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Power of the Parent 2: S5 Ep2: Lisa Shepherd – The Biskery

Power of the Parent 2: S5 Ep2: Lisa Shepherd – The Biskery

Lisa is all about spreading kindness in biscuit form! One of the founders of The Biskery, Lisa and her business partner Saskia have an enviable client list of brands including KPMG, Amazon, Fendi and L’oreal to name a few. You might know them from their days as Bloom Bakers (established in 2016), or perhaps their wonderful posts and content they share on Linkedin.

What I love about the entire Biskery team is that they well and truly parent out loud while running their business. Part of their mission is about removing the stigma associated with working mothers, running a business packed with purpose to help others combine careers and motherhood.

Lisa shares some behind the scenes insights of how they enable their company culture – including, but not limited to harnessing the power of the female cycle. Here’s the link she mentions to the chart in the episode.

We also covered off the value that they add as a supplier and why they won’t ever wash down their quality (here here!), Lisa’s reflections on the relationship between business growth and personal growth and the importance of knowing what your valued team members love and are driven by.

Useful Links

The Biskery website: https://www.thebiskery.com

The Biskery Instagram: https://www.instagram.com/thebiskery/

Lisa’s LinkedIn: https://www.linkedin.com/in/lisa-shepherd-leeds/

Episode Transcript

Charlotte Speak  00:00

Hello and welcome back to another episode of Power of the Parent, the Podcast, where today I am joined by one half of the founder team of The Biskery. Lisa Shepherd is all about spreading kindness in biscuit form. The Biskery, who have an enviable client list of brands like KPMG, Amazon, Fendi, L’Oreal, and when I read down all the amazing people that have had your biscuits, I was very jealous. Mainly because I haven’t got any of your biscuits in front of me right now. But they are well and truly the home of gorgeous biscuits. You might know them from their days as Bloom Bakers, which was established in 2016, or perhaps the wonderful posts and content that Lisa and her co founder Saskia, share on LinkedIn. What I love about Saskia and Lisa, is that they very well and truly parent out loud while running their own business. Part of their mission is about removing the stigma associated with working mothers running a business packed with purpose to help others combine careers and motherhood. I can’t wait to dive in and talk about creating a workplace where parents are thriving, and probably a bit of biscuit chat too! So thank you so much for joining me, Lisa.

Lisa Shepherd  01:15

What a lovely intro. Thank you so much. I should have sent you a biscuit beforehand. That was a, yeah, sorry. Next time.

Charlotte Speak  01:23

I’m gonna order one after we’ve finished. All this chat of biscuits. They are absolute things of beauty. I don’t know you personally but any interaction that I see through you and Saskia as well, on LinkedIn in particular, you can just feel the love and the passion and the tenacity that you have for your business. I think it’s just fantastic.

Lisa Shepherd  01:53

Thank you, that means a lot because obviously LinkedIn is very much, you post something and you might get the odd comment or message but there’s not a lot of conversation happening. So it’s lovely to hear that it’s landing what we’re trying to send out there.

Charlotte Speak  02:08

Well, it’s it’s absolutely one of the top reasons why I wanted to talk to you because I think your message hits on so many levels. I think there’s the small business owner side of things. And the fact that you have got one heck of a founder story and I won’t spoil it  – go and have a read and connect with Lisa or Saskia on LinkedIn. You break a lot of myths, I think, about what people think starting a business entails which I think will resonate for a lot of people. But in particular, that angle for helping mothers in particular thrive in the workplace. That is clearly something that is incredibly important to you. And that you do very authentically, I think, that’s absolutely how it comes across. One of the posts that has always, like I’ve just loved when I saw it on LinkedIn, and it’s stuck around for quite a while,I think you kind of went a bit viral with it, was a post about harnessing the power of the female cycle. Is that something that you could just share a little bit with us about how you like, how do you approach that conversation? I know that, you know, obviously a female founder business, but where do you start with that and kind of what gave you the motivation to do it?

