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Speaker 1: Welcome to the Therapy for Black Girls Podcast, a weekly

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Speaker 1: conversation about mental health, personal development, and all the small

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Speaker 1: decisions we can make to become the best possible versions

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Speaker 1: of ourselves. I'm your host, Dr Joy hard and Bradford,

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Speaker 1: a licensed psychologist in Atlanta, Georgia. For more information or

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Speaker 1: to find a therapist in your area, visit our website

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Speaker 1: at Therapy for Black Girls dot com. While I hope

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Speaker 1: you love listening to and learning from the podcast, it

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Speaker 1: is not meant to be a substitute for a relationship

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Speaker 1: with a licensed mental health professional. Hey, y'all, thanks so

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Speaker 1: much for joining me for session two fifty seven of

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Speaker 1: the Therapy a Black Girl's Podcast. We'll get right into

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Speaker 1: the episode after a word from our sponsors. When you

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Speaker 1: reflect on your career, do you feel like you're soaring

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Speaker 1: or stumbling in your day to day life? For women

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Speaker 1: working in the corporate sector or nine to five structure,

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Speaker 1: it's essential to know that there are strategic steps that

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Speaker 1: you can take to course correct your footing and take

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Speaker 1: your career to new heights. In this week's session, I'm

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Speaker 1: joined by certified career coach and c suite advisor Letitia Bird.

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Speaker 1: Leticia and I chatted about what it means to win

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Speaker 1: in the workplace, how to have successful conversations with management

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Speaker 1: about your career, including how to ask for promotion, and

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Speaker 1: how we can advocate for ourselves in work settings. If

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Speaker 1: something resonates with you while enjoying our conversation, please share

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Speaker 1: with us on social media using the hashtag TBG in

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Speaker 1: session or join us all in the sister circles to

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Speaker 1: talk more in depth about the episode. You can join

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Speaker 1: us at community that Therapy for Black Girls dot com.

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Speaker 1: Here's our conversation. Thank you so much for joining us today, Latitia,

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Speaker 1: thank you for having me. I'm so excited to be here,

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Speaker 1: very excited to have you. So can you store by

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Speaker 1: telling us what you do as a career coach and

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Speaker 1: as the CEO of Perfective Absolutely Well. My name's Latitia Bird.

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Speaker 1: I am an executive coach and CEO of a talent

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Speaker 1: development agency. My mission is to help working professionals get control,

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Speaker 1: confidence and clarity in their career. I have been coaching

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Speaker 1: for almost a decade now, and when I started this journey,

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Speaker 1: I had no idea it would take me here. Many

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Speaker 1: years later, I now served as an executive coach helping

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Speaker 1: people really seek that clarity. They need to level up

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Speaker 1: professionally to knock down some of these systemic barriers that

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Speaker 1: we face in the workplace, which I know we'll chat

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Speaker 1: about today. And also serve as a talent advisor to

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Speaker 1: high growth startups and mission germ organizations that are really

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Speaker 1: looking to invest in their talent in the right way,

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Speaker 1: in the most equitable way as well. I love helping

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Speaker 1: people really find their place in their career, and I

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Speaker 1: love helping organizations build safe and healthy workplace cultures for

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Speaker 1: all people. Of course for black and brown women love them.

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Speaker 1: Thank you the Titia. So when you say that you

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Speaker 1: help them to develop clarity. When your clients come to you,

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Speaker 1: what are they often unclear about? They are unclear about one?

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Speaker 1: Am I where I want to be in my career?

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Speaker 1: What more should I be doing? A lot of us

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Speaker 1: have really kind of stumbled our way throughout our career.

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Speaker 1: And so when I talk about really seeking and taking

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Speaker 1: control of your career, it really means to wake up

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Speaker 1: and be proud of what you're doing, to be often

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Speaker 1: in what you're doing, to know how you're doing what

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Speaker 1: you're doing, and how you're actually adding value. And I

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Speaker 1: find that without having that clarity. So many of us

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Speaker 1: are just going day to day and letting our careers

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Speaker 1: run us versus us actually running our careers. So it

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Speaker 1: could be needing clarity around the work the type of

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Speaker 1: organizations to work for, how to manage up, down, and

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Speaker 1: across the organization. But one of the biggest things is

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Speaker 1: how do I fit in, Especially when we think about

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Speaker 1: being black and brown woman in the workplace and being

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Speaker 1: one of the only, are one of the few. It's

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Speaker 1: around how can I make sure that I am really

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Speaker 1: crushnate here? How can I make sure that I'm getting

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Speaker 1: the same visibility that my white counterparts are, because as

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Speaker 1: we know, studies and data shows that oftentimes we are

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Speaker 1: the ones that are really overlooked and overworked. Yeah, if

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Speaker 1: you've already kind of started down this path, but I'd

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Speaker 1: love to hear you talk about some of the unique

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Speaker 1: challenges that black women do face in terms of their

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Speaker 1: career growth. So some of the unique challenges that I've

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Speaker 1: seen black women face in terms of career growth, it's

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Speaker 1: really a few key things. One that being overlooked, being overworked,

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Speaker 1: and being underpaid and then being undersupported. So when we

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Speaker 1: first think about being overlooked and overworked. Oftentimes we are

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Speaker 1: the ones that are crushing it in our jobs. We're

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Speaker 1: doing our jobs, our coworkers jobs, sometimes our boss's jobs,

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Speaker 1: with little to no recognition. Right, And with that being said,

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Speaker 1: we're being overlooked for promotions because we're just expected to

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Speaker 1: continue to take on more work and more work because

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Speaker 1: we're good at what we do. We're used to taking

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Speaker 1: care of home, our companies are jobs and all of that,

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Speaker 1: and so one it could be easy to say, you

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Speaker 1: know what, let's just give this word to doctor Joy

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Speaker 1: because we know doctor Joy is gonna kill it, and

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Speaker 1: not even think about how should we be investing back

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Speaker 1: into doctor Joy's career because of the value that she's adding.

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Speaker 1: So those are the first couple of things. The other

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Speaker 1: thing is being underpaid. Of course, studies do show that

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Speaker 1: for black women specifically, we have to work over a

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Speaker 1: year and a half to earn the same amount of

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Speaker 1: money and what a white man earns in a year.

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Speaker 1: That's where we see all of these recognitions around equal

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Speaker 1: pay Day, not just for white women, right because Equal

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Speaker 1: pay Day for white women is in March, but as

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Speaker 1: you look at Latin X or Latino equal pay Day,

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Speaker 1: Asian Equal pay Day, Black Equal pay Day, like, all

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Speaker 1: of those things really span out beyond on that March day.

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Speaker 1: So course, being underpaid, and so I think it's just

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Speaker 1: really important for us as black women to take control here,

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Speaker 1: to not take crumbs when we know we deserve a

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Speaker 1: five course meal. So you mentioned earlier the ticha that

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Speaker 1: so many of these things are systemic, right, Like, it's

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Speaker 1: sometimes difficult, I think, to talk about how we as

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Speaker 1: individuals can really impact systemic changes and make systemic change.

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Speaker 1: Is So, what kinds of things are you suggesting to

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Speaker 1: clients to really be able to chip away as some

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Speaker 1: of these things that we really truly don't have any

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Speaker 1: control over. Yeah, yeah, that's a great question. So there

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Speaker 1: are some things that we don't have control over, Right,

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Speaker 1: we don't have control over if our company is going

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Speaker 1: through budget cuts, or of course, as we have been

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Speaker 1: working throughout this pandemic, if our company is going on

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Speaker 1: hiring phrases, things of that nature. But I will say

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Speaker 1: that we have more control than we give ourselves credit for. Right,

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Speaker 1: We're the ones that have earned our degrees, our certifications,

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Speaker 1: We continue to invest in our professional development. And so

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Speaker 1: who actually signs the check right, who is the person

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Speaker 1: that is responsible for getting promoted, for getting visibility, for

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Speaker 1: growing in your career. That probably is your boss right now.

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Speaker 1: Managing up is one of the most crucial and critical

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Speaker 1: things that if someone can really get confident with that

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Speaker 1: and get strategic with that, that is really going to

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Speaker 1: set them apart in their career. But what I have

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Speaker 1: seen is that we will not speak up. We'll say, well,

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Speaker 1: I'll just let the work speak for me and hopefully

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Speaker 1: they'll catch on and see how great I'm doing. Right,

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Speaker 1: That is one thing that is definitely not setting us

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Speaker 1: up for success. So building a really solid relationship with

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Speaker 1: your boss, with your boss's boss, really building that social

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Speaker 1: and political capital internally in the organization is key. Not

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Speaker 1: waiting for someone to say, hey, it's time for us

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Speaker 1: to talk about your career goals and your feature at

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Speaker 1: this company. But you have to be able to say,

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Speaker 1: you know what, I have been doing the dang thing here.

