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Speaker 1: HEYBA fan, and happy New Year. It's officially twenty twenty five.

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Speaker 1: It is a new season for Brown Ambition. You see,

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Speaker 1: we have a little mysterious look. Now, as far as

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Speaker 1: the show logo goes, I'm taking my time. I'm not

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Speaker 1: trying to come out here with a brand new Luke

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Speaker 1: just yet in my new season as host of the show,

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Speaker 1: solo host of the show. So for now, we're going

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Speaker 1: with the classic Brown Ambition logo. And if we have

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Speaker 1: some new listeners this week, thank y'all for joining us.

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Speaker 1: I don't know if y'all saw, but on TikTok we

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Speaker 1: went a little tiny bit viral and it was one

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Speaker 1: of those moments where you just can't plan for it,

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Speaker 1: and I'm not gonna lie. I really needed a reminder

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Speaker 1: that not only I believe in our show so much,

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Speaker 1: right Like, I know we're providing so much value, and

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Speaker 1: I know our BA fan that y'all always ride for us,

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Speaker 1: and you've been so incredible through this transition. But it's

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Speaker 1: never enough, Like it's never too late or too much

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Speaker 1: to just tell the you know, the people that you

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Speaker 1: love and that you turn to that they're doing a

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Speaker 1: good job. And I just really appreciate y'all rallying around

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Speaker 1: the show and letting everyone on TikTok know where the

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Speaker 1: girls can find us. And so if you found Brown

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Speaker 1: Ambition through TikTok this past week, welcome. You are right

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Speaker 1: where you need to be a likely the right time.

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Speaker 1: We're going to take real good care at you. And

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Speaker 1: this is the Baqa. So every Friday we take questions

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Speaker 1: from our listeners. And I told y'all, I am emptying out.

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Speaker 1: I am dusting out, dusting off, and getting rid of

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Speaker 1: all the old, dusty questions in the inbox that we

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Speaker 1: have been collecting for years and I'm starting from scratch.

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Speaker 1: So I need some new questions. Y'all hit me up

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Speaker 1: Brand Ambition Podcast at gmail dot com or slide into

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Speaker 1: my dms. I'm at Brand Ambition Podcast on Instagram. You

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Speaker 1: can send us a DM, a voice memo, whatever works

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Speaker 1: for you. Okay, we'd love to get your questions career, finance, investing, relationship, help, health,

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Speaker 1: whatever it may be, whatever's on your spirit. And to

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Speaker 1: kick off the new year, we are going to take

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Speaker 1: a question from a listener who is doing what I

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Speaker 1: think a lot of us are looking at for the

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Speaker 1: new year. Is how the hell am I going to

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Speaker 1: get this raggedy job to give me a promotion? Honey? Right?

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Speaker 1: So I'm going to take a question from a listener there,

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Speaker 1: and I hope you guys enjoy happy, happy New Year again.

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Speaker 1: This is Mandy with Brown ambition. Aba fam, It's time

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Speaker 1: for the ba qa a, the ba qa what to say,

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Speaker 1: the ba qa with manday the ba qa a. I

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Speaker 1: am here to answer one of our beautiful ba listeners

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Speaker 1: career questions. I can't believe you guys trust us like

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Speaker 1: you do, and we love that. But I will just

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Speaker 1: go ahead into the mandatory obligatory disclaimer so that you

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Speaker 1: can listen, but you can't sue us because we are

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Speaker 1: your financial besties. I am a career coach, but I'm

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Speaker 1: not your career coach, which is really important, and ultimately,

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Speaker 1: you got to do what you gotta do with the

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Speaker 1: information that you have. We're not your lawyer, we're not

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Speaker 1: your financial planner, all of that good stuff. So this

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Speaker 1: is just for funzies, just what basically your financial bestie

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Speaker 1: slash big sister, big sis would say to you. And

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Speaker 1: today we aren't jumping in with a really juicy career

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Speaker 1: question from listener Bri. Thank you, Bre, and let's dive

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Speaker 1: on in because this question is really really good. All right,

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Speaker 1: Bree says, Hey, Mandy, I'm looking for some career advice.

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Speaker 1: I am a program manager at a mid sized nonprofit

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Speaker 1: and I've been with this organization for almost four years.