Lisa Shepherd  03:27

Yeah, I’m gonna do it very subtly, so you don’t lose half your listeners right now. I umm’d and ahh’d for about four months before I posted that because of this topic still being so taboo. There’s so much shame associated with it when it’s such a normal thing that 50% of the population goes through at some point in their life. So all we do, and I really want to keep it as simple as possible, but all we do in The Biskery, in our workspace, is we have a printed sheet which you can download (I’m gonna send you the link so you can put it in your show notes) which has basically it’s a circle and it has the female cycle on there with the four seasons. So the book that this is based on is called Wild Power by two amazing women who founded the Red School which is all about harnessing the power of the female cycle and no longer being a victim to it in a way and only seeing the negative side of it. So they do amazing work around that. And so we divide our cycle into four seasons spring, summer, autumn winter, and we associate each season with a colourl And on the chart it shows you what is what and explains what each season is best for. Because whilst we might be tired and a bit delicate and a bit low, during certain parts of our cycle, there are things that can be scheduled into that season that are are, you know, in a good way, it’s a good time to do those things like finishing things, and completing things, making big decisions. Whereas our more outwardly part of the cycle when we’re more out in the world, that’s obviously when we want to do networking events or speaking engagements and all of that.

And all we do in The Biskery, we have this chart there for people to refer to what the colours mean, what the seasons are for, and then we have a list with names. And we have coloured magnets, and people can just come in in the morning and put the colour behind their name. And it’s very subtle, it’s in the corner. There’s no pressure whatsoever for people to engage with it.

All we did was when we first introduced it, we sat down with the team, we said, this is something that Saskia and I have massively benefited from, just that awareness. We have an app now where we track our periods, and then we can then communicate it in a very subtle way. But all it does, for me personally, and why I wanted to do this, was to have that understanding. And luckily, I have it with a female team. But everybody knows when I put my blue or red or whatever on, they know how I feel. Because the last thing you need when you feel a bit rubbish is to then feel guilty about it as well. So that was the bit where I thought, let’s just do this, because if it helps me, chances are it will help others.

And some of our team have adopted it, and others haven’t. And that’s totally fine. Obviously I would speak to the team beforehand, if they’re happy for this to be up. They can find a corner where not everybody sees it all the time. And I think every company, no matter how big or small, no matter how many, you know, even if it’s only 10% female, if it’s a male dominated industry, even there, I think it could be really beneficial.

Charlotte Speak  06:58

I really love how applicable that particular approach is to lots of different stages of life as well, because in this instance, we’re talking about the menstrual cycle, but what you’ve just described there, it could be for anybody, no matter what gender you identify as, to have essentially some sort of vehicle that is going to let people know how you’re feeling right now. And like that’s at the core of it, I think, from what you’re saying. And if I extrapolate it out into becoming a parent for you know, whether it’s the first time or the seventh time, it’s a lot of these moments are phases, they are cycles, they are seasons, whatever language resonates for you. And I think that’s something that is still not talked about a great deal for anybody, whether you identify as female or not. That it’s still something, its like, we’ve got to have everything neatly tied in a box and we’ve got to label people as, this is who you are, and this is your personality, and this is how you work. I know from one day to the next, I can feel wildly different. And like some of that will be to do with my hormones. But for whatever the reason, I think it just helps. When I see something like that it helps. And it gives me a lot of hope. That we’ve got to remind ourselves that we are unique humans, and we want to embrace that uniqueness and not try and put people into, just this is who you are, and this is where you get stuck kind of thing.

Lisa Shepherd  08:36

That’s such a good point. And you could even detach that from the menstrual cycle chart and just have different emotions and a colour or you know, energy levels. And then everybody can get involved because I agree, I feel the world of work is built 9-5 and you function the same every day. And it’s just not true, as you say, whether you’re a woman or man or non binary. And I think it’s always beneficial to look at the human. And I’ve been there as an employer that, you know, when someone was off, the first thing I tend to do is ask if they’re okay, if there’s anything going on in their lives, because if they’re not performing, but I know that they are committed to my business, then for me, that can be the only reason and is usually there was then something quite big happening. I was like, I’m so glad I asked, because now I understand and I see them in a completely different light. I’m not like oh, that was a bit slow today. So yeah, seeing human is huge.

Charlotte Speak  09:44

I think it holds a brilliant space for compassion. So yeah, I think you generate an incredibly important conversation there. And I think that one of the other things that you do very publicly is celebrate your relationship with Saskia. And it looks lovely. It makes me want to be part of The Biskery. And not just the two of you, but your team in particular. Like, you can absolutely tell that you honour people’s boundaries. And it’s not about splashing everybody on your LinkedIn feed all the time. But it is that kind of public recognition that you celebrate new starters, that you are, you know, very, very welcoming. And I suppose just celebrating your unique approach to business. And when I see posts like that, that you put out there, it does make me a little bit sad, because I think it’s still very much a rarity, you know, how often do we celebrate new people starting. And I suppose you do see it. But very often, it’s the very senior levels in an organisation, and we’re celebrating new CEOs or new CFOs or whatever. But they’re like one teeny, teeny tiny part of some of these businesses. And there’s, there’s huge teams underneath. And of course, you don’t want to share other people’s news, you probably don’t want to announce somebody’s new job before they’ve got in there first, but that sentiment of  celebrating a team expanding, or somebody taking a risk on that new job, I think that’s very, like, in a really lovely way nice to have as very visible. And I just wondered if, do you notice any sort of impact on the team? Or, I guess, like your culture within the organisation when you do do things like that? What impact does it have on everybody else?

