The Happy at Work Podcast
The Happy at Work podcast explores the intersection of organizational culture, positive psychology, and employee branding to create thriving workplaces. Our expert hosts—Dr. Laura Hamill, Michael McCarthy, and Dr. Tessa Misiaszek—bring diverse perspectives and deep expertise to uncover practical strategies for fostering happiness and success at work.
We engage with various guests, including organizational leaders, HR professionals, psychologists, researchers, and employees across various industries. Through thought-provoking conversations, we delve into:
- How organizational culture shapes employee experiences and drives engagement
- Evidence-based positive psychology strategies that boost both human flourishing and business metrics
- Innovative approaches to align brand identity with employee experience and operationalize company values
Our mission is to give listeners actionable insights and tools to transform their workplaces. Whether you're a CEO, an HR professional, a manager, or an employee seeking to make a positive impact, the Happy at Work podcast offers valuable perspectives to help you create a more fulfilling, productive, and positive work environment.
Join us as we explore the cutting edge of workplace well-being and performance, uncovering the strategies that lead to truly happy, engaged, and successful organizations.
The Happy at Work Podcast
Finding Joy Beyond Money: A Conversation with Laurence Wiener
What happens when doubling someone's wage doesn't motivate them to work more hours? Lawrence Wiener, an American attorney who's spent 33 years in Buenos Aires, Argentina, reveals fascinating insights about work motivation beyond money in our latest conversation.
Lawrence's journey began when he gazed out his San Francisco law firm window and realized he wasn't enjoying his path toward partnership. This moment of clarity led him to ride his bicycle to Los Angeles, then move to Argentina for what was supposed to be one year of Spanish immersion. Three decades later, he's built a successful cross-cultural legal practice helping multinational companies navigate Argentina's complex business environment.
The heart of our discussion explores a puzzling cultural phenomenon: in a country with staggering inflation (276% last year) and high poverty rates, financial incentives often don't drive behavior as they would in America. Lawrence explains this stems from both economic reality and cultural values. When unstable currency and lack of credit make meaningful wealth accumulation impossible, extra income becomes less motivating. Coupled with Argentina's Catholic cultural foundation that places less emphasis on material success and more on family connections, we discover a profoundly different relationship with work and money.
Perhaps most valuable are Lawrence's observations about Argentina's greatest workplace advantages: adaptability and emotional intelligence. Living amidst constant economic change has created a remarkably resilient population skilled at navigating uncertainty—precisely the qualities needed in today's rapidly evolving global economy. Meanwhile, strong family structures and social customs have nurtured superior interpersonal skills across generations.
This conversation challenges conventional Western notions about motivation and success, suggesting valuable lessons from cultures that prioritize human connection, adaptability, and meaningful work over pure financial gain. For leaders managing global teams or anyone seeking a more balanced approach to work and life, Lawrence's cross-cultural insights offer a compelling alternative perspective.
To stay connected and continue the conversation, be sure to follow us on LinkedIn.
And don't forget to check out our previous episodes for more tips and strategies to boost your workplace happiness. You can find them on your favorite podcast platform or on our website.
If you have any questions, comments, or topic suggestions for future episodes, please reach out to us. We'd love to hear from you!
Stay inspired, stay motivated, and stay happy at work!
Welcome back for another episode of the Happy at Work podcast with Laura Tessa and Michael.
Speaker 1:Each week we have thoughtful conversations with leaders, founders and authors about happiness at work.
Speaker 3:Tune in each Thursday for a new conversation. Enjoy the show. Welcome to the Happy at Work podcast and we're excited today to have a guest from South America, lawrence Wiener, who is the co-founder of USC Legal in Buenos Aires. Lawrence is an American. He has been there for 33 years. And, lawrence, welcome to the show. We're excited to have you. Thank you, delighted to be here.
Speaker 3:So for our listeners, we're curious. Lawrence, could you share with our listeners just a little bit about your career journey? What are you about and how did you land in Buenos Aires?
