Zoah Consultancy

🎉 𝐙𝐨𝐚𝐡 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐜𝐲 𝐓𝐮𝐫𝐧𝐬 1! 🎉 What an incredible year it's been! From humble beginnings to industry milestones, we’re thrilled to celebrate our 1st birthday. Here are some of the highlights we're proud to share: 1️⃣ Achieved a 1200% revenue growth in just 12 months. 2️⃣ Partnered with leading organisations like British Airways and L’Oréal, driving a 15% reduction in turnover and a 20% boost in leadership effectiveness. 3️⃣ Launched the Zoah Collective, a growing community empowering 300+ professionals. 4️⃣ Introduced the innovative Gibbs Reflective Practice Framework to Alzheimer’s Society, transforming leadership development. 5️⃣ Featured on platforms like Thrive Global and Hatch , spreading our vision of psychologically safe workspaces. 6️⃣ Launched a dedicated space for Black female coaches, offering mentorship, support, and community through the Black Coach Collective. 7️⃣ And to top it all off, we’re excited to announce our brand-new website! 🎉 Explore it here 👉 https://lnkd.in/gz2nSTSr and see what’s next for Zoah Consultancy! Thank you to our amazing trainers and coaches, clients, partners, and community for your support. Without you, none of this would have been possible. Here's to another year of making a positive impact! 🚀 Curious to know more: Book a call with us! https://lnkd.in/gF-abhHU #LeadershipDevelopment #PsychologicalSafety #ZoahConsultancy #1YearAnniversary #CoachingForChange #BlackCoachCollective

𝐒𝐭𝐨𝐫𝐲 𝐄𝐩𝐢𝐬𝐨𝐝𝐞 1: 𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐓𝐞𝐚𝐦 𝐃𝐲𝐧𝐚𝐦𝐢𝐜𝐬 𝑾𝒆𝒍𝒄𝒐𝒎𝒆 𝒕𝒐 𝑱𝒖𝒍𝒚’𝒔 𝑺𝒕𝒐𝒓𝒚 𝑬𝒑𝒊𝒔𝒐𝒅𝒆𝒔 𝒐𝒇 𝑻𝒂𝒍𝒌 𝑻𝒉𝒖𝒓𝒔𝒅𝒂𝒚𝒔: 𝑾𝒉𝒂𝒕 𝒘𝒐𝒖𝒍𝒅 𝒚𝒐𝒖 𝒅𝒐? 👉 You, let's call you Casey, are a team leader known for your strong relationships and effective communication. 👉 Recently, your team has been struggling with low morale due to increased workload and tight deadlines. 👉 You've tried to boost spirits through team-building activities and open conversations, but the stress continues to build. 👉 To make matters worse, your team has become divided, with some members feeling overwhelmed and others frustrated by the lack of progress. 👉 This division is starting to affect productivity and overall team cohesion. What do you do? 🤔 Comment below 👇 (There are no right or wrong answers) 1️⃣ A. Schedule a team meeting to address the issues head-on and brainstorm solutions. 2️⃣ B. Have one-on-one check-ins with each team member to understand their specific concerns and needs. 3️⃣ C. Seek advice from a trusted mentor or HR to develop a strategy to improve team dynamics. Share your thoughts in the comments below! Stay tuned for the next Talk Thursday post to see how Casey navigates this challenge. –— 👍 Don't forget these are real stories from real people with real dilemmas, all passionate about making work better for themselves and their teams. If you would like to share your story or join Zoah Collective, email hello@zoahconsultancy.co.uk with your name and we'll do the rest.

