Know Your Ikigai to Become a Better Leader with Nozomi Morgan

//Nozomi Morgan is the CEO of Michiki Morgan Worldwide. Her passion is to develop global leaders who can lead beyond cultural differences and boundaries and do good in this world. She is known as the bridge-builder helping global leaders, teams, and corporations to overcome the tension and frustration that arise from cultural differences. Her diverse international background — having lived and worked in Asia, Europe and North America — gives her a wealth of experience and knowledge as a trusted partner to international organizations.

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Transcript

Hey there!  It’s Andrea, and welcome to the Voice of Influence podcast.  I am thrilled to have with me Nozomi Morgan.  She is the CEO of Michiki Morgan Worldwide.  Her passion is to develop global leaders who can lead beyond cultural differences and boundaries and do good in this world.  She is known as the bridge builder, helping global leaders, teams, and corporations to overcome the tension and frustration that arise from cultural differences.  Her diverse international background, having lived and worked in Asia, Europe, and North America gives her a wealth of experience and knowledge as a trusted partner to international organizations.

Nozomi, it’s so, so fun to have you here today on the Voice of Influence podcast!

Nozomi Morgan:  Oh, thank you!  I’m so excited to be here!  So honored!

Andrea:  So, Nozomi, I have known you for a few years and met you a few years ago, and have always just really enjoyed you and your personality.  I haven’t gotten to spend a lot of time with you.  But what I’ve seen of you, you’re just so warm and inviting and powerful at the same time.  I’m curious, what does it mean for you to be a bridge builder in your company and what you do in your in your life?

Nozomi Morgan:  Oh, my gosh!  Well, first of all, thank you so much for saying that Andrea, and I feel the same with you.  The warmth and just like the capacity that you hold for people.  So, I’m just honored that you say that.  So, thank you!  And what a wonderful question.  Bridge building, you know, what that means to me is, at the end of the day, you know, one thing I know from living in different countries, from a very young age, I was born in Japan, and my father’s work, basically brought us to the states when I was six months old.  And I lived in Seattle, Washington until I was just turning eight and then we moved back.

And then I’ve lived on my own in Hong Kong.  I’ve been in Germany.  I’ve actually traveled.  I’ve got to stop counting, but the last time I counted, I stopped at 40 countries that I’ve traveled.

Andrea:  Wow!

Nozomi Morgan:  And then, you know, I’ve worked over my corporate days.  And now currently with my company, Michiki Morgan Worldwide.  We’ve worked with companies from global companies, and work with international teams and all that.  So, what I know from all that experience, and especially what’s going on today, and I know that we’ll get into that, at the end of the day, you know, really, I believe, from the bottom of my heart, every person is good, right?  That’s where we always come from.

Sometimes, it might not feel that way.  It might not come across that way, but at the end of the day, I believe, from really in the core of my body, from my experience is that everyone comes from a good place.  And that’s why the bridge building is so important.  Because you know, the view, if you look at a bridge, on A side, and B side, you know, across the river or the ocean, it could be, you know, that the view from the A side and the B side looks different.

So, they have different views of what that bridge looks like, right?  You’re looking across.  And that’s where a lot of people I find don’t realize that we live, especially now, in the same space.  But the reality we’re living in is different, how it looks like is different, and how we experienced it is different.  So, really, that’s where the bridge building is really important to me, because I know if everyone could understand it, stop assuming or stop believing that the reality is all the same and understanding that there’s differences.  And differences is neutral, it’s not good or bad.  And you come from the belief of everyone is good.  They’re doing their best in their own ways.  Even if you disagree, even if you feel like it’s not right, because right or wrong again, is depending on your worldview.  What’s right here in the States might be wrong in a different country or different worlds, right?

So, really, that’s where, you know, bridge building is so important in my personal life.  It could be within family, with my husband, you know, or my mom and in this world, you know, in the corporate setting where I would do a lot of my work, or nonprofits, the community, or the society.

It’s just everything to me.  I mean, it’s the fabric of my life.  It’s just the heart of who I am and what I do, and I should say, I don’t know what to do with myself without it.  It’s just really just a core part of who I am and just my upbringing.  Like I think about calling, I struggled with what my purpose is for a long time.  I still do sometimes.  But I do feel like this is really, you know, who I am.  This is the reason why I’m here.

Andrea:  I think the way that you just described all that, it sounds a bit like, I don’t just respect people, I also show them respect and maybe help them to find respect for each other.