Lisa Shepherd  11:39

I just think it makes our team feel more committed to what we do, more part of the bigger picture because yes, some of them their main task might be baking or decorating biscuits, but we are ultimately a biscuit bakery. So it’s huge. Even if it’s not a very, you know, you don’t need a degree for it. But it’s still hugely important for us. So for us, it doesn’t matter. We’re not very hierarchical. So it doesn’t matter where you sit, we just have so much appreciation for each and every one because Saskia and I used to do this by ourselves for five years on the side in the evenings after our kids had gone to bed. And it got just so tiring and exhausting. And just to have these people now who have come in and bought into our vision, and are giving their absolute best every day. And I know that most of them are working Mums and they have so much going on at home and there’s so many things and yet they rock up and pour their heart and soul into this business. And obviously, Saskia and I would do this because we started it, it’s like our baby, but it’s almost like an Auntie or something to your baby. You know, they really buy into it. And they have so much pride for it. And you know what, we’re still tiny but it’s just so lovely. So I think it’s not even about showing off our growth or anything like that. I just really want to celebrate those people. Because it means so much to me, and it’s so humbling you know that someone who, none of them we really knew beforehand. So you know they were strangers in a way yet they saw, a bit like what you described, they could see where we were, what our vision was, and yeah, it’s just so humbling. So that’s what I’m trying to do with that, just to say these are our lovely, lovely people. And also if you order from us, you know, it’s these real people making those biscuits you know, it’s not a machine that I press go and that’s that. That’s maybe why we’re more expensive as well, because it is those people with all their stories.

Charlotte Speak  13:43

And in particular your, I mean, we don’t want to talk about Saskia like she’s not here, even though she isn’t here. But your relationship, I think yeah, it’s just something really to behold and that lots of people will absolutely aspire to have with their with their co-founders. I suppose I’m interested in the dynamic between the two of you in terms of how you… so lots of people talk about job shares. And I know that on paper, we will probably wouldn’t call what you do a job share. But I guess there’ll be an element of how you are kind of complementing each other, that you can utilise each other’s strengths and things like that. And that’s a huge conversation in my line of work when it comes to building really strong teams and making sure that you are as much as possible playing to each other’s strengths. Have you got any kind of little learnings that you’d be able to share with us about that side of things in the way that you’ve built the business together? Anything that sort of sticks out for you?

Lisa Shepherd  14:51

Yeah, absolutely. So when we first started this, we hardly knew each other. So that’s one thing I’d like to just mention that we weren’t friends for like, 20 years before. We literally were colleagues, we met a few times, and then we’re like, shall we do this? And like, yeah, why not? So we must have seen something in each other. I think we’re both quite intuitive in the way that it just felt right. And then we just really enjoyed growing together, like as people as much as the business. And I think that’s such an important learning for us as business owners, I feel a business can only ever grow as fast or as big as, as your own, as your self. And don’t put that effort into, you know, catching up with yourself, like,  what is my values? Is this still what I want to be doing? Am I still bringing myself into this? Or am I just subscribing to some vision of what running a business should look like? So that is hugely important for us. And it turned out and Saskia and I have a very similar vision, and we’re so aligned on so many levels, yet our skill set is really complementary.

So when it all got a bit serious, and we started hiring our team and growing, we worked with a coach, and he did a little questionnaire with us to find out where our strengths were lying, because obviously, for years, we had worn all the hats, you know, she was replying to enquiries, I was replying to enquiries, we’re both baking, we’re both taking pictures, you know, she was a bit more technical always, and I was maybe a bit more salesy. But in the main, we weren’t very efficient at all, everyone was doing everything. And once we had done that questionnaire, there was like a picture in there like a circle of all the skills you need as a business owner, as a business or the skills you need in a business. And she covered one third, like the, especially like the technical side, that kind of getting your head stuck into something, trying to figure out how it works, very blank canvas person, you know, can just start something. Whereas I was kind of the deal maker, always needed a bit there to improve it, I’m not a white, blank canvas person at all, bit more out there, kind of networking and all of that, this human side a bit more maybe. And then we needed someone who was structured and organised because we’re both, again, we just get too carried away with everything.

