On this episode of the Take Good Care podcast, we continue our conversation with Dr. Anika Davis, an organizational psychologist and CEO and founder of Winning Results, and how she helped Rosa Gynecology as a brand.
Transcript
Dr. Mironda Williams:
Welcome to Take Good Care podcast.
Dr. Deanna Guthrie:
An endeavor that grew out of our love for obstetrics and gynecology.
Dr. Karen Greene:
Our aim and mission is to serve as a source of vital information for women of all races, ages, and walks in life.
Dr. Mironda Williams:
I am Dr. Miranda Williams.
Dr. Deanna Guthrie:
I’m Dr. Deanna Guthrie.
Dr. Karen Greene:
And I’m Dr. Karen Greene.
All:
Welcome to our show.
Dr. Mironda Williams:
Welcome to another episode of Take Good Care podcast. I’m Dr. Mironda Williams.
Dr. Deanna Guthrie:
I’m Dr. Deanna Guthrie.
Dr. Karen Greene:
And I’m Dr. Karen Greene.
Dr. Mironda Williams:
And hopefully you all listened to the last episode that we had with our amazing guest, Anika Davis, who is here with us. And we’re going to pick this back up what we were talking before. But for those of you who may not have listened to that episode, first of all go back and listen, but secondly, Karen, just give us again a quick her bio and just let the people know why we have this amazing lady with us today.
Dr. Karen Greene:
So, Dr. Davis is an organizational psychologist, which means she helps businesses tap into the power of people and culture to reach their highest potential. I met Anika at the gym, found out what she did, talked to her some more, went to a vision board party and connected with her and she has helped us greatly. So, we’re going to talk a little bit more of how that all came about and what our future plans are and what we’re doing now.
Dr. Mironda Williams:
Absolutely. So Dr. Guthrie, as we concluded the last episode, you asked a question of Anika, you want to repeat that question?
Dr. Deanna Guthrie:
Sure. I asked her in her work, what is the most common, and instead of using the word “problem,” I used the word “opportunity” that companies face that need help with?
Dr. Anika Davis:
Yes.
Dr. Mironda Williams:
And you said…?
Dr. Anika Davis:
Getting unstuck. And I hesitated if you noticed, because that’s right up there with leaders wanting to kind of take all the control. So, I was debating, which is it, and organizational culture places a huge-
Dr. Deanna Guthrie:
We can talk about both.
Dr. Anika Davis:
Yes, we can talk about it all. So yes, getting unstuck.
Dr. Mironda Williams:
Perfect. I was just trying to decide which way I wanted to go with this. So, put a pin right there.
Dr. Anika Davis:
Yes.
Dr. Mironda Williams:
When Dr. Green brought you to us, it was very fortuitous, if not divine.
Dr. Karen Greene:
Yes, definitely divine.
Dr. Mironda Williams:
Because we, as a company, Rosa Gynecology, we were having some… Ladies, how would you term the challenges that we were having within our organization at that time, which was a little over a year ago at the time of this recording?
Dr. Karen Greene:
I think it was, I mean, I guess the best way to describe it was kind of chaotic, but it was like things were just not meshing. There was just something we needed somebody to look at us from the outside in and say, “Okay, what are we doing right? What are we doing wrong? If there’s something wrong, what we could do better?” And it was like we couldn’t see it. And so we knew we needed help.
Dr. Mironda Williams:
And it was meshing with the staff and communication.
Dr. Deanna Guthrie:
I was going to say, I believe you were a little stuck before-
Dr. Mironda Williams:
Mm-hmm. Of course.
Dr. Deanna Guthrie:
… and I think we recognized it and we started that process of becoming unstuck. Things like changing our name. We held onto that name for so many years until, and we had people suggesting you may want to think about it. And then we finally made that decision. But in making those early changes, we didn’t expect all the things that came with the change.
Dr. Mironda Williams:
Mm-hmm.
Dr. Karen Greene:
Yeah.
Dr. Anika Davis:
Okay.
Dr. Deanna Guthrie:
And I think it was everything happening all at once and adjusting to now wanting that new phase.
Dr. Mironda Williams:
That’s an excellent point, Dr. Guthrie, our business is 40 plus years old at this point, and for 30 plus of those years we delivered babies.