𝐓𝐚𝐥𝐤 𝐓𝐡𝐮𝐫𝐬𝐝𝐚𝐲𝐬: 𝐓𝐡𝐞 𝐑𝐞𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧 𝐨𝐟 𝐀𝐥𝐞𝐱'𝐬 𝐃𝐢𝐥𝐞𝐦𝐦𝐚 Welcome back to Talk Thursdays, where we explore the real-life workplace dilemmas on poor communication, relationships and mindsets. Last time, we left off with Alex, a respected project manager, who bravely decided to address his team's issues by having a candid conversation with Mark, the new manager. 𝑼𝒏𝒇𝒐𝒓𝒕𝒖𝒏𝒂𝒕𝒆𝒍𝒚, 𝒕𝒉𝒆 𝒎𝒆𝒆𝒕𝒊𝒏𝒈 𝒅𝒊𝒅𝒏'𝒕 𝒈𝒐 𝒂𝒔 𝒑𝒍𝒂𝒏𝒏𝒆𝒅, 𝒍𝒆𝒂𝒗𝒊𝒏𝒈 𝑨𝒍𝒆𝒙 𝒘𝒊𝒕𝒉 𝒂 𝒕𝒐𝒖𝒈𝒉 𝒅𝒆𝒄𝒊𝒔𝒊𝒐𝒏 𝒕𝒐 𝒎𝒂𝒌𝒆. 🧡 𝐖𝐡𝐚𝐭 𝐀𝐥𝐞𝐱 𝐂𝐡𝐨𝐬𝐞 𝐭𝐨 𝐃𝐨 🧡 Faced with an unresolved situation and a threat to his position, Alex chose Option C: seeking guidance from a mentor within the company. 📅 𝐒𝐞𝐞𝐤𝐢𝐧𝐠 𝐆𝐮𝐢𝐝𝐚𝐧𝐜𝐞 📅 👉 Alex reached out to Sarah, a senior leader known for her wisdom and approachability. 👉 He explained the situation to her, detailing his concerns about the new management style and its impact on the team. 👉 Sarah listened attentively, acknowledging Alex's efforts and validating his feelings. 👉 She commended him for trying to handle the issue directly and offered her perspective on the situation. 💡 𝐀 𝐍𝐞𝐰 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡 💡 Sarah suggested a multi-faceted approach: 1. 𝐆𝐚𝐭𝐡𝐞𝐫 𝐌𝐨𝐫𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤: Encouraged Alex to gather anonymous 𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐞𝐱𝐚𝐦𝐩𝐥𝐞𝐬 of the team's challenges, which will provide a solid foundation for future discussions with Mark or higher management.     2. 𝐀𝐝𝐨𝐩𝐭𝐢𝐧𝐠 𝐚 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐌𝐢𝐧𝐝𝐬𝐞𝐭: Advised Alex to adopt a coaching approach with Mark, aiming to build a collaborative relationship by understanding Mark's pressures and objectives. 3. 𝐄𝐱𝐩𝐥𝐨𝐫𝐢𝐧𝐠 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬: Recommend Alex to look for internal roles that align better with his values and management style, ensuring he had options if the situation didn't improve.  🌟 Alex Implemented Sarah's advice 🌟 🎉 𝐓𝐡𝐞 𝐎𝐮𝐭𝐜𝐨𝐦𝐞 🎉 Over the next few weeks, Alex noticed a subtle shift in his relationship with Mark. 👉 By approaching conversations with empathy and a shared goal mindset, he reduced some tension. 👉 While Mark didn't completely change his style, he became slightly more open to feedback and minor adjustments. 👉 The team's morale improved as they felt heard and supported by Alex. 👉 The anonymous feedback reached HR, prompting broader leadership training sessions aimed at improving management practices across the organisation. Psst: check the comments 👍 𝑫𝒐𝒏'𝒕 𝒇𝒐𝒓𝒈𝒆𝒕 𝒕𝒉𝒆𝒔𝒆 𝒂𝒓𝒆 𝒓𝒆𝒂𝒍 𝒔𝒕𝒐𝒓𝒊𝒆𝒔 𝒇𝒓𝒐𝒎 𝒓𝒆𝒂𝒍 𝒑𝒆𝒐𝒑𝒍𝒆 𝒘𝒊𝒕𝒉 𝒓𝒆𝒂𝒍 𝒅𝒊𝒍𝒆𝒎𝒎𝒂𝒔, 𝒂𝒍𝒍 𝒑𝒂𝒔𝒔𝒊𝒐𝒏𝒂𝒕𝒆 𝒂𝒃𝒐𝒖𝒕 𝒎𝒂𝒌𝒊𝒏𝒈 𝒘𝒐𝒓𝒌 𝒃𝒆𝒕𝒕𝒆𝒓 𝒇𝒐𝒓 𝒕𝒉𝒆𝒎𝒔𝒆𝒍𝒗𝒆𝒔 𝒂𝒏𝒅 𝒕𝒉𝒆𝒊𝒓 𝒕𝒆𝒂𝒎𝒔. 𝑰𝒇 𝒚𝒐𝒖 𝒘𝒐𝒖𝒍𝒅 𝒍𝒊𝒌𝒆 𝒕𝒐 𝒔𝒉𝒂𝒓𝒆 𝒚𝒐𝒖𝒓 𝒔𝒕𝒐𝒓𝒚 𝒐𝒓 𝒋𝒐𝒊𝒏 𝒁𝒐𝒂𝒉 𝑪𝒐𝒍𝒍𝒆𝒄𝒕𝒊𝒗𝒆, 𝒆𝒎𝒂𝒊𝒍 𝒉𝒆𝒍𝒍𝒐@𝒛𝒐𝒂𝒉𝒄𝒐𝒏𝒔𝒖𝒍𝒕𝒂𝒏𝒄𝒚.𝒄𝒐.𝒖𝒌.