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Speaker 1: I've been adding so much value. It's not for me

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Speaker 1: to make sure that they are putting back into me

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Speaker 1: when I am actually delivering to them. It's never too

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Speaker 1: early late off track to have that conversation. It should

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Speaker 1: not be something that happens once a year when it's

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Speaker 1: time for performance reviews. It is important to have those

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Speaker 1: regular conversation ens now. Depending on how those conversations go,

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Speaker 1: that's when we can actually make an informed decision on

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Speaker 1: how we want to move forward. Right, So, maybe you've

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Speaker 1: decided that, you know what, I finally am ready to

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Speaker 1: take control of my career. Let me really understand what's

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Speaker 1: to come here this organization that I've been working at.

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Speaker 1: You don't like their answer, then you have other options.

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Speaker 1: Sometimes we say that we're stuck or we aren't in

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Speaker 1: control because it feels safe, and nothing about growth equal

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Speaker 1: safety in that regard. So what does it look like

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Speaker 1: to win in the workplace? How would we be able

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Speaker 1: to define that for ourselves? Yeah? I love this question

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Speaker 1: around winning in the workplace and that second question on

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Speaker 1: how do we define that for ourselves? Like that's how

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Speaker 1: you really win, you know? How do we define that

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Speaker 1: for ourselves? Is key? One. We have to give ourselves

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Speaker 1: permission to actually say, you know what, let me define

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Speaker 1: what career success looks like for me, not my employer's definition.

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Speaker 1: But it's how do I define it for myself, not

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Speaker 1: for my employer, not for my boss, not for my

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Speaker 1: partner family, what my parents told me I was gonna

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Speaker 1: be when I grew up. But actually, how do I

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Speaker 1: define career success for myself? I encourage people to really

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Speaker 1: start too, if you have not already, start thinking about this,

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Speaker 1: doing that Sunday night, Monday morning, test if you do

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Speaker 1: work Monday to Friday, right, and so those emotions that

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Speaker 1: are coming up for you before you lay it down

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Speaker 1: that night, before starting a work week, or even that

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Speaker 1: morning waking up, that's probably informing your overall emotional capacity, happiness,

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Speaker 1: and well being around your work. I remember someone asked

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Speaker 1: me a question on how do I know if I'm

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Speaker 1: actually successful or happy in my career? And I said, well,

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Speaker 1: how do you feel Sunday night just thinking about the

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Speaker 1: work week? And they said, oh, I try not to

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Speaker 1: think about it. I don't even want to think about

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Speaker 1: it at all. And I'm like, oh, so you don't

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Speaker 1: want to think about your career your job outside of

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Speaker 1: doing the work that day. They're like nope, Like okay, Well,

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Speaker 1: I want to feel excited for me personally. I want

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Speaker 1: to feel excited when I wake up, you know. I

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Speaker 1: want to look forward to my days. I want to

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Speaker 1: know that I'm adding value, right, And so those are

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Speaker 1: some things that I know are really important to me.

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Speaker 1: But when it comes to winning in the workplace, I

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Speaker 1: think that there's three clear things and indicators that every

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Speaker 1: person should be thinking about when it comes to defining

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Speaker 1: this for themselves. That could be enjoyment. I think we

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Speaker 1: should all be able to do something that we enjoy.

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Speaker 1: So again, do you like the work that you're doing.

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Speaker 1: Do you like the team and the people that you're

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Speaker 1: working with. Do you like the communities or the folks

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Speaker 1: that you're actually serving in your capacity or in your

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Speaker 1: day job? Right? The second one is fulfillment, So solving

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Speaker 1: a problem that you actually care about, is it purposeful?

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Speaker 1: Is the word meaningful to you? And the last one

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Speaker 1: is skill and talent? You actually should be or could

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Speaker 1: be good at your job, right. It kind of sucks

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Speaker 1: to do something that you're not really good at. Of course,

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Speaker 1: we all are a building our confidence in those areas

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Speaker 1: and strengthening our skills and talents. But you know, I

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Speaker 1: think that actually being good that does help to feel

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Speaker 1: that confidence. And so those are the three things that

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Speaker 1: I would really say are clear indicators of what it

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Speaker 1: looks like to win in the workplace. Enjoyment, fulfillment, and

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Speaker 1: then skill or talent, And just to be clear, skill

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Speaker 1: or talent is something that can be nurtured. Thank you

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Speaker 1: for the Altitia, So you use this term a little earlier.

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Speaker 1: About managing up, how do you have successful conversations with

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Speaker 1: management about where you see your career going. Yes, I love, love,

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Speaker 1: love talking about this because so many of us don't

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Speaker 1: actually go to our managers and say, hey, look, I

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Speaker 1: need to talk about my future here and what it

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Speaker 1: looks like. And I really want all of the listeners

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Speaker 1: to know that you do have the ability to do that.

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Speaker 1: To set aside time with your manager to start having

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Speaker 1: these conversations regularly. Now, if your manager is not open

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Speaker 1: to having these conversations with you, something I mentioned earlier

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Speaker 1: is like that data, You are actually getting those data

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Speaker 1: points along the way, so just kind of keep that

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Speaker 1: in your back pocket. I will say that ask someone

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Speaker 1: who's coached a lot of folks. Having a solid manager

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Speaker 1: who cares about your career growth is definitely one of

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Speaker 1: those high, high, high priorities that you will want to

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Speaker 1: have to be successful in your career. So in terms

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Speaker 1: of how to have successful conversations with management about where

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Speaker 1: you see your career going first is actually doing some research,

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Speaker 1: doing some research, meaning have a brag sheet ready, research yourself, right,

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Speaker 1: what do you actually want to do in the future.

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Speaker 1: What are the skills that you want to develop? You know,

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Speaker 1: I mentioned that brag sheet. What have you done in

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Speaker 1: the past year two years that you're really really proud about.

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Speaker 1: How have you added value to your organization? No one

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Speaker 1: can brag for you if you can't brag for yourself,

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Speaker 1: and you can't expect your manager to know all of

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Speaker 1: the things that should do really well, especially if they

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Speaker 1: have a team of people that are managing. So I

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Speaker 1: would say the first thing is come prepared with some

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Speaker 1: research on one what you actually want to do and

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Speaker 1: what you've done so far, and how you want to

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Speaker 1: continue to to add value and show up at work.

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Speaker 1: I would also say being confident as important. Really talking

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Speaker 1: to your manager almost like appeared to peer situation. You

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Speaker 1: don't need to go into these conversations like, oh, I

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Speaker 1: was just kind of wondering, I was really hoping we

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Speaker 1: could talk about It's like, no, I want to sit

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Speaker 1: here and have a honest conversation with you about my

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Speaker 1: career at this organization. I have enjoyed doing X y Z.

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Speaker 1: I've been able to see the team and the company

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Speaker 1: grow to these heights, and I'm excited about where the

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Speaker 1: company's going in the future. I have some ideas on

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Speaker 1: the things that I want to continue to do here,

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Speaker 1: and I want to see if that's aligned with your

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Speaker 1: vision for the team and how we can actually start

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Speaker 1: to talk about a plan for me getting promoted here.

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Speaker 1: Simple is that, I would say, also having a plan,

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Speaker 1: but being inquisitive, he curious, ask some questions. Of course,

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Speaker 1: you do want to think about your own career growth

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Speaker 1: plan as you think, close your eyes right and think

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Speaker 1: about a year from now to five years from now,

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Speaker 1: and then think about your personal career vision, but then

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Speaker 1: also be thinking about how does that align with the

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Speaker 1: company or the team vision. Having that conversation with your

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Speaker 1: manager that will actually help you connect those dots to

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Speaker 1: make sure that there is some good alignment there. And

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Speaker 1: so if you can again do your research to be confident,

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Speaker 1: come up with the plan, and have specific questions that

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Speaker 1: will then help you to kind of lead into you Now,

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Speaker 1: let's actually talk about what this particular plan and motion

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Speaker 1: that we're gonna put in place, Like what can that

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Speaker 1: look like and feel like, what's the timeline for that?

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Speaker 1: What are those gaps that you might need professionally? Perhaps

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Speaker 1: you need to develop more skills in one particular area,

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Speaker 1: You probably will need a development plan. Right. We should

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Speaker 1: all be continuously growing, investing in and developing in our careers.