Dr. Anika Davis:
Yes.
Dr. Mironda Williams:
And our names still said that we delivered babies, but we no longer deliver babies. And so we talked about in the last episode also about expectations and what people expect of you because it’s what you’ve always done. But now we’ve changed, we’ve evolved, we’ve become a different business. And so all of that was happening, to your point, we were coming out of COVID, whatever that meant. We were changing our name and just redefining who we were as a corporate entity. And then came Anika, and so-
Dr. Deanna Guthrie:
And we changed our organizational chart, too.
Dr. Mironda Williams:
Well, as you were saying, one of the things you mentioned in the last episode was when you were trying to get to know an organization, or in our case, when Karen mentioned that we needed your help, and you asked, “Well, can I see your org chart, if you have an org chart, let me look at that.” And your comment was that an org chart can tell you a lot. Can you go into that a little bit more about how that impacts how you see the entity and then we’ll talk about how you came in and helped us know ourselves better.
Dr. Anika Davis:
Sure. So, from a general perspective, an organizational chart tells you, and I’m sure most of your listeners are familiar with that, but just in case they’re not, it gives you the hierarchy of an organization and the formal name is its structure. So, there’s a terminology, is an organization tall or is it flat? Flat, meaning there’s not a lot of rungs of leadership between the entry-level employee or the individual contributor and those who are in leadership. Tall, there may be multiple levels. Sometimes it makes it very bureaucratic. So, you have a lot of red tape to get something pushed through a decision needed to be made. So, when I see that, I see a lot of different things for just generally speaking.
It tells me about how the organization is structured at its core. Like if a decision needs to be made, if there’s a problem in work process and work flow. This here is a classic example I always use, I am really pretty much a really little, old lady in the young body. Everything’s a story. But one of the examples that resonates with most people is, do you remember the I Love Lucy episode when they’re on the candy line?
All:
Yes.
Dr. Anika Davis:
Right? See, everybody knows that. And you remember Lucy and Ethel were there and they had, I guess the manager lady, let’s say that was the entire organization. We know it’s not. But it was very flat because if Lucy or Ethel had a problem, they would just go to the lady who was standing right there. But if there were multiple rungs of leadership that they had to get to get something fixed with the conveyor belt, it’s going to slow down process, which in turn impacts other things in the organization.
Dr. Mironda Williams:
Right. Right.
Dr. Anika Davis:
Yes. It also tells me about infrastructure. Tells me about does the team have what they need to fully support the customers they’re seeking to support? Who are the players? Again, going back to, we talked about in the last episode, the knowledge, skills, attributes. What skill sets are needed in order to carry out what we’re seeking to do. So, it’s a part of the picture or puzzle, so to speak.
Dr. Mironda Williams:
Excellent. And in a part of the evolution of our company and determining how we did organize ourselves, we, for decades, had a single office manager who was in charge of overseeing everything administratively. And then the physicians and perhaps one of the other nurse managers would handle clinical things. And so one of the things that we knew that we needed to do as our practice continued to mature and our leadership structure, the ladies who were involved were also, some were leaving, going to other things, retiring, we said, “We’ve got to decentralize this a little bit.”
Dr. Anika Davis:
Yes.
Dr. Mironda Williams:
And so we needed to form what we called our leadership team. And so we developed team leaders that would handle administrative things, clinical things, but we kept emphasizing the importance that everybody’s got to talk. We’ve all got to communicate and have a way of doing that in a structured way, in a planned way, that we all come to the table, we now have a round table where we can talk about what’s going on in each area and then see how decisions need to be made. I remember specifically, we felt that everyone was just stressed. I think it was coming out of COVID, to your point, our bridges have been washed away and now all of us are trying to figure out how do we still make the cheese? How do we still do the things we have to do? But how we used to do it, we can’t do it that way anymore.
We were having supply chain issues. We would run out of stuff and we never run… How you run out of life canes? We’re medical. So, we were, all of us… And I think that there was a level of stress-
Dr. Karen Greene:
Yeah. Yeah. It really was.
