. People leave the business, right, you know? And it's just like wow, how can I get people to stay here and not be burnt out? And they need to understand like, okay, where do I start, Anita, because I hear what you're saying. I like what you're saying. Here's my big challenge. I'm struggling with burnout. I'm struggling with attrition. What can I do to get started Now? If you don't mind, share with us what are one to two high-impact changes that they can make immediately.

Speaker 2:

Okay, yeah, that's a very thoughtful question and I would say, grant, it would start by listening, listening to your people and then to the data. Burnout often comes from feeling overwhelmed by work and unsupported, which highlights the need for honest communication. That's another thing. So you listen and that starts, opens the door to honest communication. And then another immediate change is to normalize regular, meaningful pauses throughout the day, and this could be as simple as short guided breaks or team check-ins that create the space for mental reset, because it's these micro moments of mindfulness that are powerful when done consistently.

Speaker 2:

So, yeah, it's listening, and then to retain, or retain to, yeah, to re. We want to retain the managers, but I think, and I've always thought, this why don't we retrain managers to lead with empathy and awareness, maybe in the onboarding process as their move to leadership positions? Because they are the frontline of the culture and when they're overwhelmed or unaware, it ripples throughout the team. So, equipping them with simple tools to stop burnout early with themselves, right, and then with their teams, and to create psychological safety and model well-being in their own work, that's when leaders can literally shift the culture, and I think those are two ways to begin that we got to take that to heart, not just listening what you just said, but practice them.

Speaker 1:

And the more we practice this them, we can start seeing measurable difference. As they say, if you, you can't manage what you can't measure, so if you can measure it, then you can manage it. So you've got to start doing some things that create that opportunity to measure. Speaking of that, which is like science, I want to know, because you spoke earlier about faith, your particular faith. You've got to have something to believe in. So how do you blend science, spirit strategy in your sessions with? You know different leaders, different teams, and here's the question why does that blend matter, now more than ever?

Speaker 2:

Yeah, I love that science, spirit and energy and strategy. It has so such a beautiful flow, just that, that, that saying right, science, spirit and strategy. And that is at the core of how I work, Grant, and I do believe that is what makes my approach both effective and deeply human, because science gives us the data which we need and we know with that data that chronic stress impacts the brain, the heart and even decision-making. So I like to use evidence-based tools like mindfulness and movement that have been proven to reduce stress, improve focus and increase emotional resilience. I mean, even you know breath work through mindfulness. You know taking that breath has such calming effects. So we know that the science can prove that the spirit piece is what can't always be measured, right, it's purpose, presence and connection and, especially in leadership, down naturally in communication to their teams. So that's, I love bringing that spirit piece into it, because I believe every you know humans are spiritual beings, right, and we just have to bring it out. And we can do it in corporate America too, and the strategy is where it becomes sustainable. It's not about, like we said, these one-off sessions. So I work with companies to embed wellbeing into their daily routines, their team culture and leadership communication. So it's not just a program, but it's actually a way of operating.

Speaker 2:

And your question why does this blend matter more now than ever? Well, honestly, because the workforce is tired, burned out, we know this, and people are craving something real. And because of the pandemic, you know that was the silver lining. I really think there was a silver lining in this pandemic. We know that that craving is real, it's there. And when we do choose to combine the science with the spirit and then the strategy, you don't just address performance. You can then ignite transformation, and that's what needs to happen.

Speaker 1:

I love that man. We got to get more life force into our lives, right, that's the spirit of life. You've got to put more life into what we're doing. That's our green leafy vegetables, right. So we've got to eat right and we've got to breathe right. We've got to feel what we're doing. If we have more feeling into what we're doing, this is wonderful. Now we work together. We work together for about four or five weeks and I thank you for that, for bringing me into your world, saying, hey, grant, bring to me what you're doing. I'm going to show you what I'm doing and we're going to bring that together so we can even get this message out further or reach, because it's so in demand. You just said the workforce is tired, is beat up, it's burnout, they're not seeing something that's tangible in front of them. You bring that out. Now you have a tagline. It's called mindful moments to measurable momentum. I like that Mindful moments to measurable momentum. The question is, how does that connect to your personal mission and the future of leadership in a well-being driven economy?