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Speaker 1: And your boss might be able to give you some intel,

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Speaker 1: an insight that you aren't privy to just yet. But

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Speaker 1: by you actually bringing up these questions and having this

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Speaker 1: conversation and may just open up a new ways of

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Speaker 1: being developed that you aren't even sure about. And so

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Speaker 1: that is how I think people can have successful conversations

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Speaker 1: on where they see their career going. You don't have

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Speaker 1: to be shy about it, you don't have to be

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Speaker 1: timid about it. Of course you can show appreciation, but

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Speaker 1: not that desperation piece, right, And when it comes to

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Speaker 1: career growth in general, it's really because, of course, the

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Speaker 1: money is there, right, the title is there. You want

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Speaker 1: more money, You want the bigger, better title if if

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Speaker 1: that's something that you're passionate about. But it's also about

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Speaker 1: how you can continue to help that organization. And something

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Speaker 1: I think it's so important for us to remember is

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Speaker 1: that we're not doing our employers of favor. It is

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Speaker 1: a fair value exchange. Okay, you know this whole narrative

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Speaker 1: I've heard before. They really took a chance on me,

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Speaker 1: or they leave to me, they gave me a shot here,

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Speaker 1: I'm just so grateful and thankful, like and that's cool, right,

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Speaker 1: But they gave you a shot to give you a

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Speaker 1: chance because there was something on your resume, your portfolio,

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Speaker 1: there was something about you where they said we need

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Speaker 1: her at this company. And so I think the sooner

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Speaker 1: that we can remember that before going into these conversations

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Speaker 1: will allow us to know what am I going to accept?

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Speaker 1: What am I not going to accept? When am I

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Speaker 1: actually going to say, you know what, this is not

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Speaker 1: enough for me and this company does not deserve me,

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Speaker 1: and it is fully okay to walk away if that

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Speaker 1: conversation does not go as you would like it too.

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Speaker 1: Mm hmmm. I think that that's such an important reminder.

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Speaker 1: Thank you for that, Letitia. More from my conversation with

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Speaker 1: Letitia after the break, you've talked about having a good

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Speaker 1: relationship with your manager and how that can really a

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Speaker 1: key to success in a current company culture. But we

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Speaker 1: hear so many stories about like nightmare managers right, And

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Speaker 1: you know people that you just do not have a

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Speaker 1: good relationship with no matter how hard you try. What

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Speaker 1: kinds of suggestions do you have for people who want

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Speaker 1: to maybe climb the career letter in their organizations but

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Speaker 1: don't actually have a good relationship with their manager? Got

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Speaker 1: the joy? That is so hard? That is so hard?

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Speaker 1: And I will say that one the number one reason

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Speaker 1: people leave jobs is because they leave bad bosses. Not

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Speaker 1: bad companies, but bad bosses. And so if you are

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Speaker 1: someone who's listening, you are experiencing dealing with a bad boss, right,

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Speaker 1: I know that is relative. Then just know that you

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Speaker 1: are not alone. I've had a lot of conversations with

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Speaker 1: my community and my coaching clients on managing up and

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Speaker 1: it is a process, it is a journey. A lot

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Speaker 1: of people get promoted because they are probably good at

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Speaker 1: their jobs, but they don't really have a ton of

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Speaker 1: people's skills and experience. I think it's so important for

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Speaker 1: organizations to require some type of leadership training, but before

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Speaker 1: putting folks in management roles. But you know, to answer

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Speaker 1: the question around what should someone do if they don't

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Speaker 1: have a good relationship with their manager. So for anyone

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Speaker 1: that is listening and feels as though they don't have

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Speaker 1: a good boss, they don't have a good relationship with them.

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Speaker 1: I want you to know one, you're not alone, and

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Speaker 1: too you can turn it around if that person is

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Speaker 1: willing to turn it around. Right, There is only so

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Speaker 1: much you can do. I think when it comes to

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Speaker 1: just chasing career goals, you don't want to leave things

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Speaker 1: unfinished or unseid. You want to be able to walk

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Speaker 1: away from an opportunity saying, you know what, I gave

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Speaker 1: it all that I got, and I really try hard

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Speaker 1: with this boss and this manager, and nothing seemed to

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Speaker 1: work right, and so let's talk about what those strategies

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Speaker 1: could One it's having regular conversations with your manager, having

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Speaker 1: strategic conversations with them. So I would recommend setting up

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Speaker 1: regular one on ones weekly, bi weekly, monthly at minimum,

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Speaker 1: where you are able to get in front of this person,

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Speaker 1: share with them what you're working on, questions that you have,

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Speaker 1: how it's actually helping the team and the company, and

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Speaker 1: also taking the opportunity to have dedicated time to learn

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Speaker 1: from them and to build that relationship in that rapport.

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Speaker 1: Some bosses don't want to be buddy buddy and I'm

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Speaker 1: sure for some of the listeners, you probably don't want

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Speaker 1: to be buddy buddy with your boss either. Don't worry

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Speaker 1: so much about being liked, Focus on being respected. And

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Speaker 1: if someone is really good at their job, if they're

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Speaker 1: adding value left and right, who cares If we're not

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Speaker 1: grabbing drinks that happy hour? Who cares if we're not

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Speaker 1: sharing gossip but the water cooler in the break room.

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Speaker 1: Focus on being respective, Focus on doing your job well. Now,

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Speaker 1: when it comes to a relationship with your boss, good

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Speaker 1: or bad or whatever, you have to define what good

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Speaker 1: looks like for you, right, what a good relationship with

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Speaker 1: your boss looks like? Also, what does a good boss

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Speaker 1: look like? Can you actually take time to give them

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Speaker 1: some feedback? And you have to be careful with this,

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Speaker 1: And I get it right because I know sometimes our

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Speaker 1: egos can get in the ways is human beings and

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Speaker 1: being leaders. So write a list how is my boss

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Speaker 1: showing up for me well? And how are they not?

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Speaker 1: And I would recommend having a conversation with your boss

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Speaker 1: and letting them know I really want to build a

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Speaker 1: better working relationship with you. Here are some of the

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Speaker 1: things that I've noticed maybe that haven't gone so well,

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Speaker 1: here are some things that I believe have gone really well,

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Speaker 1: and I have some opportunities to share on how you

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Speaker 1: can improve. Ask that person how they think the working

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Speaker 1: relationship is going, just to kind of get their feedback.

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Speaker 1: I will say that some folks just aren't good at

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Speaker 1: managing people. You know, a lot of people do get

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Speaker 1: promoted because they're really good at their job. Something that

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Speaker 1: I am really passionate about is leadership training for new managers.

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Speaker 1: That's something that we do offer at my company, and

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Speaker 1: I think that before any person manages one other individual,

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Speaker 1: they need to go through some type of leadership training

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Speaker 1: because given and receiving feedback is key. Having crucial conversations

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Speaker 1: is key. So we all have to manage up because

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Speaker 1: some people just aren't good at it. Maybe they don't

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Speaker 1: have a lot of people skills. They could be socially awkward,

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Speaker 1: maybe they have so many direct reports they just trying

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Speaker 1: to keep their head above what are You just really

403
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Speaker 1: never know where someone's head is at unless you try

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Speaker 1: to connect with them. Or that person could be thinking,

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Speaker 1: you know what, I think they're good and they're happy

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Speaker 1: at their job. I had no clue. So I think

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Speaker 1: it's important for us to think about how we actually

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Speaker 1: want to be managed, how we would define a good relationship,

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Speaker 1: and then make that very clear. There's a couple of

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Speaker 1: other things I would say is personality assessments. Some of

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Speaker 1: my clients and the organizations we work with, they do

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Speaker 1: have personality assessments that they allow employees to take and

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Speaker 1: to do some type of mediation or debrief session in

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Speaker 1: one on one environment or even a team environment, um

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Speaker 1: so that folks can get to know people just beyond

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Speaker 1: the work and more so about their own personal communication styles.