Speaker 2:Sure, real quickly. Middle class kid growing up in Los Angeles, california, with the law school up in San Francisco Bay Area, nothing particularly remarkable Went to work in San Francisco in the late 80s the late 80s and was kind of on a very straight and narrow path toward, you know, working in big law and going towards becoming eventually a partner in a law firm, probably in Northern California. And then one day I kind of gazed out my window and said, okay, how much of this am I really enjoying, how much of this am I tolerating, and how much of this am I really not enjoying? And once I did that kind of equation I came up with a very lopsided answer that was not nearly close enough to keep going on that same path. And so then the next question was okay, so what do you really want to do?
Speaker 2:And I didn't have any clear answers to that. So I just settled with, ride my bicycle from San Francisco to Los Angeles and then go to a Latin American country to study Spanish. Because I knew I wanted to get a second language, and for a variety of reasons I chose Argentina, which in the early 90s was actually not very much on the map for Americans. It was kind of an exotic destination at that time, but I knew that there was a big city in Buenos Aires and thought that that would be a good place to spend a year. Here we are, 34 years later.
Speaker 3:Excellent, excellent and for our listeners. The reason that I've asked Lawrence on the show is for Lawrence to give me some insight into something that I find baffling, because I'm living in Buenos Aires for the last few months to learn Spanish. I love the country. The people are amazing and incredibly kind and generous, and a lot of you know in the news, argentina has had one of the worst economies in the world for a few years. They have a new president and, with austerity programs, some of the statistics on the economics in Argentina have improved. But just to give you some of these sticker shock numbers to give you a level set last year the inflation rate was over 276%. Last month it's dropped to a little bit under 67% Massive numbers, great improvement. The poverty rate in the first half of 2024 was approximately 53%. Most people were in poverty. As of the last six months Q1 2025 and Q4 2024, poverty has dropped to 38%.
Speaker 3:I met a friend who told me he's earning $7 an hour as a remote worker as a translator for an American company. I was shocked that someone would earn so little. I hired him as a personal assistant. I said I'm going to double your wage to $15 an hour and I expected him to be calling me every day. Do you have more work? Do you have more work? He doesn't call and I said why don't? Why don't? Why aren't you chasing me? I am doubling your wage. He said well, I have choir practice and my grandmother's visiting from Venezuela, and then I want to go to the gym and I'm trying to understand if, if the economy is having people with such economic struggles, why are they not beating the bushes or incentivized by money? And I think there's a cultural answer. And I wanted to know, lawrence, what do you? What do you think is going on?
Speaker 2:I think there is partly a cultural answer. And I think there's a cultural answer and I wanted to know, lawrence, what do you think is going on? I think there is partly a cultural answer, but I think there's also an economic one. Let's talk about the economic answer first of all. So when I first came to this country in 1991, there was one peso. Very shortly thereafter, we had the convertibility law, and one peso was equal to $1. And so making a significant, the marginal difference of making a greater effort to have greater income made a big difference. And there was credit and you had the ability to. There was a much more, much greater mobility, could individually, with your wages, plan on taking a trip to the United States or Europe. You could even perhaps save enough money to get an LLM in New York. You could qualify for a loan to buy an apartment, your first real property purchase in Buenos Aires. None of that has been true for the last 25 years. So all of the people that we're talking about today, including immigrants that are coming from places like Venezuela, they are not coming here to be able to become wealthy. It's just not going to happen. The peso, once it became delinked to the dollar, there's no way you're going to be able to have savings and there's no credit there to be able to improve your lifestyle in a meaningful way other than what your regular consumption levels are. You know, to the average person it makes more sense to be spending your money on rent, a nice trip and going out and spending money for a gym, and you know and your lifestyle of what it is in a given month, rather than projecting if I work more, I'll be able to save more and I'll be able to it'll make a marginal difference in my lifestyle. So I think that's really what's driving most of that.