Nozomi Morgan:  Yes, absolutely, absolutely!  And I love that, you know.  Respect is one of the words that is really near and dear to my heart.  When it comes from my culture, Japanese culture is very so-called “respectful.”  That’s part of really one of the core tenets of the culture.  But also, we’re not living alone, right?  We’re not on an island isolated by ourselves, and even if you are, you still have to respect the nature around you.

And there’s two really basic principles in leadership.  So, we do intercultural leadership, inclusive leadership – there’s different names for that.  But what I really believe and what’s most important leadership, and leadership is not just about corporate leadership or, you know, being on top of managing people, leadership is like self-leadership too, just as a human being, right?  You’re leading your life.

So, there’s two principles, two leadership principles.  And they come from a model called the Shingo maybe look up to be sure this is correct word  model, which is based of an operational excellence model.  The number one principle is respect every human being.  And I add to that respect every living being and actually everything.  So, the things even around you, like respect your surroundings.  Respect the table, respect the laptop you’re working with, how you treat your environment, and how you treat the things around you.  So, that’s principle number one, respect everyone and everything around you.

And principle number two is lead with humility.  And what that means is that none of us, none of us are perfect, right?  We don’t know everything.  It’s basically impossible.  And really knowing that every single person has something valuable inside of them, that can teach you something.  You might not be directly taught by the person, but every person is valuable.  And so, you might have more experience, you might have more money, whatever it is you have, you might have so called more but you can always learn from someone.

And I think parents actually experiencethis a lot: you learn from your children, right?  There’s so many things, but the children don’t go out and be like, “Mom, Dad, I’m going to teach you this.”  It’s just by being with them, you learn from them.  And so, those are the two principles that is important to me, but also flows through how we work with our clients in the leadership development work that we do.  Because I believe without embodying that, you won’t be able to connect with others, right?

You might be able to connect to their surface level, like “Hi,” “Bye” kind of surface level.  But if you really want to be able to know the person, work well with a person, you don’t have to like the person, because you can’t like every single person in this world, we have differences, but you can still respect the person.  And in order to respect, you have to have that humility – those two go hand in hand.

Andrea:  I am totally with you on those.  I love those principles.  How do you help other people to understand? Like I understand what it’s like to feel that way, and I can say it that other people should feel this.  But how does that really work out into the way that you’re working with leadership teams, international leadership teams, how did they actually put that, you know, like digest it and put it into play?

Nozomi Morgan:  Yeah.  So, it’s not easy. But it is definitely the answer.  Because a lot of these leadership teams, the reason why they’re at that certain levels, we work with executive teams, specifically, and the reason why they’re so called executives, they’re ahead of these departments is because they’re really good at what they do.

Andrea:  Yeah.

Nozomi Morgan:  So, they’re so called successful in what they do.  So, they, you know, got there because of how good they are of what they do.  So, they have their ways of doing things.  And the challenge is, they believe their ways are the right way or the better way than the others.  And helping them to really see that, “Yes,  your way is a great way, but other ways are good, too;  there’s not just one way to do things, not just one way is the only way” is through really, actually, we help them to first understand each person has greatness in them.  And I like to call it each person has the beauty inside of them.  So, it’s starting from there.  But actually, in order to see beauty in other people, to see value in other people, you need to see the beauty inside of you.

Andrea:  Oh, that’s so big.

Nozomi Morgan:  Right.  Sometimes, I’m like, “Really?”  But the truth is for people that are not able to see the beauty inside of them, see the value inside of them and have that low self-worth, they’re ones that are very defensive, and always comparing with other people, and finding ways they can “up” the other person.  And that’s when it’s hard for them to see the beauty in other people because they’re always competing with someone else.

So, going back to your question.  So, how do we really help people to help these leaders be able to see the beauty in other people and see that different ways have, you know, greatness in them is to really start working with them in helping them actually to increase their own self-worth.  You know, you might be surprised because you’re looking at them from the outside. They’re successful, they’re leading, you know, hundreds and thousands of people, and yet, a lot of people don’t really have that self-confidence, you know.  They’ve been masking it for so long.

It’s not a process for people that are so called not ready to face themselves, because the truth is, you know, there’s a lot of things that we don’t want to see inside ourselves, but that’s where it really starts.

Andrea:  Okay, so how do you know when someone’s ready to face that inside of themselves?  I mean, when you’re talking to a team, you’re talking to different people, and they all kind of have to make that decision for themselves.  Do you just kind of put it out there and say, “Look, this is something that you can dive into or not?” How do you help the whole team to make that decision for themselves that, “Yeah, I’m ready to do this.  Let’s go.”