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Speaker 1: So that's something I've seen to be effective. And then

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Speaker 1: I would also say, just figure out what that frequency

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Speaker 1: of communication looks like. If you're not really getting what

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Speaker 1: you need from your boss still, then you probably need

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Speaker 1: to go into like a plan being, which is, maybe

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Speaker 1: you really like the company, you like the work that

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Speaker 1: you're doing, but that boss y'all just not clicking. Y'all

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Speaker 1: are just not clicking. Can you move internal? Like can

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Speaker 1: you apply for another job at that company? If you

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Speaker 1: don't want to leave that company, there might be terms

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Speaker 1: where you have to go above that person start having

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Speaker 1: what I call skip level meetings, not just meeting with

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Speaker 1: your boss. Maybe your meaning with your boss's boss, having

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Speaker 1: a mentor and sponsor, talking to other folks that have

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Speaker 1: great relationships with them and really trying to understand, like

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Speaker 1: how do they have that great relationship with them? But again,

433
00:24:11,880 --> 00:24:15,919
Speaker 1: leading with that curiosity will definitely be helpful. So what

434
00:24:16,000 --> 00:24:18,680
Speaker 1: are some ways both in and outside of the workplace

435
00:24:18,720 --> 00:24:21,600
Speaker 1: we can begin to invest in our career growth? So

436
00:24:21,800 --> 00:24:25,600
Speaker 1: ways to invest in our career growth inside a company,

437
00:24:25,640 --> 00:24:28,480
Speaker 1: one is just building that social and political capital. Who

438
00:24:28,480 --> 00:24:31,840
Speaker 1: do I need to know at this organization? Again, not

439
00:24:32,040 --> 00:24:35,080
Speaker 1: around your boss, but you can kind of go through them,

440
00:24:35,119 --> 00:24:38,080
Speaker 1: you can go above them, making sure that you're building

441
00:24:38,119 --> 00:24:42,280
Speaker 1: relationships with the higher ups people that can serve as

442
00:24:42,280 --> 00:24:47,280
Speaker 1: potential mentors or sponsors. I would also say in the workplace,

443
00:24:47,560 --> 00:24:51,920
Speaker 1: it's just taking advantage of all the professional development opportunities

444
00:24:51,920 --> 00:24:55,800
Speaker 1: that are available. Do you have a professional development stipend

445
00:24:56,080 --> 00:25:00,040
Speaker 1: that you can use? Does your company support organizations in

446
00:25:00,119 --> 00:25:04,199
Speaker 1: the community that you can volunteer with, join the board for.

447
00:25:04,920 --> 00:25:09,040
Speaker 1: Does your organization have any mentorship programs? Do they have

448
00:25:09,119 --> 00:25:13,399
Speaker 1: employee resource groups that you can tap into to build relationships?

449
00:25:13,440 --> 00:25:17,280
Speaker 1: Relationships takes us so far in our careers and even

450
00:25:17,320 --> 00:25:20,400
Speaker 1: for me as an entrepreneur. Yes, I'm in my eighth

451
00:25:20,440 --> 00:25:23,600
Speaker 1: year of business, but those relationships that I nurtured ten

452
00:25:23,720 --> 00:25:26,600
Speaker 1: years ago are starting to pay off in dividends now.

453
00:25:26,720 --> 00:25:32,360
Speaker 1: So definitely invest in those relationships, use that professional development budget,

454
00:25:32,560 --> 00:25:36,320
Speaker 1: and then externally or outside of the workplace. I'm a

455
00:25:36,440 --> 00:25:41,560
Speaker 1: huge advocate, of course, of coaching, therapy, of course, continuing

456
00:25:41,600 --> 00:25:46,760
Speaker 1: to unlock those personal challenges, those mindset shifts, the changes

457
00:25:46,800 --> 00:25:49,280
Speaker 1: that we actually need to make so that we can

458
00:25:49,280 --> 00:25:51,680
Speaker 1: show up as our full and authentic seales at work.

459
00:25:51,760 --> 00:25:54,280
Speaker 1: We can't do that alone, so having a coach and

460
00:25:54,400 --> 00:25:58,280
Speaker 1: a therapist I would recommend, as well as finding communities

461
00:25:58,320 --> 00:26:02,640
Speaker 1: to join, whether it's industry based communities, whether it's communities

462
00:26:02,720 --> 00:26:05,840
Speaker 1: with women who have a similar mindset or similar goals.

463
00:26:06,040 --> 00:26:07,520
Speaker 1: So those are some of the few ways that I

464
00:26:07,520 --> 00:26:10,960
Speaker 1: would say investing in that growth. But then also think

465
00:26:11,000 --> 00:26:13,679
Speaker 1: about a development plan. I know this is something that

466
00:26:13,720 --> 00:26:17,480
Speaker 1: I had mentioned earlier. A development plan doesn't mean that

467
00:26:17,840 --> 00:26:21,000
Speaker 1: you should only focus on career development at work. There

468
00:26:21,000 --> 00:26:23,159
Speaker 1: are things that you might want to do outside of

469
00:26:23,200 --> 00:26:26,679
Speaker 1: work because you always want to be two steps ahead.

470
00:26:26,880 --> 00:26:29,480
Speaker 1: Maybe you love your job today, but how is that

471
00:26:29,520 --> 00:26:31,440
Speaker 1: going to help you in your job? In the future

472
00:26:31,640 --> 00:26:34,080
Speaker 1: or down the road. Right, Something that I know from

473
00:26:34,080 --> 00:26:37,360
Speaker 1: me that's important is public speaking. I do a lot

474
00:26:37,400 --> 00:26:41,160
Speaker 1: of trainings, I lead a lot of coaching sessions of courts,

475
00:26:41,200 --> 00:26:44,560
Speaker 1: and so I'm always wanting to invest in my public

476
00:26:44,560 --> 00:26:47,680
Speaker 1: speaking skills because I know that something that I'm going

477
00:26:47,720 --> 00:26:50,879
Speaker 1: to need to continue to grow and developing myself for

478
00:26:50,960 --> 00:26:52,919
Speaker 1: the years to come. So I have a public speaking

479
00:26:52,960 --> 00:26:55,159
Speaker 1: coach should I use and work with and I also

480
00:26:55,240 --> 00:26:57,800
Speaker 1: have hired her to work with my team as well.

481
00:26:58,200 --> 00:27:01,119
Speaker 1: All great suggestions and would role do those kinds of

482
00:27:01,160 --> 00:27:05,520
Speaker 1: things play in us continuing to advance our career. That's

483
00:27:05,560 --> 00:27:08,760
Speaker 1: a great question. I will say. I'm a certified executive coach.

484
00:27:08,960 --> 00:27:11,080
Speaker 1: You can get an executive coach, you can get a

485
00:27:11,160 --> 00:27:14,119
Speaker 1: mindset coach. You can get a coach that focuses on

486
00:27:14,560 --> 00:27:18,920
Speaker 1: time management and life organization. So think about the specific

487
00:27:19,000 --> 00:27:21,639
Speaker 1: areas in which you do want to be coach and

488
00:27:21,680 --> 00:27:25,479
Speaker 1: also what type of coaching style do you like. I

489
00:27:25,520 --> 00:27:28,000
Speaker 1: asked my clients, like, what would you say my style is?

490
00:27:28,119 --> 00:27:30,320
Speaker 1: And they always say, you know, you're kind of like

491
00:27:30,520 --> 00:27:33,080
Speaker 1: a sergeant, like you're hard on us, but you give

492
00:27:33,160 --> 00:27:36,760
Speaker 1: us empathy at the same time. So some people might

493
00:27:36,960 --> 00:27:38,960
Speaker 1: like more of that where it's like, you know, I

494
00:27:39,000 --> 00:27:41,520
Speaker 1: have this personal cheerleader. They're gonna be hard on me,

495
00:27:41,680 --> 00:27:44,119
Speaker 1: but they're also gonna push me and encourage me. You

496
00:27:44,200 --> 00:27:46,840
Speaker 1: might want someone who's not going to be hard on you,

497
00:27:47,000 --> 00:27:51,040
Speaker 1: or I think it just depends, really, but I will

498
00:27:51,080 --> 00:27:55,439
Speaker 1: say this, I think that energy is important and having

499
00:27:55,480 --> 00:27:57,679
Speaker 1: that kind of good synergy when you do talk to

500
00:27:57,880 --> 00:28:00,800
Speaker 1: that coach and making sure that shall have a good

501
00:28:01,000 --> 00:28:05,040
Speaker 1: kind of vibe going on. Do consultations as well, and

502
00:28:05,119 --> 00:28:08,520
Speaker 1: I say, just kind of shop and have these conversations

503
00:28:08,560 --> 00:28:11,600
Speaker 1: just to see like who am I gravitating towards and

504
00:28:11,640 --> 00:28:15,680
Speaker 1: why if the coach does not have any type of certifications,

505
00:28:15,880 --> 00:28:19,240
Speaker 1: asking them what results they get for their clients. I'm

506
00:28:19,240 --> 00:28:23,160
Speaker 1: sure due to confidentiality, I don't go into specifics of

507
00:28:23,200 --> 00:28:26,000
Speaker 1: my coaching clients and what they're going through, but I

508
00:28:26,040 --> 00:28:29,320
Speaker 1: will speak high level in terms of here's some of

509
00:28:29,320 --> 00:28:31,119
Speaker 1: the issues that they face, and here are some of

510
00:28:31,160 --> 00:28:34,560
Speaker 1: the specific ways they have came out on the other side.