Speaker 2:Culturally, it's a different story. Culturally, argentina, and I would say most Catholic countries, don't simply put that much emphasis on money and acquisitive wealth. I think that's much more something that comes, you see it, much more obvious in the countries that were settled by the Protestant cultures. But here, talking about money, most Argentines don't even know how to have a conversation about money. It's a big deal to them. We always try to make them feel at ease and, in fact, congratulate Argentine employees that say hey look, I really feel like I would like an increase in wages. Well, for somebody coming from North America, it's a very typical conversation to have with your employer. For an Argentine, it's just absolutely terrifying and it feels like they're, you know, talking about something that they shouldn't be talking about.
Speaker 2:So, culturally, at play, money is a tricky kind of subject and coupled. And then the other element, culturally, is that there are many other things that an Argentinian is taught from very early on a Latin in general, argentine in particular which is to put emphasis on time that is not spent at work, and that's time with friends, that's time with your family, and family, of course, is a much more extended definition. So I think all of those things go into play in that answer that you got. Michael, with your person, I would say, yeah, $7 to $15 is a huge difference. But that person, of course, is looking at it saying, well, even with $15 an hour, how much of a difference is it going to make for me in terms of really altering my lifestyle? And that's what kind of isn't, I think, in that decision to say, well, I have quiet, but something else I want to do.
Speaker 1:So, lawrence, I would love to learn a little bit more about the work that you do and also get your perspective. I mean, I would imagine that you came from the United States. You're very aware of what the culture of capitalism and work, especially in a corporate setting, is like in the United States From your experience living in Argentina and through the work that you do, which I'd love for you to tell our listeners a little bit more about. What are some key lessons do you think that companies could take away from the way that Argentinians think about work and life integration?
Speaker 2:Well, I think that. So I think we've established money is not the ultimate driver, right? And I've had this conversation with young lawyers. I said what if I paid you $10,000 a month? Would you work weekends and holidays? And most of them say no. Would you work weekends and holidays? And most of them say no.
Speaker 2:And so imagine what the starting salary now of attorneys who are already working long hours. They're making $2,000 a month, right, and that covers their rent and that covers their month, but that's not going to pay for a car payment or much less being able to qualify for a home loan. In fact, you just wouldn't even want to at the interest rates that are applicable. So what you have to compensate for that is the Argentine family lifestyle, where it's absolutely common and acceptable to live with your parents until you're married, and that could easily be into your 30s, and it's completely acceptable to have a generational transfer of wealth. The parents are not looking at you as if you're an abject loser because they're paying for your automobile or they're paying for your food and room and board.
Speaker 2:And, of course, with other cultures like ours, from the United States, that would just be anathema. That would be. It would be completely unacceptable and I always like to say In Argentina, compared to North America, the last thing you would do is ask your brother or your sister for a loan. I mean because you know what's going to go with that. They're going to look at you like, hey, there's something wrong with you if you need to ask, and the last thing an Argentine would do in this kind of economy is go to a bank. So the first resource they would go to would be a brother or sister and no one would think of it. So there is a compensation because it's a system that is dysfunctional and because the banking system is so volatile and we've been going through the throes of volatility that Michael mentioned at the top of this discussion. The family picks up a lot of that slack.
Speaker 1:I just real quick want to follow up on one point because I was telling Michael. So I have a son who's about to graduate from college and many friends who have kids who are about to graduate from college and we're all talking about you know, are you going to help your kids after they graduate Because you've already laid out hundreds of thousands of dollars in tuition? But I read and I think this has been talked about in a few articles lately that the average amount of money millennials are getting today up to age 40 is around $900 a month from their parents, and Gen Z is getting $1,500 a month from their parents. Now, as a Gen Xer and I think we're all around the same age it was unfathomable that I would have gotten any money from my parents, you know, really through college, nevermind after college.