Nozomi Morgan:  Yeah, so that’s really where the commitment comes right, to the first step to this whole process.  So, we have a framework, you know, that we walk through, that will really lead them to the so-called what they define as success, right?  When we work with the clients, it’s not our place to tell them what success looks like, it’s what’s important to them.  And the first place that they really have to decide is commit, because you can’t do this halfway. Because if it’s only halfway then it won’t go.

So, that’s where they really have to decide, “Okay, if we really want to change, if we really want to change this company, if we really, as a leadership team, if we’re really committed to making a difference, we have to commit and we’re going to face… I mean, it’s going to be tough, right?  And this leads to the cultural change with these companies, because if the leadership team changes, it trickles down because they’re leading the way.  So, it really has to come down to, like, how important is it for them and ultimately, they do have to make the commitment.

So, a lot of,  to be 100 % honest, they don’t really know what they’re getting themselves into.  It’s not like we’re going to go and be like, “Hey, you’re gonna start doing your, you know, inner work.”  It’s now how we introduce it.  It really comes from, “Okay, as a business,” because these are all business decisions, if they really need to make a change, you know, like, they have to decide and they have to commit however difficult it is, they’re going to commit.

And so for all honesty, you’ll start seeing some of the people in the leadership team that their commitment is not as strong as others.  Meaning that they’re not committed, right?  Commitment is zero one. There’s no in between, like half commitment committed.  So, you start seeing that, which I think is also good, right?  Because now you’re finally facing where the challenges are.  There’s some people that are not going to come along this journey.  And it’s better to see that earlier on than dragging someone who’s not willing to be part of that change.

So, this whole process really accelerates a lot of the things that have been covered with dust that they’ve been overlooking, and kind of pushing aside for a long time.  And the ones that are really 

ready to kind of, you know, grow literally out of how the buds come out, you know, pushing through the dirt.  The people who are like that are really the ones that they want to keep, and they need to think about like, “Do we want this this certain leader that’s not committed to be our leader, to be part of our leadership team?”

Andrea:  So, so good.  You know, as you’re talking about leadership teams, and we’re talking about leadership teams, I’m thinking, what is the motivation for everybody else in the world who is not necessarily motivated by money and success in their team?  Like how can we better reach individuals to be able to respect one another,  you know, this is one of those things that we’re all kind of dealing with right now, and especially [respect] the Asian community?  And I’m wondering, how do we do a better job on that kind of bigger scale too,  with individuals?

Nozomi Morgan:  So, great question.  And I think this is the reason why I struggle with what you asked, exactly what you asked so much myself and that’s why I’ve studied it, worked on it for all these years.  If you can just imagine, if each of us knew why we are here, you know, in this world right now, how powerful that would be, and how much more love that we would have because we know why we’re here.  And understanding that I can do one thing really, you know, the reason why I’m here for one thing, in my case, is being that bridge builder in connecting people.

But, you know, Andrea has a different reason why she’s here, you know, and Tom is here for some reason.  And I know this sounds really idealistic, but ultimately, I really believe that’s how each of us can really start to be coexisting in a more peaceful, you know, heartfelt way is if we can each know why we are here.  And really that leads to, there’s a Japanese philosophy called ikigai, and this is something that we teach and train, and we have a course around this.

And I’ve started to really bring this more to the forefront, because I’m realizing a lot of us are just kind of floating through existing, rather than really knowing why we’re here.  And that leads to organizations, companies, or all your employees.  When you look at studies from Gallup, it tells you that the engagement scores, people that are really engaged at work are, you know, pretty low.  I know it fluctuates year by year but it goes somewhere between about 60 to 70 percent, are disengaged.  In my home country, Japan, it’s even worse.  I believe I saw numbers like it’s somewhere in the high 90s, are disengaged.

Andrea:  Wow!

Nozomi Morgan:  So, you know, they’re basically existing, they’re just there.  And that’s a very stressful way to spend your day.  Stressful, meaning, it’s an unhappy way to spend your day.

Andrea:  Specially when it’s so much of your day.

Nozomi Morgan:  So much of your day, right?

Andrea:  So much of your life.

Nozomi Morgan:  Exactly, and I actually just had a conversation with one of my former colleagues who was laid off during COVID.  And it’s been a year since she’s been out of work.  And she really struggled because her identity was so tied to her career.  And now that she doesn’t have a title, she has just completely, you know, have this identity crisis.  And is like “Who am I?”  I mean, she’s a mom, she has two beautiful children, she’s absolutely talented, but she doesn’t know who she is anymore.