So we really needed someone to bring it all together and create some some level of structure. And we had at that point, someone who was baking for us, but we could see that she was amazing at that so she became our production manager.  So now we have the whole circle covered between the three of us. And again, with Saskia, we were talking about it on Monday, there was no forcing at any point with any of that. There wasn’t, oh we need to find this person now and where can we find them, and we’re gonna pay them that much, because that’s what we need. It just happened. And I’m not saying sit back and wait for it to happen. But that’s how it’s been for us. And it’s been a slow journey, a very organic growth. So for some people, they’d be like, I’m out of here. Nothing’s happening. But again, because we had little kids when we started it, we never had more time to give it so it worked for us. But yeah, I don’t know if you want to call it luck that Saskia, Holly and I are on the circle now and everything’s covered. Or if you make your own luck. But I’m very thankful. Yeah. Saskia, yeah, we’re two peas in a pod. And Holly has brought in so much value. And honestly, The Biskery couldn’t do without her.

Charlotte Speak  18:31

Oh, that’s lovely to hear. I think that something that you’ve just shared at the beginning of that actually has really struck a chord. I’m going to kind of extrapolate it out a little bit into it for line managers. But where you talked about, you know, your business growth can only really go hand in hand with your own growth. And I see that quite a lot actually, on reflection, now you’ve said it. I think that does happen a lot in businesses where you’ve got somebody running a team, and that line manager and their capabilities and their ability to grow and learn and be curious about their teams and think about the possibilities, as opposed to this is how we do it, we’ve always done it this way, this is what we’re gonna stick with. I’m kind of saying that in a really binary way, and I know that there’s probably lots in between, but they’re kind of like the two camps that I do often come across with people. And you can see the difference on things like engagement scores, or retention, or turnover or whatever stat you’re on a throw at it. It is that acceptance that you’re not going to be the finished article and that there aren’t loads of shortcuts as well like speaking from a small business owner perspective.

I don’t know if you see this a lot, but I seem to just tune into loads of people still giving these here are your five hacks to make a million pounds in 10 minutes. And that kind of thing, I’m exaggerating. But that isn’t always about the shortcuts. And when you’re dealing with people, and when you want to lead a great team, or when you want to develop them, those shortcuts will come at a really high cost, I think. Whereas what you’re describing is, knowing your people, knowing your purpose, staying connected to all of that. And that actually is where the magic happens. That you can then see that business growth, and you will also grow as a manager, or as a business. I suppose I’m not describing a magic formula there. But that is some of the constituent parts, I think.

Lisa Shepherd  20:38

Yeah, and I think we’re at the moment moving away a little bit from how we’ve called it in the past, but we used to say that we want to bring more female values into the world of work, but I realise it’s very binary. A lot of men have a lot of female qualities in them. So it’s not a men versus women conversation or situation, but it is exactly that. The stuff that you can measure, you know, you can measure how much empathy someone has for, you can measure how successful the team culture is, because you have listened to your team before you started your day. And like all these things, it’s really hard to measure. But nonetheless, we just really believe in it. That was the thing, when we started, we said, we’re gonna do this differently. And we haven’t even you know, worked for horrible companies in the past, but you were just more of a a number that really being seen. And it’s easily said when you have a smaller team.

But even in a bigger team, I think you can make effort to get to know your people, even if it’s just like a workshop about some personality types, or there’s so many things that a HR person wouldn’t know about. It’s just about taking that time and learning a bit more out about them, how they roll, what drives them? Is it the pay rise? Or is it the appreciation? Is it the little Christmas gift? Or is it just more one on ones where they get more time with their managers? There’s so many different things that people value. And yeah, I think we don’t talk enough about what businesses do aside from generating profit. Because that’s so boring. You know, yes, of course, that’s what businesses are here for. But why not make it mean something on the way.

Charlotte Speak  22:22

That reminds me of something that I was once told probably about, I don’t know, 11-ish years ago now, I think it was. I went on a change management accreditation. And one of the people that was facilitating, he talked about, you need to treat people how they want to be treated. So you know, the cliche of treat others how you want to be treated. He was like, I’m gonna blow that out of the water for you right now. What we actually should be doing is treat people how they want to be treated. And it’s interesting, I use that a lot now. And I’ve like really do firmly believe it. And I was talking to my husband about it fairly recently, actually, because he’s been reading a book where that line was in there was and he was like, you’d really love this book, this guy’s talking about that. And I think, I’m going off on a tangent here, but the whole treat people how you want to be treated feels like more when you’re in that kind of poor treatment, negative space. So basically, don’t be shitty to other people, because you want them to be shitty to you.