Speaker 2:There was something wrong with you. If you needed money from your parents after college, right, they were all about paying for college for you. They did not have the same tuition bill as the parents of today. Right, I went to UCLA. It probably cost my parents $415 a quarter plus books, and I was able to pay for all of my you know room and board and incidentals outside of that, because I could actually work 20 hours during the week.
Speaker 1:Exactly.
Speaker 2:That formula just doesn't exist today. So we're in a different.
Speaker 1:yeah, we're in a different time, but I almost wonder, like it's just so interesting to hear around how society has adapted, for I don't know, I don't know our Argentinian culture well enough to know this is like you said, it's about Catholicism and and obviously that's at the center of their culture and therefore you know the family and so forth. I live in Boston, though we're pretty Catholic up here as well, but again, I'm not seeing that. But there is this shift happening in our society because, out of necessity, because of the economy lack of housing, you know being so high so I just I think it's interesting just to hear, just to hear the similarities of what's the way Argentinians have been living for decades, and it's something, I think, relatively new but very common for parents and children who are kind of grappling with this today.
Speaker 1:And again, can you remind our listeners what? So? I know you're a lawyer, but tell us a little bit about the work that you do.
Speaker 2:In my case, what happened is there were a lot of hidden factors that really combined to help me make this a viable transition. I was here, as I said, when the dollar and the peso were one-to-one. It was also a booming time for Argentina in the 90s. There was a lot of economic growth and I knew that with my skill set, there was going to be very few people who needed me, but the ones who I could identify that needed me were going to be, you know, really need me, and that's what happened. I finally, after knocking on a bunch of doors, wound up partnering with a Argentine who was absolutely brilliant and realized that with a US attorney and he already had one that he had met at Columbia Law School, and when he added me, I had more experience and then really could ramp up the offer of legal services for outbound work.
Speaker 2:What happened is beginning in 2000,. Late 90s, early 2000s, the world emerging markets entered into crises and suddenly there was no outbound work, and that's where I found my stride. I realized that companies outside of Argentina had a lot of questions about what was going on and they couldn't understand. It was very difficult to get good information and by that point, I had been doing this for eight and a half years, I knew that I could give them the quality information and so I really positioned myself 2000 forward as kind of the person on the ground who could work with multinationals from outside of Argentina most of them from common law countries like the US, canada, uk, australia, new Zealand and be able to kind of walk them through an increasingly difficult business environment. And Argentina just has been that way now for the last 25 years. It's struggling now to try and be a more friendly environment, but it's still got a long ways to go.
Speaker 2:But I would say that what I was able to do was figure out what I was good at and figure out who was willing to hire those services and also be able to. What you learn from living in Argentina is to have a certain ability to roll with changes and adapt, and Argentina teaches, latin America teaches people that very well very adaptable, very creative. If you're rigid, it's going to be to your detriment. You cannot be rigid. You have to be able to adapt, and I learned that skill here and it served me very well. So by 2010, I was able to open up my own law firm, partnered with Argentines and who just really saw the same, the business in the same way, customer driven, you know be able to really ramp up that ability to draft and interact, communicate in the English language in a way that no other law firms are able to do, and we do that in French too we have a French partner as well and replicate the same structure there.
Speaker 3:You have a great niche and I've needed your services to try to figure out. Why is it the way it is? And my next question is I know that the President Malay, he's trying to do things with the US government. He's a big fan of Elon Musk and Donald Trump and I was thinking to myself if there was ever anything that was done with the United States, with the work ethic of more money, more work out of you.
