WEBVTT - Positioning for That Promotion

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<v Speaker 1>Aba, fam, It's time for the ba qa a, the

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<v Speaker 1>ba qa What to say the ba qa with Manda,

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<v Speaker 1>the ba qa a. That's right, No Tiffany today, no

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<v Speaker 1>right in solo. But I am here to answer one

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<v Speaker 1>of our beautiful ba listeners career questions. I can't believe

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<v Speaker 1>you guys trust us like you do, and we love that.

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<v Speaker 1>But I will just go ahead into the mandatory obligatory

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<v Speaker 1>disclaimer so that you can listen, but you can't sue

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<v Speaker 1>us because we are your financial besties. I am a

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<v Speaker 1>career coach, but I'm not your career coach, which is

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<v Speaker 1>really important and ultimately, you gotta do what you gotta

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<v Speaker 1>do with the information that you have. We're not your lawyer,

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<v Speaker 1>we're not your financial planner, all of that good stuff.

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<v Speaker 1>So this is just for funzies, just what basically your

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<v Speaker 1>financial bestie slash big sister, big sist would say to you.

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<v Speaker 1>And today we are jumping in with a really juicy

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<v Speaker 1>career question from listener Bri. Thank you, Bri. If y'all

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<v Speaker 1>have forgotten, you can submit your question and have it

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<v Speaker 1>be read on the show potentially if you dm us

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<v Speaker 1>at Brand Ambition Podcast on Instagram and if you are

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<v Speaker 1>off of the gram. You can always email us Brand

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<v Speaker 1>Ambition Podcast at gmail dot com and let's dive on

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<v Speaker 1>in because this question is really really good, all right,

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<v Speaker 1>Brie says, Hey, Mandy and Tiffany, I'm looking for some

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<v Speaker 1>career advice. I am a program manager at a mid

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<v Speaker 1>size nonprofit and I've been with this organization for almost

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<v Speaker 1>four years. In the last year, I've seen a lot

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<v Speaker 1>of staffing changes happen at the organization. Various people have

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<v Speaker 1>been let go, while others have chosen to leave on

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<v Speaker 1>their own. I've been trying to keep my head down

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<v Speaker 1>and not get too shaken up by this, because the

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<v Speaker 1>job itself has pretty good benefits. However, two weeks ago,

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<v Speaker 1>I was informed that my supervisor was let go for

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<v Speaker 1>legal reasons. I'm trying to figure out what this means,

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<v Speaker 1>what this means for me. There has been no decision

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<v Speaker 1>yet about whether they will fill my old manager's position. Currently,

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<v Speaker 1>I'm reporting to his old supervisor and managing some of

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<v Speaker 1>his responsibilities. My question is how patient should I be

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<v Speaker 1>with waiting to hear the direction of our department and

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<v Speaker 1>my decision. Should I suggest a promotion for myself or

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<v Speaker 1>wait to see what they decide if I should assert myself,

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<v Speaker 1>how should I go about it, and if I should

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<v Speaker 1>wait for how long? Thank you both. Oh, I really

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<v Speaker 1>love this question, and it's multifaceted, multi layered. And the

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<v Speaker 1>first thing I'm going to say is, you may think

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<v Speaker 1>that the word nonprofit is not you personally breathe, but

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<v Speaker 1>just the listeners like y'all may think that nonprofit world

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<v Speaker 1>and the nonprofit space in general is I don't know,

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<v Speaker 1>some sort like on a different level than the for

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<v Speaker 1>profit corporate space. But I have said it once, and

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<v Speaker 1>I'll say it, and I've probably said it more than once.

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<v Speaker 1>I say it all the time. Nonprofits can be just

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<v Speaker 1>as janky, just as dysfunctional, just as greedy and toxic

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<v Speaker 1>as name the most toxic company you can think of,

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

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<v Speaker 1>maybe because I read things. So think about a nonprofit

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<v Speaker 1>like you would any other job. I don't care what,

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<v Speaker 1>I don't care how sanctimonious your causes or what your

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<v Speaker 1>mission statement is, and all the incredible work you do

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<v Speaker 1>for the world. Some of the best businesses do incredible

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<v Speaker 1>things for their customers, for the people who purchase their products.