But on the other end of that spectrum of where you are celebrating somebody, or where you’re getting to know what’s important to them, or what engages them, or what they love doing, that’s where you’ve got to bring in that unique conversation, isn’t it? Like, we don’t want to treat anybody awfully. I mean, I know there are some people that do but let’s, you know, assume that there are some people out there. Yeah, absolutely, we should have a baseline of not being awful. But it is in those moments of actually, who are the people that we’re working with? And how do they want to be celebrated and all those kinds of things that’s where the uniqueness has got to be really important, hasn’t it?

Lisa Shepherd  24:01

Absolutely. And that’s the next level as you say. Not being horrible to anyone should be a given you know, that you shouldn’t be celebrated for that. The next level is like, have you made an effort to get to know your people because that’s when they feel seen and that’s when they buy into your vision obviously. It makes so much sense but it’s just again in this profit generating environment, there might just be not any time for that. But we do try to make time for that because we do see the benefits and we’ve had two people leave and that was for more like personal situations, family situations. But otherwise everyone’s been with us from the start and have grown with us, again, into different roles, away from the baking, the production, more the social media and marketing side of things. And again, we’ve never really looked at their previous experience.

For us, it’s just so much more important how they show up every day, their attitude, their energy, all these things. And it’s working for us. It doesn’t work for every industry. But it’s really working for us to just have that conversation. What do you enjoy? Where do you want to move into this business? Because again, so often in a traditional corporate world, I see that people when they are good at their jobs, they get promoted to a manager job, but it’s a different job. So they’re not actually doing the bit they’re good at anymore. And then sometimes they lose their spark. But it seems to be the only way to get more money, which, you know, everybody wants to pay rise if they’re good at their job, there has to be another way.

Charlotte Speak  25:47

Yeah, I love that. And speaking of money, actually, it’s a nice segue. Something that I’ve seen, you mentioned, a couple of times quite publicly is, it isn’t always about being the cheapest, which, as a female business owner resonates a lot. I think a number of us are very aware that the gender pay gap when it comes to self employed is whopping, which is ridiculous giving that we can set our own rates. But I’d really love to talk about value, which is something that I think, you know, there’s there is this kind of tension between cost and value or pricing and value that you might add. And I come, I suppose, it’s quite far reaching for me. So I will talk to other business owners, and they’ll be like, where the hell do I start with, with pricing? And whether that’s product or service based businesses, but then also, I think you could even take this out to talking about things like salaries or packages and things like that. That we’ve got to be competitive. And of course, you know, some organisations will go for the cheapest supplier, but they’re probably not our people. And there’s a reason why somebody is able to do it at that price often isn’t there? So there’s a lot you don’t see behind pricing, I think. So I just wondered if, you know, kind of your relationship between costs and value that you add to customers, but also that you add for your workforce. And that’s kind of got to factor into it, hasn’t it?

Lisa Shepherd  27:29

Yeah, it’s a really interesting topic. I would say, we’ve almost picked up prices out of thin air, when we first started. The only measurement we had, because both of us don’t have business experience at all, don’t have PhD or anything in business, and we also didn’t ever have any real mentors or investors or anything, it was literally us with £500 each, that’s how we started it, just playing. And what we didn’t know is how much time we had to bake for these markets. We literally had three evenings of three hours each, that was all. And we knew, it wouldn’t make sense to sell a slice of cake for £1, because we would rather sell less at a higher margin, than go for the volumes. And that’s still very much our mantra because we’re still small, we have a small production side, we have a small team. And that leads to automatically, you can then offer higher quality, because you don’t need the mass produced stuff, you don’t need to keep the margins tiny because you’re squeezing everywhere. And that’s very much how we established our pricing.