𝐓𝐚𝐥𝐤 𝐓𝐡𝐮𝐫𝐬𝐝𝐚𝐲𝐬: 𝐓𝐡𝐞 𝐀𝐟𝐭𝐞𝐫𝐦𝐚𝐭𝐡 𝐨𝐟 𝐀𝐥𝐞𝐱'𝐬 𝐂𝐡𝐨𝐢𝐜𝐞 Welcome back to Talk Thursdays, where we dive deep into the unfolding drama at Alex's workplace. Last we checked, Alex, a well-regarded project manager, faced escalating challenges under the new management of Mark, who had introduced sweeping changes that disrupted the team's workflow and morale. 🧡 𝐖𝐡𝐚𝐭 𝐀𝐥𝐞𝐱 𝐂𝐡𝐨𝐬𝐞 𝐭𝐨 𝐃𝐨 🧡 Alex decided to go with Option A: scheduling a one-on-one meeting with Mark to directly address the mounting issues before they worsened. 📅 𝐓𝐡𝐞 𝐌𝐞𝐞𝐭𝐢𝐧𝐠 📅 Alex approached the meeting with a mix of hope and caution, armed with notes and examples of how the recent changes were impacting the team's performance and spirits. He hoped to convey these concerns constructively, suggesting a more collaborative approach to the transitions. ❌ However, the conversation didn't go as planned. 💥 𝐓𝐡𝐞 𝐂𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 𝐓𝐚𝐤𝐞𝐬 𝐚 𝐓𝐮𝐫𝐧 💥 👉 Mark, feeling the pressure to demonstrate quick successes to his superiors, was not as receptive as Alex had hoped. 👉 He perceived Alex's feedback as resistance to change rather than constructive criticism. 👉 The dialogue quickly became tense, with Mark asserting that the changes were non-negotiable and accusing Alex of not being a team player. Despite Alex's attempts to steer the conversation back to a more productive discussion, Mark remained defensive and dismissive. He ended the meeting abruptly, warning Alex to align with the new direction or reconsider his role in the org. 𝐖𝐡𝐚𝐭 𝐰𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐝𝐨 𝐢𝐟 𝐲𝐨𝐮 𝐰𝐞𝐫𝐞 𝐀𝐥𝐞𝐱?👇 💭 A. Attempt to mediate again by preparing even more comprehensive feedback with the hope of a better outcome. B. Escalate the issue to higher management or HR, explaining the negative impact of Mark’s management style. C. Look for guidance from a mentor within the company for advice on handling the situation and possibly explore other internal opportunities. Share your thoughts and advice in the comments below! And stay tuned for the next Talk Thursday post to see how Alex navigates this challenging situation. ---- 👍 𝘋𝘰𝘯'𝘵 𝘧𝘰𝘳𝘨𝘦𝘵, 𝘵𝘩𝘦𝘴𝘦 𝘢𝘳𝘦 𝘳𝘦𝘢𝘭 𝘴𝘵𝘰𝘳𝘪𝘦𝘴 𝘧𝘳𝘰𝘮 𝘳𝘦𝘢𝘭 𝘱𝘦𝘰𝘱𝘭𝘦 𝘸𝘪𝘵𝘩 𝘨𝘦𝘯𝘶𝘪𝘯𝘦 𝘥𝘪𝘭𝘦𝘮𝘮𝘢𝘴, 𝘢𝘭𝘭 𝘱𝘢𝘴𝘴𝘪𝘰𝘯𝘢𝘵𝘦 𝘢𝘣𝘰𝘶𝘵 𝘮𝘢𝘬𝘪𝘯𝘨 𝘸𝘰𝘳𝘬 𝘣𝘦𝘵𝘵𝘦𝘳 𝘧𝘰𝘳 𝘵𝘩𝘦𝘮𝘴𝘦𝘭𝘷𝘦𝘴 𝘢𝘯𝘥 𝘵𝘩𝘦𝘪𝘳 𝘵𝘦𝘢𝘮𝘴. 𝘐𝘧 𝘺𝘰𝘶 𝘸𝘰𝘶𝘭𝘥 𝘭𝘪𝘬𝘦 𝘵𝘰 𝘴𝘩𝘢𝘳𝘦 𝘺𝘰𝘶𝘳 𝘴𝘵𝘰𝘳𝘺 𝘰𝘳 𝘫𝘰𝘪𝘯 𝘵𝘩𝘦 𝘡𝘰𝘢𝘩 𝘤𝘰𝘭𝘭𝘦𝘤𝘵𝘪𝘷𝘦, 𝘱𝘭𝘦𝘢𝘴𝘦 𝘦𝘮𝘢𝘪𝘭 𝘶𝘴 𝘢𝘵 𝘩𝘦𝘭𝘭𝘰@𝘻𝘰𝘢𝘩𝘤𝘰𝘯𝘴𝘶𝘭𝘵𝘢𝘯𝘤𝘺.𝘤𝘰.𝘶𝘬