511
00:28:35,040 --> 00:28:37,879
Speaker 1: I definitely think that's fair game. So I'd say, you know,

512
00:28:38,000 --> 00:28:41,520
Speaker 1: do your research as well, and also look for people

513
00:28:41,520 --> 00:28:45,040
Speaker 1: who have experienced coaching individuals dealing with the same type

514
00:28:45,040 --> 00:28:48,720
Speaker 1: of issues and similar industries. Celticia. You know, I think

515
00:28:48,800 --> 00:28:51,040
Speaker 1: I've often heard the advice that the best time to

516
00:28:51,080 --> 00:28:53,280
Speaker 1: look for your new job is while you are at

517
00:28:53,280 --> 00:28:55,880
Speaker 1: your current job, and so I don't know if that

518
00:28:56,080 --> 00:28:58,400
Speaker 1: is good advice, but I love to hear from you

519
00:28:58,760 --> 00:29:03,200
Speaker 1: like how often when should we start looking for new opportunities?

520
00:29:03,200 --> 00:29:06,440
Speaker 1: And that maybe both within our current company or maybe

521
00:29:06,560 --> 00:29:09,200
Speaker 1: switching to a new company. Yeah, yeah, I get that

522
00:29:09,280 --> 00:29:11,840
Speaker 1: question a lot. If will And that's like a thing.

523
00:29:12,040 --> 00:29:14,440
Speaker 1: One thing I want to say if to anyone that's listening,

524
00:29:14,480 --> 00:29:18,440
Speaker 1: if you are thinking about looking for a new opportunity,

525
00:29:18,800 --> 00:29:22,240
Speaker 1: that means something. Hold onto that. Ask yourself, why is

526
00:29:22,280 --> 00:29:24,720
Speaker 1: this coming up for me? Was it after a conversation

527
00:29:24,760 --> 00:29:27,960
Speaker 1: I had? Was it after an email? Last song? You know?

528
00:29:28,320 --> 00:29:31,640
Speaker 1: What was it? And really really think about that and

529
00:29:31,760 --> 00:29:34,920
Speaker 1: process that for yourself. First. I do get the question

530
00:29:34,960 --> 00:29:37,800
Speaker 1: a lot as to should I look for new opportunities?

531
00:29:37,840 --> 00:29:41,560
Speaker 1: Am I ready? And no one can dictate that for you.

532
00:29:41,920 --> 00:29:44,240
Speaker 1: I think when you know, it's kind of like a

533
00:29:44,360 --> 00:29:46,400
Speaker 1: when you know, you know type of thing, kind of

534
00:29:46,440 --> 00:29:50,000
Speaker 1: like leaving a relationship, like when you're fed up with somebody,

535
00:29:50,440 --> 00:29:54,920
Speaker 1: you're gonna walk away. Hopefully and by that time you

536
00:29:54,960 --> 00:29:58,680
Speaker 1: will have decided this no longer serves me. I do

537
00:29:58,800 --> 00:30:02,080
Speaker 1: want to challenge people that are listening to not wait

538
00:30:02,200 --> 00:30:04,600
Speaker 1: until you're fed up. Do not wait until you're fed

539
00:30:04,680 --> 00:30:07,600
Speaker 1: up with your job to start looking. So understand this.

540
00:30:07,880 --> 00:30:11,080
Speaker 1: You can always do a little job when they're shopping online,

541
00:30:12,760 --> 00:30:14,920
Speaker 1: and I highly recommend that you do this. I'd say

542
00:30:14,960 --> 00:30:18,320
Speaker 1: at least every six months. But even if you're looking,

543
00:30:18,800 --> 00:30:22,880
Speaker 1: even if you apply, it's not a fireble offense. You know,

544
00:30:23,000 --> 00:30:26,120
Speaker 1: if you spend ten minutes on Indeed or Monster or

545
00:30:26,160 --> 00:30:29,320
Speaker 1: LinkedIn looking at jobs, your current job is not going

546
00:30:29,360 --> 00:30:31,960
Speaker 1: to be in jeopardy, Like, there's nothing wrong with that.

547
00:30:32,120 --> 00:30:34,920
Speaker 1: And the fact that you are looking for something else

548
00:30:35,080 --> 00:30:37,720
Speaker 1: or interested in something else, you know, sometimes we see

549
00:30:37,760 --> 00:30:40,240
Speaker 1: that as a weakness where it's like, oh, here they

550
00:30:40,280 --> 00:30:42,280
Speaker 1: go get another job, or here they go looking for

551
00:30:42,400 --> 00:30:46,600
Speaker 1: something else. I've oftentimes have helped people re shift their

552
00:30:46,720 --> 00:30:50,920
Speaker 1: thinking around looking for job opportunities because it doesn't mean

553
00:30:50,960 --> 00:30:53,200
Speaker 1: that something is wrong with you or that you don't

554
00:30:53,240 --> 00:30:56,400
Speaker 1: like stability. I think it's telling you is that what

555
00:30:56,440 --> 00:30:59,479
Speaker 1: you're currently doing it's just not enough, and you're not

556
00:30:59,520 --> 00:31:02,280
Speaker 1: willing to settle. You're ready for that next thing. Maybe

557
00:31:02,280 --> 00:31:03,920
Speaker 1: you want to be challenged more, you want to get

558
00:31:04,000 --> 00:31:06,560
Speaker 1: paid more. That is a great place to be in

559
00:31:06,680 --> 00:31:09,480
Speaker 1: when you start feeling like, MM, should I maybe look

560
00:31:09,480 --> 00:31:12,600
Speaker 1: for a new opportunity. So just because you do look,

561
00:31:12,880 --> 00:31:14,960
Speaker 1: just because you will apply, it doesn't mean you have

562
00:31:15,040 --> 00:31:18,200
Speaker 1: to make a decision today or tomorrow on your whole career.

563
00:31:18,560 --> 00:31:21,920
Speaker 1: You will apply, you may get a call for interview,

564
00:31:22,080 --> 00:31:24,840
Speaker 1: you may not. You might interview a few rounds, maybe

565
00:31:24,840 --> 00:31:27,880
Speaker 1: one to hey, maybe five, and you might even get

566
00:31:27,920 --> 00:31:31,040
Speaker 1: the job offer. That's when that decision making really comes

567
00:31:31,080 --> 00:31:33,920
Speaker 1: into play. And so I'll oftentimes tell folks, just because

568
00:31:33,920 --> 00:31:36,400
Speaker 1: you're looking and applying the jobs, you don't need to

569
00:31:36,600 --> 00:31:40,840
Speaker 1: sign your life away tomorrow. Up until that time, research

570
00:31:41,120 --> 00:31:45,000
Speaker 1: every interaction with that company, whether that is a LinkedIn

571
00:31:45,160 --> 00:31:48,120
Speaker 1: message or maybe it is an interview or a conversation

572
00:31:48,160 --> 00:31:50,880
Speaker 1: with their recruiter. It's a data point to find out

573
00:31:50,920 --> 00:31:54,080
Speaker 1: what you like, to find out what you don't like, right,

574
00:31:54,120 --> 00:31:56,400
Speaker 1: And so don't be afraid to look if you feel

575
00:31:56,440 --> 00:31:58,560
Speaker 1: like you need to look. But just so, it's a time,

576
00:31:58,760 --> 00:32:01,800
Speaker 1: and it's an energy and investment. And so there are

577
00:32:01,880 --> 00:32:05,360
Speaker 1: some clear ways though where if this is happening to you.

578
00:32:05,360 --> 00:32:08,200
Speaker 1: You should be looking for an opportunity in one. It

579
00:32:08,240 --> 00:32:11,880
Speaker 1: could be again that bad manager. That manager is just

580
00:32:11,920 --> 00:32:14,240
Speaker 1: saying that you're not gonna grow here. You're not gonna

581
00:32:14,280 --> 00:32:16,960
Speaker 1: get a raise, You're not going to get a promotion,

582
00:32:17,560 --> 00:32:20,080
Speaker 1: especially if it's been promised to you a year or

583
00:32:20,160 --> 00:32:23,720
Speaker 1: two years ago. If it's just a really, really toxic workplace,

584
00:32:23,800 --> 00:32:27,040
Speaker 1: if you're completely burnt out and you hate the work

585
00:32:27,080 --> 00:32:30,840
Speaker 1: that you do, it physically gives you anxiety like waking

586
00:32:30,920 --> 00:32:34,120
Speaker 1: up and starting your day. Please start looking for something else.

587
00:32:34,440 --> 00:32:36,320
Speaker 1: You don't need somebody to tell you that it's time

588
00:32:36,400 --> 00:32:39,120
Speaker 1: to look for something else. But if you do this,

589
00:32:39,200 --> 00:32:41,760
Speaker 1: is that will notice for you right now, is that

590
00:32:41,800 --> 00:32:45,720
Speaker 1: you don't have to settle for mistreatment, for toxicity, for

591
00:32:46,120 --> 00:32:50,080
Speaker 1: misaligned leadership. So again, I'm never gonna tell anybody to

592
00:32:50,200 --> 00:32:53,120
Speaker 1: not look for an opportunity, but just know the time

593
00:32:53,120 --> 00:32:56,000
Speaker 1: and energy that goes into it, and if you are

594
00:32:56,040 --> 00:32:58,640
Speaker 1: really willing to make that move, you will do it.