Dr. Mironda Williams:
… and anxiety that was palpable among everyone. Ourselves, as the leaders of the practice, but also all of our staff. And I think one of the things when we reached out to you, we really felt like we got to do something. We need to do something for ourselves to help us try to manage what’s going on. And we need to share that with our staff because they are obviously being impacted. And then this impacting how we’re caring for patients. So, can you talk a little bit about when you came to know us as an organization and how you went about what you did to help us get to some good, sustainable change?
Dr. Anika Davis:
So, the process is very similar. I’m more on the academic side. You all are on the clinical side, when we think about our practice as doctors. I always start, just like if I were to show up in your patient room, you would ask me questions, you would look at what the nurse said or had in my chart. My approach is very similar. Rather than if I’m just called in, “Hey, can you do a class?” “Hey can you…” Let’s just use the class as an example. I want to find out some things before I just have a class. Because what I have found over time is how the leaders view, going back to that org chart, middle management might see the problem or the opportunity is very different than the folks who are doing the work or vice versa.
And it’s all just based on, respectfully, our interest in what is going on in the lay of the land. So, I always love to do interviews. I always start with interviews and that’s the qualitative. Because I see things in the qualitative, quantitative, going back to my research side. Right? And so asking questions, getting to know people, build rapport. The great Dr. Maya Angelou said once, “People don’t care how much you know, they want to know how much you care.”
Dr. Mironda Williams:
Right. Right.
Dr. Anika Davis:
So, it’s about, “So, tell me about yourself. Tell me, how do you see things evolving here? What do you need to be successful?” And then bringing that all in together. So sometimes, and you all don’t do this, you do a great job of bringing the voices to the table. But some organizations I work for, they don’t. Leadership is like, “We’re going to call the shots here. What we say goes right, wrong or indifferent.” So, being able to interview, talk with people, get to know their stance and their stake as stakeholders makes a difference.
Dr. Mironda Williams:
Yeah.
Dr. Karen Greene:
Yeah.
Dr. Mironda Williams:
That’s great.
Dr. Karen Greene:
One of the things, because when I approached Anika about this, we had a really long conversation about, because I could feel the stress and I was like.. You know? So, I kind of gave her a little bit of history of some things that were going on. And then she talked to our team leaders, and it was interesting because I wasn’t privy to the conversation, but what she heard from the team leaders and what she heard from me was very different because they have more of a finger on the pulse of what’s going on.
Dr. Mironda Williams:
It’s a different perspective.
Dr. Deanna Guthrie:
Still, perspective. Yeah.
Dr. Karen Greene:
It’s a different perspective. And I thought that was wonderful because that allowed her to really help us because she kind of got all sides of what was going on, to your point, to kind of see, “Okay, this is where… Who has a stake here, who fills it here? What can be done?” And then devise a plan.
Dr. Anika Davis:
Because when you think about it, think about a bird that flies. When they’re sitting in the tree. They have one vantage point. As you go up 5,000 feet, you go up 10,000 feet. And leaders, business owners, you sit at that 50,000 foot level. So, you’re making sure the door’s open, you’re making sure, high level, the money flows, all of the things. But when I’m sitting there and I’m actually saying hello to the patients as they come in, it’s a totally different vantage point. So, it’s important that everybody’s in their respective roles, but your role requires you to be in a different state, in a different level.
Dr. Karen Greene:
Right.
Dr. Mironda Williams:
Right. Absolutely. To your point, I was also chuckling to myself when you were trying to decide what the biggest issue or most common issue you see with organizations was being stuck or leaders being leaders.
Dr. Anika Davis:
Yes, yes, yes. We could talk about that.
Dr. Mironda Williams:
Can we talk about that a little bit? Because I’m going to be vulnerable. I need help.
Dr. Anika Davis:
We all do. Leadership is ever evolving. So, here’s one thing I will say, one of my very first papers that I read when I started my doctoral program, so my very first class, because the program at Vanderbilt was called, it’s an EDD, but it was leadership and learning and organization. So, I’m like, “I’m ready. It’s week three. I’m all gung-ho.” And it’s a leadership class. And I’m like, “Lay it on me. What’s the definition of leadership? I’m going to know it, learn it, become it.” The professor says, “Leadership is complicated.” I sat up in my… Lady what are you talking about leadership is complicated?