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Speaker 1: In the last year, I've seen a lot of staffing

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Speaker 1: changes happen at the organization. Various people have been let go,

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Speaker 1: while others have chosen to leave on their own. I've

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Speaker 1: been trying to keep my head down and not get

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Speaker 1: too shaken up by this, because the job itself has

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Speaker 1: pretty good benefits. However, two weeks ago, I was informed

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Speaker 1: that my supervisor was let go for legal reasons. I'm

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Speaker 1: trying to figure out what this means, what this means

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Speaker 1: for me. There has been no decision yet about whether

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Speaker 1: they will fill my old manager's position. Currently, I'm reporting

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Speaker 1: to his old supervisor and managing some of his responsibilities.

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Speaker 1: My question is how patient should I be with waiting

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Speaker 1: to hear the direction of our department and my decision.

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Speaker 1: Should I suggest a promotion for myself or wait to

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Speaker 1: see what they decide. If I should assert myself, how

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Speaker 1: should I go about it? And if I should wait

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Speaker 1: for how long? Thank you both. Oh, I really love

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Speaker 1: this question, and it's multifaceted, multi layered. And the first

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Speaker 1: thing I'm going to say is you may think that

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Speaker 1: the word nonprofit is not you personally breathe, but just

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Speaker 1: the listeners like y'all may think that nonprofit world and

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Speaker 1: the nonprofit space in general is I don't know, some

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Speaker 1: sort like on a different level than the for profit

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Speaker 1: corporate space. But I have said it once, and I'll

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Speaker 1: say it, and I've probably said it more than once.

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Speaker 1: I say it all the time. Nonprofits can be just

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Speaker 1: as janky, just as dysfunctional, just as greedy and toxic

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Speaker 1: as name the most toxic company you can think of,

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Speaker 1: Like why is Tesla coming to mind? I don't know,

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Speaker 1: maybe because I read things. So think about a nonprofit

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Speaker 1: like you would any other job. I don't care what.

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Speaker 1: I don't care how sanctimonious your causes or what your

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Speaker 1: mission statement is, and all the incredible work you do

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Speaker 1: for the world. Some of the best businesses do incredible

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Speaker 1: things for their customers, for the people who purchase their products.

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Speaker 1: That's the same thing as customers, you know what I mean,

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Speaker 1: but for the world. But they can still be really

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Speaker 1: effing toxic inside. Who doesn't love Amazon, But y'all have

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Speaker 1: heard the worst things about working there. Okay, the same

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Speaker 1: things can be true for nonprofits. And I just want

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Speaker 1: to like preface my answer by saying that don't let

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Speaker 1: them get away with toxic shit, and don't fool yourself

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Speaker 1: into thinking that you will be treated anymore you know,

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Speaker 1: I don't know generously or uh yeah, just treated any

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Speaker 1: differently than you might in the corporate world, because at

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Speaker 1: the end of the day, they also have money to make,

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Speaker 1: funds to raise and the level of toxicity really is

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Speaker 1: like a people thing, right, So if they hire the

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Speaker 1: person who is more toxic or a leader who is

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Speaker 1: more toxic, then it can be quite toxic. They could

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Speaker 1: also have free organizations. They can also have cuts to budgets,

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Speaker 1: like the same stuff that happens in the for profit world.

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Speaker 1: So first, Brie, I want to commend you because you

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Speaker 1: are not keeping your head down. You are keeping in

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Speaker 1: the loop about what You're not trying to ignore what's

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Speaker 1: going on, like you are seeing the signs of dysfunction

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Speaker 1: and seeing the signs of the boat is rocking. And

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Speaker 1: then where do I fit. The first thing I'll say

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Speaker 1: is this doesn't necessarily have to mean that your job

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Speaker 1: is on the line, although you know that ultimately could

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Speaker 1: be the case. But in this case, you might find

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Speaker 1: an opportunity for yourself, like you say, to move into

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Speaker 1: a different role or at least present yourself or position

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Speaker 1: yourself as someone who can be relied upon, can be

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Speaker 1: counted on during these times of a little bit of chaos,

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Speaker 1: all these different fluctuations when companies nonprofit or for profit,

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Speaker 1: when they are going through reorganizations, there is that level

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Speaker 1: of what on earth is going on, and it seems

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Speaker 1: like the leaders kind of sometimes know what's going on,

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Speaker 1: but it doesn't really trickle down, and that causes a

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Speaker 1: lot of misinformation. It can cause a lot of stress

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Speaker 1: and anxiety just from the lack of understanding. And I

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Speaker 1: will tell you as a former corporate leader myself, what

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Speaker 1: can be really frustrating is when you have direct reports

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Speaker 1: or team members who are very, very antsy and don't

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Speaker 1: really do well in times of uncertainty, and they start

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Speaker 1: like losing their and they start getting really stressed, and