And so, you know, with ikigai, with that philosophy of really, it’s about your reason of being beyond careers.  It’s really about who you are, why you’re here, you know, what you really love to do.  And with the leaders of work that we were talking about, we weave that in to really help them to understand like, why are you here, and how do you connect that why you’re here, like, not just this company’s “here,” to why you’re here in this company,  and connecting that to the values and the mission of the company?

And so, it’s not about your career.  It’s not about your purpose in your work, it’s really about you know, why are you here?  Like, what makes you wake up in the morning, why are you living.  And we use this philosophy ikigai in the work that we do.  Because going back to what we kind of talked about earlier, each person needs to know why they are here, because when you know that you can show up so much more powerfully in your life, in your work?  And that also enables you to see the greatness in other people, going back to leading, talking about the principles of leading with humility and respecting everyone and everything.

By knowing yourself why you’re here, that gives you so much more capacity to, in a more touchy-feely way, to have more love for the rest of the people around you, the rest of the world around you.  And also, by knowing yourself and knowing why you’re here, it also helps you to really make the right choice for you in life.  And in general, when you’re a better person, you can become a better leader.  Really, it’s important to know your ikigai, know the reason of your being and being able to connect that to everything that you do.

So, the there’s stages in ikigai.  We have a framework that we walk through our clients.  One is obviously really knowing yourself.  So, we call this like “awakening your ikigai.”  And then you know, you want to be able to vision cast and see where this ikigai takes you like, how is your life?  How does your world look like?  What life do you want to create?  What world do you want to create?

And then the last stage is alignment.  Now, aligning every part of your life around that, including your work from your daily practice, from the way you wake up in the morning, your morning routines, and all of that you really align everything you do.  By doing that, it creates you more capacity.  When I say capacity, it means you get to have more time now, because everything you do has no waste, right?  Everything is aligned to your being.  So, you create more time, which will lead to create more energy, which will create being more productive, more effective in everything you do.

And so really, it’s going back what’s so important, if you have that strong purpose of why you are here, when you know that, when you can own that, and you can really stand in that; it really shows up at work and you can become a better leader.  So that’s why in the executive teamwork that we do, that is a really important part of it.  Although, you know, it might feel like,  sound like there’s not a connection. But in order for us – and especially, you know, leaders to be able to work with people with different value systems who look different, sound different, though the rights and wrongs feel different – in order to do that, you need to have more of that capacity, in order to be able to receive those differences.  Because if you really, you know, have a small capacity when you’re really stressed out, everything like ticks then bothers you, right?

Andrea:  Yeah.

Nozomi Morgan:  If you have a short fuse, your tolerance level is so low.  But when you have capacity, you’re able to see things, your blind spots. You’ll always have blind spots, but your peripheral vision becomes, you know, wider because they have more capacity.  So, really, that’s why this ikigai is so important, and then we can call it purpose.  You know, there’s different ways to say it and express it.  But that’s why it’s so important to the work that we do.  And, you know, it’s something that everyone can start doing just really asking those questions to yourself, like, “Why am I here?”  You know, “Why do I wake up in the morning?”  “What really excites me?  “What do I love doing?”  “What would I do?”  You know,a  classic question could be like, “What would I do if money and, you know, any of that didn’t matter?  What brings me joy?”

There are a lot of questions that a lot of us hear but don’t actually take the time to think through, or you’ll just, you know, write it down quickly and don’t really go deep on it.  And that’s where we work with our clients really deeply because this is life work.  You know, it’s not something you just do in a day and be like, we’ve got the answer.  It really doesn’t work that way.  It is a journey of work.

That is really important to anyone and it doesn’t matter what age you are, you can start doing this as a child.  I mean, I wish I did as a child, right?  Like, those are questions that no one asked.  I wasn’t asked that at school.  The only thing I remember is just, you know, “What do you want to be when you grow up?”  And a lot of times “what I want to be” for a lot of children, especially, you know, an older generation, including myself, was kind of shaped by the society,  what we “should” be or what we “shouldn’t” want to be.  And a lot of us, that doesn’t align with really who we are.

And that was my own experience working in corporate, I thought I should, you know, be a certain person at corporate or of a certain career in a corporate.  But I didn’t realize for a long time that that wasn’t really who I am.  And so, as I was getting more and more experienced in really working long hours, it really took a toll on my health.  And my body was crying like, you can’t do this anymore, because this is not who you are.  You don’t have to go through that.  You can do this without going through pain.  And that’s really why it’s important to me to help people at that level because I really, you know, I want everyone to be really happy and feel joy because that will go back to help people to bridge and connect with other people.