And it wasn’t until I sat through that class and I had an idea of it, but I was looking for this box definition where you could say, “This is what leadership is.” And I think sometimes leaders struggle or they’re on their leadership journey, because it truly is a journey. There’s this paper that we read and it’s called The Romanticization of Leadership. And pretty much it’s twofold. It’s the expectation as leaders that we’re supposed to have all the answers, know all the things, regardless of what it is. But then there’s also how your stakeholders envision you to be, “You know it all, Dr. Guthrie. You do everything.” And it’s like, “No, I’m a human, too.” So, in that last episode when we talked about with my daughter and learning, I bring that in. It’s like the world’s collide often because I’m learning, No, I don’t have all the answers. As leaders, we can sit back as somebody brings something to us and we don’t know. I teach leaders to say, “That’s a very good question, can I sit with that? Here are my initial thoughts on that.”
I find my strategic brain is very different than my creative brain. So, if you’re asking me to write… We’re in a vision board class and we’re pasting pictures on a poster board, but you want me to talk strategically, I can. So, my response to that would be, “Dr. Williams, here are a couple of thoughts I have on that, but I probably will have some more thoughts. Can I take that away and get back to you in the next day or so?” That gives us space so that way we can fully process and take it away. And often leaders feel like we have to have all the answers in the moment.
Dr. Mironda Williams:
Right there.
Dr. Anika Davis:
Yeah. Yeah.
Dr. Mironda Williams:
Absolutely. Great, great, great. So, again, you’re listening to Take Good Care podcast and we’re having a conversation with Anika Davis. I’m Dr. Williams.
Dr. Deanna Guthrie:
I’m Dr. Deanna Guthrie.
Dr. Karen Greene:
And I’m Dr. Karen Greene.
Dr. Mironda Williams:
And on this episode we’re talking about the impact that Anika’s had on our practice and when she came for her first meeting with the staff, it was during a normal staff meeting. And so, because we hadn’t really, I don’t think, thought about what it was going to look like when she came to interact with the staff, we said, “Oh well we’ll give her like 20 minutes,” because it was in a staff meeting.
Dr. Karen Greene:
Yes.
Dr. Mironda Williams:
Because we had other things we had to do. We had business.
Dr. Karen Greene:
Yes. Yes. Yes.
Dr. Mironda Williams:
That we had to take care of. And so when we did, her partner, I was like, “It’s over?” And she’s like, “No, we need more time.”
Dr. Karen Greene:
Need more time. Yes.
Dr. Mironda Williams:
And so when she came back again, we were like, “You got the whole hour and a half. Do what you need to do.” Because the staff… That was what made us feel good. I think it was because our staff really resonated, they were like, “That was so good.”
Dr. Anika Davis:
Wonderful.
Dr. Mironda Williams:
They said, “Oh, I can…” We were talking about stress management in the workplace and how we can, the wonderful thing you gave about giving people their little, not joy statements-
Dr. Anika Davis:
Praise cards.
Dr. Mironda Williams:
… but praise cards, yes, with their buckets and how you just go by and you just drop it in. And our staff is still doing that.
Dr. Anika Davis:
Wonderful.
Dr. Mironda Williams:
A lot of them are still doing those little things. And not just with the buckets, but they’re I think going out of their way to tell someone, “I really appreciated when you did” X, Y, Z, P, Q. And so we may need a refresher-
Dr. Anika Davis:
Okay. Most definitely.
Dr. Mironda Williams:
… but it was definitely something that impacted the staff so much so that with the next staff meeting, we just said, “Anika got the whole thing.”
Dr. Anika Davis:
Appreciate that.
Dr. Mironda Williams:
And then we’re also continuing this year.
Dr. Anika Davis:
Yes. Yes.
Dr. Mironda Williams:
So, as I said in the last episode, “Anika’s with us forever.” So, we will-
Dr. Anika Davis:
Thank you.