595
00:32:59,080 --> 00:33:02,320
Speaker 1: But it's not easy. More from my conversation with Latitia

596
00:33:02,640 --> 00:33:14,680
Speaker 1: after the break. So if I already know that I

597
00:33:14,720 --> 00:33:17,320
Speaker 1: am feeling like I want a better job, that might

598
00:33:17,360 --> 00:33:20,000
Speaker 1: mean I want higher paying or I want something that's

599
00:33:20,000 --> 00:33:23,280
Speaker 1: more aligned with my passions and goals. Where do I start?

600
00:33:23,360 --> 00:33:25,200
Speaker 1: What are some of the first steps I need to take.

601
00:33:25,480 --> 00:33:29,200
Speaker 1: So if you want a higher pay and more alignment

602
00:33:29,400 --> 00:33:31,200
Speaker 1: and you know that for a fact, there's a few

603
00:33:31,240 --> 00:33:34,920
Speaker 1: things to do. Of course, updating you know, your resume,

604
00:33:35,320 --> 00:33:38,600
Speaker 1: the LinkedIn, thinking about all of the contacts that you have,

605
00:33:39,040 --> 00:33:41,720
Speaker 1: and starting to just plant some seeds and reach out

606
00:33:41,760 --> 00:33:44,520
Speaker 1: to people. Now, let's say you don't want to ruffle

607
00:33:44,520 --> 00:33:47,120
Speaker 1: any feathers you know at the current job, and so

608
00:33:47,400 --> 00:33:51,120
Speaker 1: that can be a little tricky. You can go on

609
00:33:51,240 --> 00:33:53,720
Speaker 1: job boards and I can just kind of share my

610
00:33:53,800 --> 00:33:57,880
Speaker 1: favorite LinkedIn is a great one. Google search has a

611
00:33:57,920 --> 00:34:01,920
Speaker 1: really good job board. So if you google marketing director

612
00:34:02,040 --> 00:34:06,080
Speaker 1: job in Atlanta, Georgia, that will pull different job listings

613
00:34:06,120 --> 00:34:08,879
Speaker 1: from job boards. But I say, set a goal on

614
00:34:08,880 --> 00:34:12,360
Speaker 1: how many jobs to start applying to. Maybe you start

615
00:34:12,400 --> 00:34:15,919
Speaker 1: reaching out to recruiters on LinkedIn, and again you start

616
00:34:15,920 --> 00:34:19,040
Speaker 1: planning those scenes with your network, being mindful of that,

617
00:34:19,160 --> 00:34:21,239
Speaker 1: being careful of Okay, what if I don't want this

618
00:34:21,320 --> 00:34:24,759
Speaker 1: to go back to my current employer. That's really for

619
00:34:24,840 --> 00:34:27,160
Speaker 1: you to make that decision on. But if you have

620
00:34:27,280 --> 00:34:30,200
Speaker 1: decided that you want to move on. It's of course

621
00:34:30,560 --> 00:34:34,720
Speaker 1: the networking piece, getting those interviewing documents in order, also

622
00:34:34,800 --> 00:34:38,880
Speaker 1: having that career story that elevator pitch in order as well,

623
00:34:39,080 --> 00:34:41,759
Speaker 1: and especially if you want to hire paying job, you

624
00:34:41,840 --> 00:34:44,399
Speaker 1: really got to come with it and start practicing those

625
00:34:44,440 --> 00:34:48,560
Speaker 1: salary negotiation conversations from the jump, you know, start researching

626
00:34:48,680 --> 00:34:52,520
Speaker 1: what that salary is that you want, because recruiters are

627
00:34:52,560 --> 00:34:56,200
Speaker 1: having those conversations with job seekers during the first call.

628
00:34:56,400 --> 00:34:58,760
Speaker 1: They're calling you up like, hey, we see your interested

629
00:34:58,760 --> 00:35:01,080
Speaker 1: in this role. By the way, what's your salary? You

630
00:35:01,120 --> 00:35:02,680
Speaker 1: need to be able to spit out a number like

631
00:35:02,760 --> 00:35:05,279
Speaker 1: that or ask them for the range. And so the

632
00:35:05,360 --> 00:35:07,719
Speaker 1: more you can do on the front end of preparing

633
00:35:07,880 --> 00:35:10,520
Speaker 1: before just jumping into it, the better. So we've been

634
00:35:10,560 --> 00:35:13,160
Speaker 1: hearing a lot about this Great Resignation. I'm sure you

635
00:35:13,239 --> 00:35:17,080
Speaker 1: have to How can people take advantage of this? Yes, So,

636
00:35:17,200 --> 00:35:21,040
Speaker 1: the Great Resonnation, it's been just a really interesting thing

637
00:35:21,120 --> 00:35:24,920
Speaker 1: to see happen during this pandemic. The Great Resonnation means

638
00:35:24,960 --> 00:35:30,480
Speaker 1: that majority of Americans are actually leaving their current job, interviewing,

639
00:35:30,520 --> 00:35:33,160
Speaker 1: applying for other roles, were just ready to kind of

640
00:35:33,239 --> 00:35:36,760
Speaker 1: move on to this next best thing with that being said,

641
00:35:36,840 --> 00:35:39,880
Speaker 1: how people can take advantage of it is maybe you

642
00:35:39,960 --> 00:35:43,879
Speaker 1: don't want to leave your job, having conversations with your

643
00:35:43,920 --> 00:35:48,279
Speaker 1: employer around your future, you know, negotiating for a higher pay,

644
00:35:48,520 --> 00:35:52,040
Speaker 1: especially if you have added more value during this pandemic.

645
00:35:52,080 --> 00:35:54,600
Speaker 1: So if you do want to stay your current job, great,

646
00:35:54,760 --> 00:35:56,920
Speaker 1: make sure that you're getting paid fairly for that, You're

647
00:35:56,920 --> 00:35:59,640
Speaker 1: getting compensated well for it. Maybe you can't get a

648
00:35:59,719 --> 00:36:03,320
Speaker 1: higher salary, but you can get more professional development benefits

649
00:36:03,320 --> 00:36:07,399
Speaker 1: for higher professional development stipend, you know, a career coach, right,

650
00:36:07,560 --> 00:36:11,279
Speaker 1: I'd say if you are looking externally, of course, just

651
00:36:11,360 --> 00:36:13,799
Speaker 1: making sure that you're doing that research on what the

652
00:36:13,880 --> 00:36:18,480
Speaker 1: going market rate in terms of salary, comp benefits, even equity,

653
00:36:18,680 --> 00:36:20,920
Speaker 1: all of those things. Making sure that you have a

654
00:36:20,960 --> 00:36:24,399
Speaker 1: really good understanding of that so that you can negotiate

655
00:36:24,560 --> 00:36:28,360
Speaker 1: for the right pay. But I am seeing that organizations

656
00:36:28,440 --> 00:36:31,520
Speaker 1: now are being challenged to, you know, what they call

657
00:36:31,680 --> 00:36:35,480
Speaker 1: is re recruit their current employees because the job market

658
00:36:35,520 --> 00:36:39,160
Speaker 1: is so hot, because recruiters are sliding into those d

659
00:36:39,440 --> 00:36:43,040
Speaker 1: m s on Twitter and LinkedIn. It's these companies gotta

660
00:36:43,080 --> 00:36:46,880
Speaker 1: come correct. And so if your company is not coming correct,

661
00:36:47,280 --> 00:36:49,960
Speaker 1: don't be afraid to have that conversation with them. So

662
00:36:50,000 --> 00:36:51,880
Speaker 1: you've talked a couple of times a teacher about like

663
00:36:51,920 --> 00:36:55,680
Speaker 1: salary negotiation and like all these things. Where can people

664
00:36:55,719 --> 00:37:00,719
Speaker 1: find this information about like where to even start salary negotiations? Yes,

665
00:37:00,840 --> 00:37:03,480
Speaker 1: so there are some resources online to be able to

666
00:37:03,480 --> 00:37:06,160
Speaker 1: look at. Hey, I know that on the LinkedIn job

667
00:37:06,239 --> 00:37:10,960
Speaker 1: board they do share salary data for certain roles. Pay

668
00:37:11,000 --> 00:37:15,399
Speaker 1: scale dot com, salary dot com, last store dot com.