If you’re happy, if you have joy, if you have that capacity, you will have the ability, you’ll have more space and love to connect with others.

Andrea:  Love that!  Nozomi, over the past year, we’ve, from what I understand, I should say there’s been an uptick in criticism or racism against Asians, Asian Americans.  Have you experienced this?  What is this been like?  What does this last year been like for you?

Nozomi Morgan:  Yeah.  So, you know, I want to say, it’s sad and really unfortunate that it takes so many lives to be taken through mass shootings that, you know, has happened, or random hate crime. I say random,  but these hate crimes that are happening to us really bring this to people’s consciousness and attention, so it’s really sad and unfortunate in so many different ways.  And to your point, there’s been an increase in crimes towards Asian Americans.

And so, for example, there’s a study from the Center of the Study of Hate and Extremism at California State University,. They revealed that hate crimes in general has decreased overall by 6 percent in the state in 2020.  But those specifically targeting Asian Americans have rose by 145 percent.  So, you can see what’s really happening.  And, this is a different study, but it’s [from] a nonprofit organization called Stop AAPI Hate. They’ve revealed nearly 3800 incidents were reported, roughly, during the year of the pandemic; so, last year.

And women made up 68 percent of those incidents compared to men who were about 29 percent of the incidents.  So, there’s the intersectionality there with women and Asian Americans.  And actually, in talking further to this, it’s not just a US problem.  When you look at other countries, the hate crimes towards Asian people make their call differently in different, you know, areas of different countries.  There’s a problem that you see all around the world.  For example, in the UK, the police data shows that there’s a rise of a 100 sounds like 300 to me  (28:56) % of hate crimes towards Asians in the first quarter of 2020, compared to the year before. 

And there’s similar numbers that I’ve seen in like Australia and other places as well.  So, this is not just a US problem.  Well, my personal experience, I’ve been, you know, I would say, I don’t know if I’ve just been blessed but, physically, I have not encountered any anything like that.  But I definitely can tell you from my own experience. Actually, another problem I should say, is a xenophobia, meaning that a lot of times Asians are, although they’re Americans, they’ve been here, for some, they’ve been here for generations, right?  Like, grandparents, great, great grandparents, they’re from here.  They’re really from here.

But, you know, we’re always considered “others”….“You’re from other country.  You’re not from here.”  And that, I definitely have experienced, you know, through conversations, which you know is. it happens. And I think it’s a fair question as to where you’re from.  In my case, I am actually from Japan, I was born there.  So, it’s not a question for me that bothers me.  But I know for a lot of Asian Americans who were born and raised here, that’s something.  They continuously feel like they’re never accepted and never looked like part of this country, cultural inclusion, they’re not included in people’s minds.

So, my personal experience was with a local company.  I’m in Atlanta area, and there was a company that was looking for intercultural training.  And that’s what we do, that’s one of our specialties.  And this company is literally in a five-minute miles radius from our company’s headquarters.  And they ended up not choosing us, which is okay, you know, that’s totally fine.  And I asked them why, you know, “Why did you choose the other company?”  And they said it’s because we [my company] are not local enough.

Andrea:  Oh my!

Nozomi Morgan:  Right, like local?  Well, you know, five miles radius are very local.  So, I assume, and again, this is absolute assumption.  I didn’t, you know, push to ask what they really meant.  But I assume, based on the context, and I could be wrong.  So, know this is my one-sided story it that I think they meant that we’re not so-called American enough for them – which is really interesting, because we’re an American company, our headquarters is here.  And we have a, you know, very diverse, wonderful team because that’s important to us.

And if they can’t see that is local enough, then, you know, that is actually the problem that the executives at their company and what they’re facing, you know.  It’s kind of telling where they are.  But I think that’s a great example of what they assume in their mind, expect what local, what “American” looks like, what this country, people from this country look like.  So yeah, that’s something I do face daily, you know.

Yeah, there’s other stories that I can share.  But that’s the one that I feel like really, really was so clear, almost like, so, so in your face, I was like, “Okay.  Well, I think I’m happy not working with you if you can’t see that we are very local,” you know.

Andrea:  Yeah, so if this doesn’t count as local, what does?