🧡 Welcome to Talk Thursdays: ❓ What would you do ❓ — You, let's call you 𝐀𝐥𝐞𝐱, are a project manager with a good reputation and strong relationships with your team members. Everything's been going smoothly until a new upper-level manager, we'll name him 𝐌𝐚𝐫𝐤, is brought in to shake things up within the org. From day one, Mark starts implementing drastic changes. He rearranges teams, shifts project priorities without clear explanations, and introduces new processes that seem to complicate rather than streamline workflow. The rapid and seemingly arbitrary shifts are causing confusion and stress among your team members. As weeks pass, the situation doesn't improve. Productivity begins to dip as the team struggles to adapt to the new processes, and several key members hint at looking for opportunities elsewhere. 𝐖𝐡𝐚𝐭 𝐝𝐨 𝐲𝐨𝐮 𝐝𝐨? 👇 𝑨. 𝑺𝒄𝒉𝒆𝒅𝒖𝒍𝒆 𝒂 1-1 𝒘𝒊𝒕𝒉 𝑴𝒂𝒓𝒌 𝒕𝒐 𝒂𝒅𝒅𝒓𝒆𝒔𝒔 𝒕𝒉𝒆 𝒊𝒔𝒔𝒖𝒆 𝒃𝒆𝒇𝒐𝒓𝒆 𝒊𝒕 𝒆𝒔𝒄𝒂𝒍𝒂𝒕𝒆𝒔 𝒇𝒖𝒓𝒕𝒉𝒆𝒓 𝑩. 𝑭𝒂𝒄𝒊𝒍𝒊𝒕𝒂𝒕𝒆 𝒂 𝑭𝒆𝒆𝒅𝒃𝒂𝒄𝒌 𝑺𝒆𝒔𝒔𝒊𝒐𝒏 𝒘𝒊𝒕𝒉 𝑴𝒂𝒓𝒌 𝒂𝒏𝒅 𝒕𝒉𝒆 𝒕𝒆𝒂𝒎 𝒎𝒆𝒎𝒃𝒆𝒓𝒔 𝒕𝒐 𝒆𝒙𝒑𝒓𝒆𝒔𝒔 𝒕𝒉𝒆𝒊𝒓 𝒄𝒐𝒏𝒄𝒆𝒓𝒏𝒔 𝒂𝒏𝒅 𝒑𝒓𝒐𝒗𝒊𝒅𝒆 𝒇𝒆𝒆𝒅𝒃𝒂𝒄𝒌 𝒅𝒊𝒓𝒆𝒄𝒕𝒍𝒚 𝒕𝒐 𝑴𝒂𝒓𝒌 𝑪. 𝑺𝒆𝒆𝒌 𝒈𝒖𝒊𝒅𝒂𝒏𝒄𝒆 𝒇𝒓𝒐𝒎 𝑯𝑹 𝒐𝒓 𝒂 𝑴𝒆𝒏𝒕𝒐𝒓

When we notice ourselves viewing feedback as a personal attack, it's crucial to pause and reflect: "Where is MY validation coming from?" Taking the time to celebrate your wins and thoughtfully consider areas for improvement is essential in how we are able to make room to ‘listen out’ for feedback from others. I'm curious, how do others handle this? Let's hear your thoughts below! 💭👇🏾

💬 Week 3 of Talk Thursdays 💬 ---- "Every time my manager offers feedback, even the constructive kind, I find myself taking it to heart. Just last week during our one-on-one, she shared some thoughts on my recent project. Despite understanding her perspective and recognizing the validity of her points, I couldn't help but feel overwhelmed emotionally, especially since I put my all into my work. I would just like to see challenges and feedback as opportunities for improvement rather than immediate threats. Do you have any advice on this, please?" This was our advice to Taylor*? Do you agree or disagree 👇 (*𝘛𝘰 𝘮𝘢𝘪𝘯𝘵𝘢𝘪𝘯 𝘤𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘵𝘪𝘢𝘭𝘪𝘵𝘺, 𝘢𝘭𝘭 𝘯𝘢𝘮𝘦𝘴 𝘢𝘳𝘦 𝘢𝘭𝘵𝘦𝘳𝘦𝘥 𝘵𝘰 𝘱𝘳𝘰𝘵𝘦𝘤𝘵 𝘵𝘩𝘦 𝘪𝘥𝘦𝘯𝘵𝘪𝘵𝘪𝘦𝘴 𝘰𝘧 𝘰𝘶𝘳 𝘤𝘰𝘯𝘵𝘳𝘪𝘣𝘶𝘵𝘰𝘳𝘴) – Are you facing a work dilemma and interested in seeking advice or sharing your story? Join the Zoah Collective! Sign up here 👉 https://lnkd.in/eRrjzjNS