Speaker 3:The buttons that we push in America don't really work in Argentina and I'm curious if someone was trying to get a activated, engaged workforce in Argentina, knowing that money's not the magic button, what is what would incentivize people to be engaged workers? Because from my perspective, which has only been a few months, if I look at the workers and their engagement as like a five-speed car, like a five-speed manual, they're always in second gear, they're not slow, they're not in first gear, but they never go up to third. I've never seen anyone rush in Buenos Aires, except an American. I've never seen Argentinians rush, but they're also not slow. They also don't multitask. They take one customer at a time and when they're done with them, they'll take care of that person. They don't move any faster if the line is longer, so I'm curious where are the levers to incentivize Argentinians to be engaged? Super productive like an American company might want?
Speaker 2:So I think that's a great question. I would push back a little bit on the premise. I don't think that's Argentine, I think that's generational. I think exactly what Tessa was saying, I think, is you tell me, I don't see people really hustling either in Gen Z, because I think that there's been a decision. Why am I going to hustle? For what A super expensive home. It's just not where I see myself going. They're just on a different kind of path generationally than Gen X, right, and we don't even get started on the boomers. So I think that's at work here too, michael, I don't think it's purely cultural in terms of Argentina or Latin America. I think that's generational.
Speaker 2:Couple that, with 25 years of an economic whipsaw and an absolute boom dearth of credit, what do you expect from someone? So the money doesn't really work because there's nothing to what are they going to spend it on Taking a better trip? How much is it worth to take to fly in economy plus as opposed to economy? How much is that worth to them? Because it's not going to translate into buying a home. They just they're not going to be able to see that.
Speaker 2:I had the distinct advantage of seeing Argentina in a different context and, believe me, I saw a lot of movers and shakers. You go to New York and Wall Street, you're going to see a lot of Argentines that are extremely motivated and some of the best in the legal, accounting, banking, other services, I mean. They are really, really sharp and motivated people. So we're extrapolating a little bit in terms of what we're seeing today on a different generation and without the, I think, the motivators of being able to save and making a meaningful difference in their lives by making that extra effort. So what do I think we have to do? We have to adapt. That goes back to the premise of we got to change right.
Speaker 2:So what we have to change and what we really are looking to do is, and what I think the young workforce is looking for, particularly in the services industry, like ours, is they want meaningful work, they want vocational training, they really want to understand. They've got a ton of the schools are still teaching very much a theoretical basis. It's not a Socratic method. In the law school it's very much memorization rule based. Repeat it. Well, that's got very limited utility, and so what they thrive on is being included in the practical aspects, and the great challenge for us is to really take the student who, if they've gone to, particularly if they've gone to the public university University of Buenos Aires, but there's others even on the private basis they've been challenged intellectually but they've also had to figure out a lot of things for themselves to be able to matriculate through that university. And our job is to really get them to start thinking for themselves.
Speaker 2:What I see across the board and we host interns every year from the United States and elsewhere Gen Z is very used to getting information very quickly and having it spoon fed and just kind of regurgitating it, and that's death unto itself. In the legal industry you need people who can manipulate information, understand it and then use it. When I say manipulate, utilize it to be able to be useful information, to synthesize it and to be able to reach a decision, a conclusion, a reasoned conclusion and something that's valuable to the client. That's the big challenge and that workforce loves that. They love being involved in that. That gives them a lot of a sense of purpose, a lot of feeling of being trained, but, like anything else, there's no guarantee that that's going to keep the person there.
Speaker 2:I've had many people crying telling me how much they've enjoyed their time, but they feel that the cycle has been completed. They want to move on. That's just generational, I mean, they're just looking for the next experience and I think that's happening everywhere around the world and that's fine. I'm fine with that. A lot of people react negatively. They're like, wow, why do I want to invest in those people? Because I think that's, that's your, you know, putting it out there in the universe. Eventually, you know it comes around, you don't. You don't know.
Speaker 2:But I'm not going to change my approach. My philosophy is give train, make it a good experience. We're not here to make them suffer. A lot of us from Gen X are like well, if I had to suffer, that's the only way I know I'm gonna make them suffer too, and sometimes I'm guilty of that. Sometimes I see work that is just poorly reasoned and my first instinct is to treat them in the way that I was treated, basically throwing it back at them. And you can't do that today, and that's probably a good thing that we can't do that today. So I try and look at it differently, try and be more collaborative. There's none of that yelling and screaming that we grew up with.