Dr. Mironda Williams:
… be continuing to have her to help us grow as leaders and our staff and our journey. So much so that this year we are doing, “we”, the physician owners of the practice are doing something we’ve never done, which is we’re planning a retreat where we can get away to have a facilitated retreat and strategic planning, which is another one of Anika’s areas of expertise for how our practice can continue to evolve. And how we can continue to be relevant and how we can continue to show up for our staff or our patients and even in our personal lives. And so we’ve got that coming up and we can’t wait.
But as we’ve gotten ready for that and are getting ready for that, we’ve sat with some questions. We’ve had a couple episodes a while back where we asked ourselves and share it with each other, Who is Miranda as an individual? Who am I? And then each of us sat with that to really think about, Well, who am I? Who am I now? What do I believe now as an individual? And then what kinds of activities or things am I doing that’s supporting that or am I doing some things that may not be supporting that?
Dr. Anika Davis:
Very good. Very good.
Dr. Mironda Williams:
And then we followed up with that with an episode where we did the same exercise, with us as a business. Who is Rosa Gynecology?
Dr. Anika Davis:
Who?
Dr. Mironda Williams:
What does Rosa Gynecology believe? What kinds of things are we doing to support that? Or are there some practices that we’re doing, processes or procedures, that maybe we can sunset that stuff? So, we’re excited about that. So, can you also talk to us, but talk to our audience about when you’re doing that strategic planning and visioning and all the things, how does that look? How do you…? You’ve given us some homework that we’ll be getting ready to do, but just for our audience and just for conversation, let us know a little bit about that.
Dr. Anika Davis:
For sure. So first of all, I need to commend you because one of the reasons why I left corporate was… Like doing what I do inside a corporate organization, is because of the resistance to change at any level.
Dr. Karen Greene:
Yeah.
Dr. Anika Davis:
Where, again, We’ve always done it this way, it’s worked for us. And it’s like, “Okay.” Because when I first started writing strategic plans, this is 10 years ago or so, it was, we’d write a five-year plan and I would just be sure that it was executed. Well, going back to like I shared, we live in this VUCA world, volatile, uncertain, complex and ambiguous. Things change. You go to use, find a supply, you can’t find it anymore. So, what do you do? Because you still have need of it.
So, first of all, the willingness to change is key. The idea that, “We need to change our name,” that’s huge. A branding redo and makeover is huge.
Dr. Mironda Williams:
After 30 years.
Dr. Anika Davis:
After 30 years, to say, “Maybe this isn’t who we are.” Rather than, “Oh, we’ll just continue”-
Dr. Mironda Williams:
We’ll make it work.
Dr. Anika Davis:
… “down the road.” Right, exactly. “We’ll make it work.” “We’ll hire yet another doctor.” I see that as well. So, the work that you’re doing on the infrastructure, on the inside will show up on the outside. So, when you all came and said, and I met Dr. Greene and she was like, “Hey, can you do a class for the team?” Okay, so let’s talk about what’s needed. Because we can pretty up the inside and even the outside, but the inside, there are a lot of companies that I’ve seen that have these beautiful buildings, but when you go inside, the staff, they’re not happy, turnover and attrition is through the roof.
So, those are all the components. So, you all being able to do and being willing to do the work as leaders makes a difference, number one. With the staff. Before we talk about patient care, like our upcoming workshop, delivering patient excellence, we can’t talk about any of that until we’re treating each other right. So many times we want to put pain on the outside, but we don’t even speak to each other and actually we hate working with our coworkers or detest or whatever word you’d like to use. And it shows up in how our patients feel about us.
Dr. Karen Greene:
Have you been listening in on [inaudible 00:20:59]-
Dr. Deanna Guthrie:
Yes.
Dr. Mironda Williams:
[inaudible 00:20:59]-
Dr. Karen Greene:
[inaudible 00:20:59] or something?
Dr. Anika Davis:
No. No, ma’am.
Dr. Mironda Williams:
I think she’s got spyware somewhere.
Dr. Karen Greene:
I do think that.
Dr. Anika Davis:
Yeah, that’s it.
Dr. Karen Greene:
I do think that.
Dr. Anika Davis:
I drop little bugs arou- [inaudible 00:21:07] and I talk every week. That’s what it is. Because people, that’s what I found is people are people.
Dr. Karen Greene:
Yeah. Wherever they are.