💬 Welcome to Talk Thursdays 💬 : What's your advice on Jordan’s Dilemma on relationships? ---- What is Talk Thursdays? A LinkedIn Series under the banner of the Zoah Collective, aiming to shine a light on the real-world dilemmas our members face, covering everything from communication challenges to relationship hurdles and mindset shifts. 𝐎𝐮𝐫 𝐠𝐨𝐚𝐥 𝐢𝐬 𝐭𝐰𝐨𝐟𝐨𝐥𝐝: to offer new perspectives and to cultivate a sense of belonging by showing that no one is alone in facing these challenges Read Jordan’s story below and share your 2 cents. —-- "Hey Collective, I'm reaching out because I'm facing a challenge that's been weighing on me for a while now, and I'm not quite sure how to tackle it. I've been with my current team for over a year, and despite my efforts, I still feel like I'm on the outside looking in. I've tried joining lunch outings and participating in company events, hoping to bond with my colleagues, but somehow, I can't seem to get past small talk to form deeper connections. This feeling of being an outsider isn't just about wanting friends at work; it's starting to impact how we collaborate on projects. I feel like the lack of strong relationships is creating barriers to open communication and trust, which are obviously crucial for our work. I really want to turn this situation around and build genuine relationships with my teammates, but I'm stuck on what to do differently. Any advice on how I can better connect with my colleagues and become a more integrated part of the team? Thanks for any guidance you can offer, Jordan" What’s your advice to Jordan*? (*𝘛𝘰 𝘮𝘢𝘪𝘯𝘵𝘢𝘪𝘯 𝘤𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘵𝘪𝘢𝘭𝘪𝘵𝘺, 𝘢𝘭𝘭 𝘯𝘢𝘮𝘦𝘴 𝘢𝘳𝘦 𝘢𝘭𝘵𝘦𝘳𝘦𝘥 𝘵𝘰 𝘱𝘳𝘰𝘵𝘦𝘤𝘵 𝘵𝘩𝘦 𝘪𝘥𝘦𝘯𝘵𝘪𝘵𝘪𝘦𝘴 𝘰𝘧 𝘰𝘶𝘳 𝘤𝘰𝘯𝘵𝘳𝘪𝘣𝘶𝘵𝘰𝘳𝘴) —----- Interested in seeking advice and sharing your story? Join the Zoah Collective by signing up 👉 https://lnkd.in/eRrjzjNS Every Thursday (#TalkThursdays), we feature a story on LinkedIn, exploring real-world workplace dilemmas in communication, relationships, and mindsets. These stories, enriched with insights from our community and coaches, are compiled into a monthly playbook for actionable guidance. Whether you're looking for solutions or inspiration, you may find something that resonates with your own experiences.