Speaker 2:

Yeah, so, yeah, I love that. And so mindfulness, when taken seriously, it is a strategy that everyone, everyone can practice, because it just means really paying attention on purpose to what's happening right now. So when we can train others and ourselves to be mindful, then we have a whole different way of rolling out some of our strategies and some of the way we look at performance and one of the things that and, as we know so, that can create momentum. One of the things that really struck me when I first got into corporate America and into this concept called mindfulness, which I had to take on myself first to practice it, and I just loved what was going on, even inside of myself. Right, it cultivates. One of the things that cultivate that mindfulness does is it cultivates compassion, and that's more than just a phrase, it's a lived truth. Mindfulness, you know, has shaped the way I lead, listen and serve. So it teaches all of us, when we practice it, to slow other and to respond, not to react. Yeah, so we respond from this place of awareness and compassion rather than being on autopilot. Yeah, we get rid of the autopilot.

Speaker 2:

And can momentum happen without being on autopilot? Right, yes, it can. It can happen from the pause, but it's also something. That's why it has to be embraced in the workforce by leaders and then trickle down so everybody feels it, everybody's aware, and when you have that, it's a different environment and that's what will compel and propel the momentum. Because in a world where there's burnout, disconnection and rapid change are the norm, mindfulness, compassion, empathy isn't just a nicety, it's a necessity, it becomes a necessity and that's how teams will communicate. And so, as we move into a well-being driven economy, leaders will no longer be measured by output alone, but by the cultures that they create. Right, wow? Because leadership that's rooted in mindfulness, grant and this I know fosters psychological safety, clarity and care. And that's where real innovation and engagement happens, because that's when momentum starts to really, really flourish and take off, when there's engagement. So this connection between mindfulness, compassion, momentum it is the foundation and it's how I believe organizations will thrive human first, with heart-centered leadership at its core.

Speaker 1:

That's the life. That's how you renew your health. This has been wonderful. It's been wonderful working with you. I want, if you don't mind and I've been doing this for a lot of my guests I want them in real time to talk about your experience in working with me through my Brave framework. What has that done for you in your life and business?

Speaker 2:

Gosh Grant. So you came, you were my calling. That's what I believe, honestly, and I just needed you honestly and I just needed you. What you did was you really got me to hone in on what it is that I could communicate best in this corporate world. And I had to know who I was as a strategist, as a consultant, because I am a meditation teacher, I am a coach, I am a yoga, and you could put all these things up but you helped me really hone in on this one thing that I needed to communicate, and then everything else could fall underneath it. But your strategy and you were just so helpful. You were just what I needed.

Speaker 2:

I'm very motivated, so I didn't need a motivation coach. I needed you to just really help me establish what I needed to do with homework with, and I did it and I just feel so clear in my communication now and, yeah, you were just a blessing to me. So I thank you and I would recommend you and I have recommended you already to so many of my friends because I think they noticed like what's going on, you know yeah, I couldn't ask for a better testimonial.

Speaker 1:

And likewise, as I said earlier, when we first started the show, I learned so much, you gave me so much. Started the show, I learned so much, you gave me so much. And we take that energy and that momentum and we build and we come to this point in the road that we can actually elevate and I love what you're doing and I will definitely promote you everywhere that I can, because what you're doing is so needed and people need to hear this message and understand. I'm telling everybody need it and people need to hear this message and understand. I'm telling everybody 42 videos of how to get right and get focused right and get aligned with your true purpose and mission right. So tell us how to contact you?

Speaker 2:

Yeah, so I'm very easy to contact. I love being contacted and I love answering people's messages. So, linkedin I'm on LinkedIn and I have my own website, anitabarberocom Facebook, instagram. Renew your Health is my business, so whether you show up as contacting me as Renew your Health or Anita Barbero, I'm there in both those ways and, again, I love the engagement and the conversation always.

Speaker 1:

That is wonderful. That is so wonderful. I want to encourage your entire audience to tune into all the episodes of Follow the Brand. They can do so at 5 Star BDM. That's the number five. That is star B for brand D, for development and from masterscom. I want to thank you again so much for being on the show.

Speaker 2:

No, thank you again. So much for being on the show. No, thank you, grant, I appreciate it and loved the conversation. Thank you, be well, bye-bye, bye-bye.