669
00:37:15,480 --> 00:37:20,120
Speaker 1: Those are all online resources that folks have used. I've

670
00:37:20,160 --> 00:37:24,640
Speaker 1: also recommended that folks hire a comp analysts. There are

671
00:37:24,719 --> 00:37:27,319
Speaker 1: comp analysts that exist. If you really want to know

672
00:37:27,520 --> 00:37:30,520
Speaker 1: what the going market rate is, you can't hire someone

673
00:37:30,600 --> 00:37:32,919
Speaker 1: to do that research for you. Of course, that comes

674
00:37:32,960 --> 00:37:36,560
Speaker 1: at a being. I would also at start having conversations

675
00:37:36,600 --> 00:37:38,400
Speaker 1: with one another. I know this gets to be a

676
00:37:38,440 --> 00:37:42,600
Speaker 1: little tricky, especially in the black woman community, because we

677
00:37:42,680 --> 00:37:46,680
Speaker 1: are under paid. Sometimes we don't know how much we

678
00:37:46,760 --> 00:37:50,839
Speaker 1: are underpaid until we start having conversations with folks in

679
00:37:50,840 --> 00:37:54,560
Speaker 1: our community to say, hey, girl, this job I'm interviewing

680
00:37:54,640 --> 00:37:57,520
Speaker 1: for it. You know, if you know somebody in that industry, like,

681
00:37:57,880 --> 00:37:59,560
Speaker 1: what would you say is to pay here? If you

682
00:37:59,760 --> 00:38:03,279
Speaker 1: start having those open conversations even in your circle if

683
00:38:03,320 --> 00:38:05,920
Speaker 1: you can. I know that even for me as an

684
00:38:06,000 --> 00:38:10,200
Speaker 1: entrepreneur getting asked to speak on panels and speak at events,

685
00:38:10,640 --> 00:38:13,239
Speaker 1: I do have a circle of folks where we talk

686
00:38:13,360 --> 00:38:16,520
Speaker 1: about our speaking fees and rates to make sure that

687
00:38:16,560 --> 00:38:20,279
Speaker 1: we are being paid equitably, because it does matter. So

688
00:38:20,440 --> 00:38:25,000
Speaker 1: having conversations. I would also add having conversations with recruiters

689
00:38:25,000 --> 00:38:28,480
Speaker 1: as well and asking them what the salary is for

690
00:38:28,520 --> 00:38:31,680
Speaker 1: these roles. Don't keep turning down these recruiters that they

691
00:38:31,680 --> 00:38:34,399
Speaker 1: are in your inbox. Just have the conversation and they

692
00:38:34,480 --> 00:38:38,200
Speaker 1: may give you that salary information during that initial or

693
00:38:38,200 --> 00:38:41,360
Speaker 1: maybe even the second conversation, So that is something to

694
00:38:41,400 --> 00:38:44,000
Speaker 1: be mindful of. I will say this. Let's say that

695
00:38:44,080 --> 00:38:47,279
Speaker 1: you are negotiating salary and you feel like you've came

696
00:38:47,320 --> 00:38:49,920
Speaker 1: in too low. A few things you want to do

697
00:38:50,040 --> 00:38:53,719
Speaker 1: was not giving up you know, your salary upfront, maybe

698
00:38:53,800 --> 00:38:56,640
Speaker 1: letting that employer know or the recruiter know, hey, look,

699
00:38:56,680 --> 00:38:59,400
Speaker 1: I really want to learn more about this role before

700
00:38:59,440 --> 00:39:03,120
Speaker 1: I share my salary expectations are. But I would like

701
00:39:03,160 --> 00:39:06,080
Speaker 1: to know if you already have a salary range in mind.

702
00:39:06,400 --> 00:39:09,440
Speaker 1: So salary negotiation can be tricky, but you do want

703
00:39:09,480 --> 00:39:12,880
Speaker 1: to make sure you're going into these conversations prepared and

704
00:39:12,960 --> 00:39:17,480
Speaker 1: informed as much as possible. That's great information, thank you, Lytitia,

705
00:39:17,600 --> 00:39:20,479
Speaker 1: you know, and talking about the great resignation you talked about,

706
00:39:20,520 --> 00:39:22,759
Speaker 1: like some of these additional benefits and people are having

707
00:39:22,760 --> 00:39:25,680
Speaker 1: to rerecruit. What are some of the new normals and

708
00:39:25,760 --> 00:39:29,200
Speaker 1: benefits that we can advocate for in light of the pandemic.

709
00:39:29,760 --> 00:39:31,759
Speaker 1: Something that I've heard a lot is that we are

710
00:39:32,400 --> 00:39:36,759
Speaker 1: living at work. We're not from home, you know, we

711
00:39:36,960 --> 00:39:39,960
Speaker 1: just wake up, get out of bed for those of

712
00:39:40,040 --> 00:39:42,400
Speaker 1: us that do work remotely, and open our computer and

713
00:39:42,440 --> 00:39:45,320
Speaker 1: we start our day. And so with that being said,

714
00:39:45,560 --> 00:39:50,719
Speaker 1: we could ask our employer for a phone WiFi stipend.

715
00:39:50,960 --> 00:39:55,120
Speaker 1: There is a huge talk about our mental well being

716
00:39:55,400 --> 00:39:58,520
Speaker 1: and how companies really need to make sure that they

717
00:39:58,600 --> 00:40:02,880
Speaker 1: are investing in our employees beyond just that professional development,

718
00:40:02,920 --> 00:40:05,879
Speaker 1: but also that personal development and well being. And so

719
00:40:06,040 --> 00:40:10,640
Speaker 1: if your employer does provide any mental health benefits, whether

720
00:40:10,719 --> 00:40:15,319
Speaker 1: that's covering therapy, looking at the employee assistance plan that

721
00:40:15,400 --> 00:40:18,600
Speaker 1: your organization does provide, really talking to HRS just to

722
00:40:18,680 --> 00:40:21,880
Speaker 1: make sure you are aware of all the benefits that

723
00:40:21,920 --> 00:40:24,640
Speaker 1: are available to you. Is important, But I'd say definitely

724
00:40:24,680 --> 00:40:29,240
Speaker 1: that WiFi kind of phone stipend, you know, mental health.

725
00:40:29,800 --> 00:40:33,439
Speaker 1: If someone is having to just travel a little bit

726
00:40:33,480 --> 00:40:37,120
Speaker 1: for work, organizations are paying for that. But I'd say

727
00:40:37,200 --> 00:40:40,720
Speaker 1: the hot topic I'm seeing right now is organizations really

728
00:40:40,760 --> 00:40:44,600
Speaker 1: investing in their employees well being, which is why this

729
00:40:44,719 --> 00:40:47,480
Speaker 1: podcast is so important to so many of us as

730
00:40:47,480 --> 00:40:49,960
Speaker 1: well to get those resources and get that advice and

731
00:40:50,000 --> 00:40:53,239
Speaker 1: godance we need. Thank you, Letitia. I wonder if you

732
00:40:53,320 --> 00:40:56,680
Speaker 1: have some additional either journal prompts or questions we can

733
00:40:56,719 --> 00:41:00,479
Speaker 1: ask ourselves to check in with ourselves about our careers. Yes,

734
00:41:00,680 --> 00:41:04,839
Speaker 1: I do. I'm a huge advocate of journaling. So much

735
00:41:05,080 --> 00:41:09,399
Speaker 1: of our career growth really starts from within. It's not

736
00:41:09,440 --> 00:41:13,160
Speaker 1: just about output, it's also about that input. And so

737
00:41:13,719 --> 00:41:17,480
Speaker 1: some journal problems that I can share is I like

738
00:41:17,600 --> 00:41:21,520
Speaker 1: to use skills like guided skills, because once you're able

739
00:41:21,560 --> 00:41:24,040
Speaker 1: to put a number on something, you're able to track

740
00:41:24,080 --> 00:41:27,120
Speaker 1: and measure the effectiveness of it. So one example I

741
00:41:27,160 --> 00:41:30,200
Speaker 1: would say is, on a scale from one to ten,

742
00:41:30,800 --> 00:41:33,759
Speaker 1: how in control of my career do I feel? Right

743
00:41:34,200 --> 00:41:36,640
Speaker 1: on the scale of one to ten, how much clarity

744
00:41:36,680 --> 00:41:39,719
Speaker 1: do I have about my career and where I want

745
00:41:39,800 --> 00:41:42,239
Speaker 1: to go on a scale of one to ten, how

746
00:41:42,320 --> 00:41:46,200
Speaker 1: confident do I feel at this particular moment? And then

747
00:41:46,280 --> 00:41:50,440
Speaker 1: journal why that is? Think about what would me showing

748
00:41:50,520 --> 00:41:53,520
Speaker 1: up as my most authentic and full self at work

749
00:41:53,640 --> 00:41:56,000
Speaker 1: look like? Why is that not happening for me? Now?