🎉🎉🎉 1st of the Talk Thursdays series. Read Alex’s story 👇🏾

💬 Welcome to Talk Thursdays 💬 : What's your advice on Alex’s Dilemma on communication? ---- What is Talk Thursdays? A LinkedIn Series under the banner of the Zoah Collective, aiming to shine a light on the real-world dilemmas our members face, covering everything from communication challenges to relationship hurdles and mindset shifts. Our goal is twofold: to offer new perspectives and to cultivate a sense of belonging by showing that no one is alone in facing these challenges Read Alex’s story below and share your 2 cents. —-- "Hi Zoah Collective, I'm reaching out because I've been facing a challenge at work that I'm hoping to get some advice on. During team meetings, I often find myself holding back from sharing my ideas. I have a lot of thoughts and suggestions that I genuinely believe could benefit our projects, but when the time comes to speak up, I just can't seem to find my voice. It's not that I don't want to contribute; it's just that the meetings are usually dominated by a few very vocal colleagues, and I'm worried my ideas might be dismissed or criticised. Moreover, I'm a bit stuck on how to approach my manager for feedback on this. I want to show that I'm eager to grow and improve, but I also don't want to come across as needy or lacking independence. It's this tricky balance of wanting to communicate effectively and make a meaningful impact without stepping on any toes. Any advice on how I can overcome these communication hurdles and assert myself more confidently in meetings? I'd really appreciate your insights. Thanks, Alex*" What’s your advice to Alex?  (*𝘛𝘰 𝘮𝘢𝘪𝘯𝘵𝘢𝘪𝘯 𝘤𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘵𝘪𝘢𝘭𝘪𝘵𝘺, 𝘢𝘭𝘭 𝘯𝘢𝘮𝘦𝘴 𝘢𝘳𝘦 𝘢𝘭𝘵𝘦𝘳𝘦𝘥 𝘵𝘰 𝘱𝘳𝘰𝘵𝘦𝘤𝘵 𝘵𝘩𝘦 𝘪𝘥𝘦𝘯𝘵𝘪𝘵𝘪𝘦𝘴 𝘰𝘧 𝘰𝘶𝘳 𝘤𝘰𝘯𝘵𝘳𝘪𝘣𝘶𝘵𝘰𝘳𝘴) —----- Interested in seeking advice and sharing your story? Join the Zoah Collective by signing up 👉 https://lnkd.in/eRrjzjNS Every Thursday (#TalkThursdays), we feature a story on LinkedIn, exploring real-world workplace dilemmas in communication, relationships, and mindsets. These stories, enriched with insights from our community and coaches, are compiled into a monthly playbook for actionable guidance. Whether you're looking for solutions or inspiration, you may find something that resonates with your own experiences.