Nozomi Morgan:  Yeah, what does, right, exactly?  What’s your definition of local?  And so, [it] kind of woke me up to that’s definitely a response I could have asked. You know, “What’s your definition of local?” and [I] really could have asked them. But I chose at that time that that’s not the way I want to respond to this.  It just told me as a business owner, you know, this is a company that I do not want to work with right now because our values don’t align.  So, that was the choice that I made.

And going back to that, there’s a lot of different choices that you can make as business owners or individuals when you respond.  When something is thrown at you, you have a choice how you respond. You can react, which could have been being angry, you know.  But you have a choice to respond, and you have to choose what response is right for you. And let’s go back to, and why the ikigai work –  knowing your purpose, knowing your values – all that is so important, because you have to go with the response that aligns with who you are.  And so that’s the response that I chose.

Andrea:  What do you wish that people who are not Asian or of Asian descent, what do you wish that that other people knew or would do to help the situation?

Nozomi Morgan:  I would say that we’re not like a black box mystery.  We’re not, you know, I hate to use this word, but I feel hurt once of the so-called we’re “Oriental”  – people that are so different. Because I still hear that word here and there.  You know, we’re just people.  We’re just as similar and different as any of the other neighbors or any of your colleagues.  And just because maybe we look different and maybe our lunchbox food smells different from what you’re used to smelling. We might eat food, like for example, I know we eat fish eyeballs, and things that maybe you’re not accustomed to,. But we’re just people.

And I really wish and hope that people will adopt and can go beyond the fear of differences and shift that energy, that fear, into curiosity.  And this is not just for Asians, but for any people that are different from each other.  So that could be, you know, the difference in thought, like diversity of thought.  You might kind of look alike, but you still think differently.  If you can just be curious, and that’s something we talk about in our intercultural intelligence work that we do.

It’s about becoming a cultural learner, being curious, wanting to learn about other people and how they live and what they do and how they think and feel, instead of being a cultural critic, as critics are usually pointing out what’s not good or what’s bad.  If you can just be really a learner, that goes back to the two principles I talked about earlier about being, you know, leading with humility.  If you can always be curious and just want to come from a place of “I want to learn about your culture, I want to learn about you as a person,” I think that would make such a difference.

Andrea:  I totally agree with you that would make a huge difference.  It’s so interesting to me, how I think ultimately it comes down to that fear of, you know, you were talking about before of not knowing your purpose, not feeling like you have a place, and then trying to carve out your place in such a way that that excludes others, because it makes you feel more safe.  And ultimately, that’s all driven by fear.  It’s not driven by love, like you were talking about before.

So, if we’re wanting to live a life that is life-giving and caring and kind of making the world a better place, then we need to live from that place of love instead of that place of fear.  So, I did love what you have said today and all of the important wisdom that you’ve shared.  I have a couple more questions for you, Nozomi.

First of all, where can people find you, and I think you said you might have a little gift?

Nozomi Morgan:  Yes, I do.  I do.  So, I have a gift for everyone.  It’s a set of questions that we use with our clients that really helps them to shift their mindset when they are feeling stuck or just feeling that things are not moving as they want them to, or it’s an extra set of questions that you can do every morning to set up your day in a better way.  So, it’s a set of questions and the URL, I believe will be in the show notes, so please look at that.

Andrea:  And the show notes can be found at voiceofinfluence.net/podcast, and you can look up Nozomi’s name or look through the other episodes and find her.  

Okay, so my last question for you, Nozomi is what last piece of advice would you give somebody who really would like to have a Voice of Influence?

Nozomi Morgan:  It’s to know yourself, really, that would be the wisdom that I would share with you.  And know yourself, which comes with knowing that and having a firm belief that you are amazing.  You know, you are worth it.  All of that is not easy to do every day.  And that’s why, you know, the set of questions that I want to share with all of you that’s what helped me, that’s what helps my clients.  But it’s an everyday work that we have to do on ourselves, but really know yourself, because you do have a voice.  You are valuable.  You are needed in this world.  So, know yourself, and everything else will unfold from there.

Andrea:  Thank you so much!  Thank you for being a Voice of Influence for our listeners today.

Nozomi Morgan:  Oh, thank you so much for having me.  It’s so much fun.  And yeah, for your listeners, feel free to connect with me on LinkedIn as well.  I’m pretty sure I’m the only Nozomi Morgan on there!  So, you can find me on LinkedIn or even on Instagram with @nozomimorgan.

Andrea:  And everybody wants to connect with Nozomi.  So, you should do that.  All right. Thank you!

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