Dr. Anika Davis:
Wherever they are, people are people. And it’s just kind of like, and people people. So, it’s like, Okay, we got to fix that first before we talk about how… So, how are we serving each other before we’re serving our customer?
Dr. Mironda Williams:
Good point.
Dr. Anika Davis:
Because there’s work that’s done before the doors even… Like I told them in one of the workshops. Before the doors open, how are you…? So, yeah.
Dr. Mironda Williams:
That’s excellent. Hold on, I take notes whenever Anika speaks.
Dr. Anika Davis:
Yeah. Yeah.
Dr. Mironda Williams:
How are we serving each other-
Dr. Anika Davis:
Yes.
Dr. Mironda Williams:
… before we serve patients? We got to write that down.
Dr. Anika Davis:
Yes, yes, yes.
Dr. Mironda Williams:
Y’all carry on while I take notes.
Dr. Karen Greene:
Well, and I guess that can be applied to personal lives too.
Dr. Anika Davis:
Very much so.
Dr. Karen Greene:
That how are we serving ourselves before-
Dr. Deanna Guthrie:
Before you can serve… Exactly.
Dr. Karen Greene:
… you know? Just like in the airplane they say, “Put on your mask first before you help somebody else.” And what is involved in our oxygen mask?
Dr. Anika Davis:
It’s true. And again, like we talked about in the last episode, I found that my mask was going on everybody else. I was helping everybody else with their mask. And I thought it was a badge of honor if I was laid out somewhere like, “Oh, I did my job today.” No you didn’t because you’re worn out. And so it’s just kind like… So how are we treating each other? Are we showing up as our best selves? Because I’ve had to, what I call, release some people back to the community, meaning you no longer work here because this was-
Dr. Mironda Williams:
Hold on.
Dr. Anika Davis:
Baby. That’s a new [inaudible 00:22:34].
Dr. Mironda Williams:
Got to write that one down.
Dr. Karen Greene:
Write that one down. [inaudible 00:22:34].
Dr. Mironda Williams:
Carry on. Carry on.
Dr. Anika Davis:
Because this isn’t the fit for you. I am an avid fan of coaching and development. So, with my team, we meet monthly. Even when I had teams of 20 people, I’d make it a point to meet, and they were all over the city, I would meet with them monthly because I needed for them to know that I’m present. And that was just our time just to talk about whatever was on their mind. That didn’t mean they couldn’t reach me for the rest of the month. They knew they could call me whenever they needed me, but showing up as that leader, not that friend. Because I would tell them, “We’re not going ball hopping together, we’re not going clubbing together. Don’t friend me on Facebook.” All those things. Just to set those boundaries, but it set up an environment of respect. And I think we talked about this with the group, respecting one another, right? Treating each other with kindness.
Dr. Mironda Williams:
Yes.
Dr. Karen Greene:
And so you work with the team because I noticed that you’ll say, “I have to get together with my team.”
Dr. Anika Davis:
Yes. Yes.
Dr. Karen Greene:
And when you say you’ve had a team of 20, what currently, I guess, is your team with winning results?
Dr. Anika Davis:
Yeah. So, I call in and I have, not necessarily subcontractors, different folks based on the project I’m working on.
Dr. Karen Greene:
Gotcha.
Dr. Anika Davis:
But I have one individual in particular who is my right-hand woman where we’ve worked together for quite some time. She can anticipate my needs. She’ll say, “Anika, I knew you were going to need this, so I already had.” And I’m like, “I love you.”
Dr. Mironda Williams:
Yes.
Dr. Anika Davis:
So, that’s very helpful. So, based on the project that I’m working on, I tap different trusted members of my community in.
Dr. Karen Greene:
Gotcha. Gotcha.
Dr. Anika Davis:
Yeah, yeah, yeah.
Dr. Mironda Williams:
That’s amazing.
Dr. Anika Davis:
Because now I get to choose who I work with.
Dr. Mironda Williams:
Yes. That’s a wonderful thing.
Dr. Anika Davis:
It’s a wonderful place to be.
Dr. Karen Greene:
It’s a wonderful place to be.