Speaker 1:That's just not acceptable in the workplace today. And, lawrence, I completely agree with you. We've done lots of work and I work with a lot of Gen Z on my team and we do lots of research looking at the multi-generational workplace and it really comes down to how do people learn before they, you know, through their formative years and then when they come into their professional life. That's what really creates the most conflict is that older generations had to memorize everything, everything had to be held in their head, whereas younger generations and early careers today it's about asking the right question and then knowing where to find the answer right, because they don't have to hold the information in their head. But certainly there's other critical thinking skills and reasoning and how to synthesize information. That also needs to be learned and it's a higher order of thinking that I think does come with that practical experience as well.
Speaker 1:So it's really fascinating to hear about, you know kind of the differences between culture and you know, on a generational plane. I think it's really I think, the similarities to the US in this generation of Gen Z and soon to be Gen Alpha. I think it's quite similar, also because that social compact of if I work hard, if I go to college, if I work hard, I'll get a job. If I work hard at my job, I'll get a house, I'll raise my family, all will be well. It's pretty much blown up for this generation. I mean, they can't afford housing, there's no jobs to be had, they're paying way too much for college and university, so they have tons of loans and it just it's not working out the way it had for previous generations, so I think they're not buying into all of that in the same way.
Speaker 1:So other motivations around meaningfulness of work, and I read an article yesterday that said that Gen Z is looking for up to seven different experiences, not promotion, not just experiences by the time they're 40 in their career, in their professional life, and that can be defined in so many different ways, including probably riding your bike from San Francisco to LA. But as we wrap up here, I do want to just pull on one thread that you talked about, which is adaptability, because I kind of wonder if that really gives Argentinians such an edge as a society compared to the US, which right now, in the age of AI and emerging technology, being agile and adaptable is the must, it's a necessity. Yet you've got so many rigid companies that are just not able to be that agile. And so what is a lesson that maybe companies can learn from the Argentinians around adaptability and that ability to be agile?
Speaker 2:I think Argentines, who I know the best, but I think Latins in general, have two huge advantages in the world today. Number one is that adaptability that they have because they're just used to a constantly changing environment and they're very good at responding and seeing it without it just destroying everything and all their assumptions. They have a much greater ability to respond. But I think there's something else. I think that the social fabric that is put together with Latins creates a much greater degree of emotional intelligence. These people, even the ones that are living at home until they're 30, they are social animals and they really know how to interact.
Speaker 2:And I think the social mores and customs are so much more defined in Latin culture that you avoid many of the awkward situations that I see increasing in at least not yet, I think these large family structures, the idea that they are constantly interacting with people that are of different generations you go to any birthday, you go to any kind of celebration, you're going to find all generations there and it's normal. You know, it wasn't normal even for me to see somebody's dad at a party, at a get together. Well, here it's just completely normal. And I think that gives a big advantage to the Latin culture, because I think, yes, technology is critical and being adaptive to that technology is critical, but I think also, ultimately, social interaction has a major impact, particularly in your career development.
Speaker 3:Yeah, I just wanted to add to that. And, like I said, I've only been in Buenos Aires for three months and I moved from Boston, which I have nicknamed the cold shoulder city, because it's really hard to make a friend If you say to someone hey, how are you, what's your name Like, what do you want, what's your hidden agenda? And in Latin America it's like, hey, how you doing, what's your name? And it's just so friendly. And there's the community and, with the adaptability and sudden change and having economic challenges, I was told that the Argentinians help each other. So maybe I go use Tessa's laundry machine because she has one, and maybe I go to your house because you have a pot that I can cook my stew in.