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Speaker 1: their work products starts to get affected. If you can

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Speaker 1: prove and show by your actions that you are someone

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Speaker 1: who is steadfast who can get the shit done and

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Speaker 1: still show up and be reliable the holes and the

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Speaker 1: gaps that are being created as they shift things around

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Speaker 1: and as people leave for whatever reason, whether it's like

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Speaker 1: just personnel cuts or like in the situation with your manager,

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Speaker 1: sounds like they were fired for cause. When that happens,

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Speaker 1: if they can turn to you and they can say, Okay, Brie,

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Speaker 1: we don't know what's going on with this particular project,

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Speaker 1: but we know that you're a really good program manager,

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Speaker 1: so we're going to put you on it, and then

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Speaker 1: you just take the ball and you run with it.

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Speaker 1: Like that can actually open you up to additional opportunities

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Speaker 1: for promotion raises down the line because they rely on

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Speaker 1: you all of a sudden, someone who like, maybe you

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Speaker 1: were a really important team member, but you become even

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Speaker 1: more important during times of uncertainty like this because they

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Speaker 1: start to rely on you for the knowledge you have

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Speaker 1: from working there for as long as you have. Maybe

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Speaker 1: you were the only person who knew what the f

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Speaker 1: your supervisor meant by the emails they were sending in

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Speaker 1: the plans that they had, and you know basically where

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Speaker 1: all the bodies are buried, Like that institutional knowledge makes

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Speaker 1: you important, makes you special, Okay, so as far as

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Speaker 1: your decision and as far as their decision or whether

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Speaker 1: or not they will fill your old manager's position. I

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Speaker 1: myself was in this exact same situation about a decade ago,

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Speaker 1: when I was a writer for a big publication and

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Speaker 1: my editor was fired and I was maybe there for

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Speaker 1: a little over a year, and I didn't waste any time.

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Speaker 1: And I don't think you should either going up to

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Speaker 1: leadership whoever's there and telling them, hey, you know, I'm

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Speaker 1: really sorry about what's happened with so and so. I

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Speaker 1: just want to let you know that I feel more

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Speaker 1: than capable of taking on additional responsibilities, taking on this position.

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Speaker 1: So please consider me if you were looking to feel

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Speaker 1: that manager's position. I believe the word that one would

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Speaker 1: use to describe this kind of tactic is opportunistic. But

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Speaker 1: like so what I don't know. I feel like opportunistic

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Speaker 1: is the same as ambitious, where when you put it

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Speaker 1: in the same sentence as a woman at work, it

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Speaker 1: has this like connotation of negativity. But girl, be opportunistic.

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Speaker 1: That's what a career is. You got to take your chances,

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Speaker 1: and you know you don't have to feel or I

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Speaker 1: hope you don't feel you know, some type of way

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Speaker 1: about Oh this was my old manager's job. Am I

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Speaker 1: being disloyal? Like, it is what it is. You're still there,

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Speaker 1: you have a long career ahead of you, so I

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Speaker 1: think it makes perfect sense for you to just go

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Speaker 1: and tell them, like, hey, i'm here. You know, feel

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Speaker 1: free to ask me questions, feel free to rely on me, like,

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Speaker 1: let them know they can count on you in there. Yeah,

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Speaker 1: and your manager's absence. Okay, Your next question is should

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Speaker 1: I suggest a promotion for myself or wait to see

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Speaker 1: what they decide? Like I just said you should go

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Speaker 1: in there. You don't have to suggest a promotion, but

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Speaker 1: you should just say, hey, i'm here, here's what I understand,

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Speaker 1: here's what I can do. I know that this person

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Speaker 1: is left. I want to throw my hat in the

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Speaker 1: ring if you're looking for someone to take that place,

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Speaker 1: and let them decide. Now, if you're they may have

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Speaker 1: certain levels, even at a nonprofit, there's like levels, you know,

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Speaker 1: and job levels and job titles and like, if it's

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Speaker 1: too far of a jump for them for you to

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Speaker 1: go from program manager to like, I don't know, director

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Speaker 1: of programs or whatever. Your manager's title was maybe there's

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Speaker 1: another title they can give you and give you a

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Speaker 1: bump up and give you more responsibility. So I think

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Speaker 1: you should even if they even if they say, hey,

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Speaker 1: we're working on a plan, we'll get back to you,

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Speaker 1: you should schedule some time chat to them candidly and say, hey,

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Speaker 1: I'm ready for more responsibilities. I don't know what it's

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Speaker 1: going to look like in the future here, but hey,

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Speaker 1: I'm not going anywhere. I'm down. Okay, maybe don't say

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Speaker 1: you're not going anywhere, because you know you might, but

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Speaker 1: at least let them know that you're around, your available,

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Speaker 1: like reach out. All right. Now, you also ask if

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Speaker 1: I should wait for how long? I don't think you

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Speaker 1: should wait, So that's an easy answer, don't wait. All right.