Dr. Mironda Williams:
That’s a wonderful place to be. How are you guys, ladies? We could go on and on and we will definitely have Anika back. But before we finish up this episode, I’m sure there may be people who are listening, who are hearing what you are saying and understanding your expertise and what you do. So, how do people find you? How do you consult out or offer your consulting expertise? So, how can people reach you?
Dr. Anika Davis:
Yeah, thank you for the opportunity to share. So, I am active on LinkedIn. You can find me at Dr. Anika Davis, M-A-I-O-P. LinkedIn, I’m on there pretty much just about every day. Feel free to reach out to me. They’re also my website. Getwinningresults.com, drop us a message. My email is [email protected], so I’m happy to have a conversation, I love virtual coffee chats, it gives me an opportunity to talk with folks. And if we find that the services we provide meet your needs, I’d love to explore a conversation about what that could look like for you and to support you and your team. To my daughter says, “Don’t just get any results, get winning results.”
Dr. Mironda Williams:
That’s [inaudible 00:25:21]-
Dr. Karen Greene:
That’s a perfect tagline.
Dr. Anika Davis:
I’m like, “Oh, wonderful. Thank you.” Because our passion is helping you get from your A to B, right? You’re here, you want to get unstuck, you want to be more innovative. You don’t know how to create a strategic plan or set goals. That’s what my team is here to do. So, thank you.
Dr. Mironda Williams:
Yay.
Dr. Karen Greene:
Yay.
Dr. Deanna Guthrie:
Yay.
Dr. Anika Davis:
Yay.
Dr. Mironda Williams:
Well, before you go, we… Let me get back to the mic. We just wanted to give you a small token of love from Rosa Gynecology, again, just because you have shared so much of yourself with us as a team and as our company and we’re excited about all the things we have coming up. So, please accept this as just a small token of our appreciation-
Dr. Anika Davis:
It’s my honor. Thank you.
Dr. Mironda Williams:
… for your time here and being in studio.
Dr. Anika Davis:
Oh, yes.
Dr. Karen Greene:
Yes.
Dr. Mironda Williams:
And I think we got about five more show topics that we could plan.
Dr. Anika Davis:
Yes, most definitely. Most definitely.
Dr. Mironda Williams:
So, we’ll have to definitely see what we can do with our schedule. So-
Dr. Anika Davis:
Wonderful.
Dr. Mironda Williams:
… thank you so much for being here.
Dr. Anika Davis:
Thank you. Thank you for having me.
Dr. Karen Greene:
Thank you.
Dr. Deanna Guthrie:
Thank you.
Dr. Mironda Williams:
Yes, it’s been an honor. She’s a true jewel. So until we meet again, thank you so much, all of you, for listening to us, for sharing us with your friends and family. You can always find these episodes and all of our previous episodes on our website at rosagynecology.com, our YouTube, we’re on all the social media platforms and wherever get your podcasts. So, continue to listen. Until we talked again, I’m Dr. Williams.
Dr. Deanna Guthrie:
I’m Dr. Mir- Deanna Guthrie.
Dr. Mironda Williams:
You’re not Mironda.
Dr. Deanna Guthrie:
I know. You know what happened? You didn’t say Mironda and I’m thinking in my brain, “She didn’t say Mironda.”
Dr. Mironda Williams:
Let me start over.
Dr. Deanna Guthrie:
So, I said, “Mironda.” Okay.
Dr. Mironda Williams:
Let me start over. I’ll be right.
Dr. Deanna Guthrie:
Okay.
Dr. Mironda Williams:
And until we meet again, I’m Dr. Mironda Williams.
Dr. Deanna Guthrie:
I’m Dr. Deanna Guthrie.
Dr. Karen Greene:
And I am Dr. Karen Greene.
All:
Take-
Dr. Karen Greene:
Good care.
Dr. Deanna Guthrie:
Because you did that before.
Dr. Karen Greene:
I know.
Dr. Deanna Guthrie:
You’ve done it… You did it like three times-
Dr. Karen Greene:
I did.
Dr. Deanna Guthrie:
… and I’m like, “Why is she not saying Mironda?”
Dr. Karen Greene:
I know. I was thinking-
Dr. Deanna Guthrie:
And I’m just like, [inaudible 00:27:06]…