750
00:41:56,160 --> 00:41:59,000
Speaker 1: Another way you can think about some journal prompts is

751
00:41:59,160 --> 00:42:01,200
Speaker 1: there might be some and in your career, in your

752
00:42:01,239 --> 00:42:04,880
Speaker 1: life that you're really having a hard time with processing

753
00:42:05,160 --> 00:42:08,840
Speaker 1: working through. It could be time. Maybe I just have

754
00:42:08,920 --> 00:42:12,240
Speaker 1: a really hard time with managing my time at work.

755
00:42:12,400 --> 00:42:15,879
Speaker 1: Journal about that and ask herself what is my relationship

756
00:42:15,960 --> 00:42:19,080
Speaker 1: with in an insert whatever that is? Maybe it's time, right,

757
00:42:19,280 --> 00:42:22,240
Speaker 1: maybe it is what is my relationship with self doubt?

758
00:42:22,440 --> 00:42:25,720
Speaker 1: What is my relationship with self advocacy? And journal about

759
00:42:25,719 --> 00:42:28,000
Speaker 1: what that is? Because if you can actually think about

760
00:42:28,040 --> 00:42:31,000
Speaker 1: it almost like it's a person or a thing, not

761
00:42:31,160 --> 00:42:33,680
Speaker 1: just this like abstract thing, you would be able to

762
00:42:33,719 --> 00:42:36,200
Speaker 1: just get that clarity. I really love journaling as a

763
00:42:36,200 --> 00:42:39,160
Speaker 1: way to just emotionally process and I know that's something

764
00:42:39,200 --> 00:42:41,840
Speaker 1: that you talked about on this podcast before. So and

765
00:42:41,920 --> 00:42:44,560
Speaker 1: what affirmations would you offer to black women who are

766
00:42:44,560 --> 00:42:50,360
Speaker 1: trying to grow their careers? So many affirmations The first

767
00:42:50,400 --> 00:42:54,200
Speaker 1: one I will say is that my value does not

768
00:42:54,520 --> 00:42:59,520
Speaker 1: equate to my sense of productivity. My self work does

769
00:42:59,560 --> 00:43:03,600
Speaker 1: not way to my sense of productivity. I am more

770
00:43:03,680 --> 00:43:07,920
Speaker 1: than enough when I wake up and log into my

771
00:43:08,000 --> 00:43:10,720
Speaker 1: first meeting of the day, even just something as simple

772
00:43:10,760 --> 00:43:13,560
Speaker 1: as girl, you got this. You don't need to silence

773
00:43:13,600 --> 00:43:16,520
Speaker 1: yourself or you don't need to trade your comfort for

774
00:43:16,560 --> 00:43:20,279
Speaker 1: anyone else's comfort, right. I mean, the way I would

775
00:43:20,280 --> 00:43:23,680
Speaker 1: think about affirmations is if you were having a conversation

776
00:43:23,760 --> 00:43:25,920
Speaker 1: with someone else that was going through the same thing

777
00:43:26,000 --> 00:43:28,440
Speaker 1: that you were, what would you say to them? What

778
00:43:28,480 --> 00:43:31,480
Speaker 1: would you want someone to say to you? And now

779
00:43:31,760 --> 00:43:34,279
Speaker 1: say that for yourself. So I do a lot of

780
00:43:34,320 --> 00:43:37,040
Speaker 1: work with my clients around just self worth in their

781
00:43:37,080 --> 00:43:42,040
Speaker 1: career journeys, but career journaling, writing those affirmations, putting those

782
00:43:42,080 --> 00:43:45,360
Speaker 1: affirmations up around our desk, in our mirror, in the bathroom,

783
00:43:45,440 --> 00:43:48,239
Speaker 1: all of those things can really just help us mentally

784
00:43:48,920 --> 00:43:52,839
Speaker 1: stay grounded, stay confident. So the self doubt will come too.

785
00:43:53,120 --> 00:43:55,400
Speaker 1: And I think that's something that we do need to remember,

786
00:43:55,480 --> 00:43:58,359
Speaker 1: is that we all experience self doubt, even the most

787
00:43:58,360 --> 00:44:02,000
Speaker 1: successful people that we see online on social media. It's

788
00:44:02,040 --> 00:44:04,560
Speaker 1: not about having that self doubt. It's really about pushing

789
00:44:04,600 --> 00:44:08,200
Speaker 1: past it. So I do have a career Journal for women,

790
00:44:08,480 --> 00:44:12,400
Speaker 1: and I do have affirmation cars that I created, and

791
00:44:12,560 --> 00:44:15,719
Speaker 1: I would love for folks to really take advantage of

792
00:44:16,000 --> 00:44:20,080
Speaker 1: journaling and affirmation cards. Thank you for the Helticia. So,

793
00:44:20,120 --> 00:44:22,160
Speaker 1: how can we stay connected to you and learn more

794
00:44:22,160 --> 00:44:24,600
Speaker 1: about the products and services that you offer? So with

795
00:44:24,719 --> 00:44:27,359
Speaker 1: your website as well as any social media handles you'd

796
00:44:27,400 --> 00:44:31,399
Speaker 1: like to share. Yeah, absolutely, So the career journal and

797
00:44:31,480 --> 00:44:35,960
Speaker 1: the career affirmation cards can be found at Career Shop

798
00:44:36,120 --> 00:44:39,200
Speaker 1: for Women dot com. I'm also very easy to find

799
00:44:39,239 --> 00:44:43,239
Speaker 1: on social media at Flatisha, Underscore Bird. I have a

800
00:44:43,280 --> 00:44:48,560
Speaker 1: membership community focus on career goals, career development, that community, mentorship,

801
00:44:48,719 --> 00:44:51,600
Speaker 1: things of that nature, and that is Career Chasers Club

802
00:44:51,800 --> 00:44:55,440
Speaker 1: dot com. We do open enrollment every quarder. And then

803
00:44:55,440 --> 00:44:57,680
Speaker 1: the last website, and I've got a lot of sites

804
00:44:57,800 --> 00:45:02,279
Speaker 1: and stuff is my business website where we do work

805
00:45:02,280 --> 00:45:06,480
Speaker 1: with organizations to help them build equitable and safe workplace

806
00:45:06,520 --> 00:45:10,480
Speaker 1: cultures and that is go perfecta dot com perfect and

807
00:45:10,480 --> 00:45:12,160
Speaker 1: we will be sure to include all of that in

808
00:45:12,200 --> 00:45:14,600
Speaker 1: the show notes. We still appreciate you sharing all your

809
00:45:14,719 --> 00:45:17,960
Speaker 1: expertise with us today, Latitia, Thank you, thank you so much.

810
00:45:20,760 --> 00:45:23,120
Speaker 1: I'm so glad Laticia was able to share her expertise

811
00:45:23,160 --> 00:45:26,120
Speaker 1: with us today. To learn more about her and her work,

812
00:45:26,400 --> 00:45:28,440
Speaker 1: be sure to visit the show notes at Therapy for

813
00:45:28,480 --> 00:45:31,799
Speaker 1: Black Girls dot com slash session to fifty seven, and

814
00:45:31,840 --> 00:45:33,839
Speaker 1: be sure to text two of your girls right now

815
00:45:33,960 --> 00:45:36,879
Speaker 1: and tell them to check out the episode. If you're

816
00:45:36,880 --> 00:45:39,440
Speaker 1: looking for a therapist in your area, check out the

817
00:45:39,440 --> 00:45:43,360
Speaker 1: therapist directory at Therapy for Black Girls dot com slash directory.

818
00:45:43,840 --> 00:45:46,080
Speaker 1: And if you want to continue digging into this topic

819
00:45:46,239 --> 00:45:48,920
Speaker 1: or just be in community with other sisters, come on

820
00:45:49,000 --> 00:45:51,359
Speaker 1: over and join us in the Sister Circle. It's our

821
00:45:51,400 --> 00:45:54,160
Speaker 1: cozy corner of the Internet designed just for black women.

822
00:45:54,719 --> 00:45:57,120
Speaker 1: You can join us at community dot Therapy for Black

823
00:45:57,120 --> 00:46:01,440
Speaker 1: Girls dot com. This episode will produced by Freda Lucas

824
00:46:01,440 --> 00:46:04,920
Speaker 1: and Alice Ellis and editing was done by Dennis and Bradford.

825
00:46:05,719 --> 00:46:07,880
Speaker 1: Thank you all so much for joining me again this week.

826
00:46:08,280 --> 00:46:10,680
Speaker 1: I look forward to continue in this conversation with you

827
00:46:10,719 --> 00:46:13,160
Speaker 1: all real soon. Take it care