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Speaker 1: I'm going to take a quick break and be right

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Speaker 1: back and we're going to talk about, Brie, what else

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Speaker 1: you can do to become professionally resilient in how to

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Speaker 1: not let this situation hinder the rest of your career.

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Speaker 1: All right, be right back, and I am back to

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Speaker 1: answer Bree's question. Brie has a very juicy question about

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Speaker 1: what's going on at her nonprofit right now. Manager has

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Speaker 1: been quit. There's been staffing changes. Things are in flux.

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Speaker 1: It's all Shenanigan's all right, Brice. So we already said

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Speaker 1: that you should assert yourself. You should go for the

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Speaker 1: open opportunities if you want them and if you feel

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Speaker 1: like you're a good fit for that. However, I think

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Speaker 1: you would be wise to make sure that your LinkedIn

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Speaker 1: is updated, that you are contacting your network and staying

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Speaker 1: in touch with your network so that they know what's

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Speaker 1: going on and you can kind of keep them on watch, like,

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Speaker 1: hey guys, it's a little funk you over here. I

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Speaker 1: might be reaching out in the future, but if you

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Speaker 1: know of anything that's open, here's the kind of role

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Speaker 1: I'm looking for. Feel free to, you know, reach out

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Speaker 1: to me, make connections with your network, just to start

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Speaker 1: warming them up. On the off chance that you also

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Speaker 1: are affected by these staffing changes, because you know, we

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Speaker 1: all know shit can happen. On top of that, I

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Speaker 1: would say, while you're making those connections, what I want

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Speaker 1: to caution you against is talking being like overly candid

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Speaker 1: about what's going on at at your nonprofit. This kind

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Speaker 1: of goes in the same category as like what to

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Speaker 1: do when you're interviewing for a job and you're leaving

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Speaker 1: a really shitty experience where you're currently at. You don't

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Speaker 1: want to spend a lot of time in an interview

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Speaker 1: or in a conversation with someone from your network who

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Speaker 1: can potentially lead you to another opportunity, like bashing your ex. Okay,

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Speaker 1: it may feel good, but save that conversation for happy

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Speaker 1: hour with your BFFs. Don't take it to a professional conversation.

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Speaker 1: Why because maybe they'll understand where you're coming from, but

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Speaker 1: it's going to leave them with like an impression of

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Speaker 1: you of being someone who's negative, being someone who's going

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Speaker 1: to gossip and talk smack behind their backs if you've

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Speaker 1: decided that they are toxic and that you want to

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Speaker 1: share what's been going on. So I would just keep

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Speaker 1: a professional You can say, hey, you know, I've been

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Speaker 1: at this nonprofit for a few years now as a

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Speaker 1: program manager. Just a lot going on right now. There's

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Speaker 1: staffing changes, my supervisor has been let go, and it's

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Speaker 1: just made me sort of reevaluate where I'm going in

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Speaker 1: my career. And so I'm you know, reaching out to

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Speaker 1: you to have a discussion about potential opportunities at your firm.

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Speaker 1: And you can like insert the name of the firm

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Speaker 1: there and just leave it at that. And if they

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Speaker 1: want you to like spill the tea, then you got

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Speaker 1: to make a call, like is it worth sort of

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Speaker 1: like loosening your professionalism just to kind of give someone

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Speaker 1: else a little kiky and give some Everyone loves a

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Speaker 1: little gossip, right, but it could actually do more harm

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Speaker 1: than good if you kind of take that path and

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Speaker 1: follow the like ooh, let me tell you every lie

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Speaker 1: detail of what's happening here, Like keep it professional and

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Speaker 1: just keep focused on the value that you can bring

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Speaker 1: and the work that you have done. Yeah, so that's

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Speaker 1: what I'll say, Brie. Thank you so much for your question.

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Speaker 1: Good luck. We love updates, y'all. So if you have

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Speaker 1: a if we answer a question and you have an update,

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Speaker 1: feel free to hit us up again. We are broad

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Speaker 1: Ambition Podcast on ig or you can email us broad

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Speaker 1: Ambition Podcast at gmail dot com. All right, until next time,

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Speaker 1: Byeba fam