And then moving into the gifting world. Most of our biscuits are ordered as gifts, it gave us another reason to increase the price slightly because people spend more if it’s for someone else. Our biscuits, no one buys them to munch on in front of the TV, they literally are an edible gift, a standalone gift, you don’t don’t need anything else. So that price point again, put us in a certain category. And yes, we don’t appeal to everyone. But we also don’t want to. And as you say we get enquiries. Sometimes people say, Oh, I’ve had an inquiry and that was two thirds of your price. I’m like, yeah, of course you will. And you pay for what you get. And I’m not saying they’re rubbish, but they probably don’t use sustainably sourced palm oil. And they probably don’t use eco friendly packaging. Because you can’t because we have analysed this. So that’s the male side. You know, we’re not just, oh, how you doing today, fluffy. We know our numbers and we look at them and we go, Okay, how much does this cost us to run this whole business now that we have our own premises? We know how much our team gets paid. What do we have to play with? What do we need to make? So we review our pricing probably every year at least. And obviously with the world we live in right now they are going up like everything. But that’s not because we want to pay ourselves a bigger whack.

That’s just because we know our outgoings, and we’re not going to compromise on that. I’d rather bake less for for people who have the budget for that, than wash down the quality and the culture that we have, and the handmade nature of it, and the artisan nature of it, than going for the volume and being in the supermarket. And also, from a sustainability point of view, I just don’t believe that the higher volumes and the growth is always in alignment with what’s okay for the planet. Sometimes it’s less is more. And I guess some people are just in it to make money. But as I said before, that’s really not our driver, which is why it was something that we’re proud of, and want to be able to look ourselves in the mirror and go we’ve not left a mess behind.

Charlotte Speak  31:04

I absolutely love that. Thank you so much for sharing the complexities behind some of that as well. And that it isn’t just a number that you see in front of you. And the amount of thought and consideration that goes into it, I think, is an incredibly important point to shine a light on. Because it like I said before, it is so applicable whether you are listening to this as a business owner yourself and you’re thinking where the chuff do I start with my pricing? Or whether you are the buyer, looking for a supplier and thinking, how do I tally all this up with my budgets? Or whether you’re that parent returning to work and thinking, what salary do I need to be thinking about here? And where do I actually need to get to to be able to afford to work and fund childcare, which is like a whole, I was gonna say, podcast, it’s like a whole whole series in itself, isn’t it? But there are so many considerations that go into it, or so thank you so much for sharing that. And thank you for the whole conversation. That was a really lovely place to stop. I’ve loved chatting with you. I love your story, if I haven’t already mentioned. And I think you are doing brilliant things, particularly for Mums, in the world of work. But I think what you’re having it will be ripple effects. Because I think what you are doing can absolutely be emanated in other areas to different degrees. But I think you’re given a lot of hope for the art of the possible of designing your business and making sure that they’re family friendly.

Lisa Shepherd  31:05

I hope so yeah. I mean, Saskia and I always say if we just inspire one person to start their own thing and build it around their values and what they believe in, then our job is done, really, because there is no blueprint to run a business. And we never considered ourselves as businesswomen, and all of a sudden we are, and it still feels very unconventional. But it’s working. And you find your people and we found our people and you find your product and you find your way of doing it. And I think it’s so important to not always look left and right. Obviously you have to see what others are doing and how you can learn from them. But it’s so easy, especially as women, to put yourself down and listen to your imposter syndrome and go, oh no, I couldn’t do that and it’s just not true. I think self belief is such a such a powerful thing and and just not listening to to all these voices. If you feel this has legs and I’m enjoying it, I think that’s the other thing not forcing. But if you are enjoying what you’re doing, for years even my husband was like, what are you doing with this? You work so hard, you’re not paying yourself a penny and what are you doing? And I was like, I don’t know. I’m enjoying it. And I’m keeping with it. And I’m glad I did.

Charlotte Speak  34:04

Yeah, now look at you. Well, thank you so so much. It’s been an absolute pleasure to chat with you. And I can’t wait to see more biscuit related content on LinkedIn.

Lisa Shepherd  34:17

Thank you so much for having me, Charlotte.

Charlotte Speak  34:19

Just before we go. I also just want to share with anybody listening, if people want to find out more about you or the business where is the best place to come and find you.

Lisa Shepherd  34:29

So you can find us online at www.thebiskery.com (Biskery with a K as a portmanteau between bakery and biscuits). I am very active on LinkedIn, Lisa Shepherd (like the guy who looks after the sheep). I think my strapline is spreading kindness in biscuit form. We are also on Facebook and Instagram @TheBiskery and Twitter but not very active, and Tiktok, but that’s just for fun really.

Charlotte Speak  35:04

We love a bit of fun in business. And thank you for all of those. I will put them all in the show notes. So if you are listening and busy thinking I need to scribble down. Don’t worry, you don’t have to. Scroll on down to wherever you’re listening to this and they will be there waiting for you. So thank you so much again, Lisa, and take care. Thank you.

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