Speaker 3:And I remember when I was staying in my Airbnb, I like to have parties, like to have dinner parties, and I was shopping, getting all the food, and I realized I didn't have enough plates and forks for all the people that were coming. So I went on WhatsApp that's how we talk to everyone here and I said, hey, can you bring your own fork and your own plate? And they did. And they were like, yeah, sure, what else do you need? And I was like you know, thank you for helping me. I needed the help. I mean, I could have bought plates, but it was just so much nicer that that you helped me.
Speaker 3:And I remember when I brought my dog she was sick, you know, from the, from the travel, and she was nervous so she wasn't able to hold her bladder and she had an accident in front of the elevator in my building. And if in Boston the door had opened and people saw a dog's accident, I would have been yelled at Go take care of your dog. Blah, blah, blah. This elderly woman was in the elevator, the door's open. She looked at me and said honey, do you need help? I'm like, oh, my God, I'm in a different place, a better place. So I think the Argentinians have something above other cultures that the socialization, the family, the kindness, and maybe putting money a second or third, I think is a wise choice.
Speaker 1:Although I have to ask a question, lawrence. We were saying Argentinians, is it Argentines?
Speaker 2:Either one is acceptable, the adjective or the content custom you know to be able. Don't forget, when you come from a place where the social contract is completely broken down with strangers, with the government, then people tend to have more community right In the United States, if nothing else was that right, or from its founding, it was basically a relationship among strangers that had to get along. The social contract was extremely important and your relationship to the government and to people that you didn't know it know that the system is broken, doesn't work, so there's tends to be much more, you know, much more relaxed the the, the inner, and this spills over to the legal world, and I'll tell you in just a second. But but on a social basis, people are more lax in their attitudes. This gets to the idea of what time to show up. If you, michael, show up to an Argentine's dinner party that was put at nine o'clock and you show up at nine o'clock, they're going to be in panic because they're not ready for you. You know that already. Well, a contract in Argentina also reflects this, and this is Latin America again. So a contract is what we declare as our agreement today.
Speaker 2:Now, if something changes, that contract has to kind of adapt to that change. Well, that's anathema to a common law practitioner. I mean, what you sign is just written in stone and there's no departing. If something changes externally and you were prepared for that, that's your problem, that's not mine. Well, a Latin doesn't see it that way. It never will. It has to. You know, the contract is basically our understanding of today. But if something needs to change, well, we need to change the contract, and that's very much. I think that reflects just like any kind of normative landscape reflects its culture. I think that kind of legal environment really reflects Latin culture in general. So we have to be more relaxed because our social contract between strangers and between the government just isn't going to work. So we need to work it out as human beings.
Speaker 1:I mean you say relaxed, but also more adaptable.
Speaker 2:More adaptable, absolutely.
Speaker 1:Absolutely. This was a wonderful conversation, Lawrence.
Speaker 2:Thank you so much for joining us and teaching us a bit about the culture that you've been part of for the past 33, 34 years and do, or you know, trying to say hello to people and them looking at you like you're just a weirdo. That would be very tough for me, but you know, never say never. There's so many great things that I still enjoy about the United States, but happy to be here as well.
Speaker 3:Lawrence, this has been such a great conversation. Thank you so much and I'm glad I have a friend in Buenos Aires.
Speaker 2:Thank you so much, and I'm glad I have a friend in Buenos Aires. You do Thank you. You both do Thanks so much for your time. I appreciate it yeah.
Speaker 3:Thank you.
Speaker 2:Take care, all right, bye-bye.
Speaker 3:We hope you've enjoyed this episode.
Speaker 1:If you'd like to hear future episodes, be sure to subscribe to the Happy at Work podcast and leave us a review with your thoughts. Are you interested in speaking on a future episode or want to collaborate with us? Let us know. You can send us an email at admin at happyatworkpodcastcom.
Speaker 2:And lastly, follow us on LinkedIn or Twitter for even more happiness.
Speaker 1:See you soon.
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