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

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<v Speaker 1>but for the world. But they can still be really

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

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<v Speaker 1>heard the worst things about working there. Okay, the same

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<v Speaker 1>things can be true for nonprofits. And I just want

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<v Speaker 1>to like preface my answer by saying that don't let

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<v Speaker 1>them get away with tox shit, and don't fool yourself

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<v Speaker 1>into thinking that you will be treated anymore you know,

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<v Speaker 1>I don't know, generously or uh yeah, just treated any

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<v Speaker 1>differently than you might in the corporate world, because at

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<v Speaker 1>the end of the day, they also have money to make,

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<v Speaker 1>funds to raise, and the level of toxicity really is

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<v Speaker 1>like a people thing, right, So if they hire the

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<v Speaker 1>person who is more toxic, or a leader who is

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<v Speaker 1>more toxic, then it can be quite toxic. They could

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<v Speaker 1>also have reorganizations. They can also have cuts to budgets,

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<v Speaker 1>like the same stuff that happens in the for profit world.

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<v Speaker 1>So first, Brie, I want to commend you because you

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<v Speaker 1>are not keeping your head down, You are keeping in

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<v Speaker 1>the loop about what You're not trying to ignore what's

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<v Speaker 1>going on, like you are seeing the signs of dysfunction

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<v Speaker 1>and seeing the signs of the boat is rocking, and

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<v Speaker 1>then where do I fit. The first thing I'll say

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<v Speaker 1>is this doesn't necessarily have to mean that your job

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<v Speaker 1>is on the line, although you that ultimately could be

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<v Speaker 1>the case. But in this case, you might find an

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<v Speaker 1>opportunity for yourself, like you say, to move into a

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<v Speaker 1>different role, or at least present yourself or position yourself

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<v Speaker 1>as someone who can be relied upon, can be counted

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<v Speaker 1>on during these times of a little bit of chaos,

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<v Speaker 1>all these different fluctuations when companies nonprofit or for profit,

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<v Speaker 1>when they are going through reorganizations, there is that level

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<v Speaker 1>of what on earth is going on, and it seems

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<v Speaker 1>like the leaders kind of sometimes know what's going on,

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<v Speaker 1>but it doesn't really trickle down, and that causes a

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<v Speaker 1>lot of misinformation. It can cause a lot of stress

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<v Speaker 1>and anxiety just from the lack of understanding. And I

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<v Speaker 1>will tell you, as a former corporate leader myself, what

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<v Speaker 1>can be really frustrating is when you have direct reports

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<v Speaker 1>or team members who are very, very antsy and don't

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<v Speaker 1>really do well in times of uncertainty, and they start

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<v Speaker 1>like losing their shit and they start getting really stressed,

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<v Speaker 1>and their work products starts to get affected if you

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<v Speaker 1>can prove and show by your actions that you are

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<v Speaker 1>someone who is steadfast, who can get the shit done

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<v Speaker 1>and still show up and be reliable the holes and

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<v Speaker 1>the gaps that are being created as they shift things

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<v Speaker 1>around and as people leave for whatever reason, whether it's

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<v Speaker 1>like just personnel cuts or like in the situation with

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<v Speaker 1>your manager, sounds like they were fired for cause when

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<v Speaker 1>that happens, if they can turn to you and they

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<v Speaker 1>can say, Okay, Brie, we don't know what's going on

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<v Speaker 1>with this particular project, but we know that you're a

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<v Speaker 1>really good program manager, so we're going to put you

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<v Speaker 1>on it, and then you just take the ball and

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<v Speaker 1>you run with it. Like that can actually open you

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<v Speaker 1>up to additional opportunities for promotion raises down the line

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<v Speaker 1>because they rely on you all of a sudden, someone

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<v Speaker 1>who like, maybe you were a really important team member,

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<v Speaker 1>but you become even more important during times of uncertainty

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<v Speaker 1>like this because they start to rely on you for

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<v Speaker 1>the knowledge that you have from working there for as

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<v Speaker 1>long as you have. Maybe you were the only person

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<v Speaker 1>who knew what the f your supervisor meant by the

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<v Speaker 1>emails they were sending in the plans that they had

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<v Speaker 1>and you know basically where all the bodies are buried.

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<v Speaker 1>Like that, institutional knowledge makes you important, makes you special. Okay,

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<v Speaker 1>so as far as your decision and as far as

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<v Speaker 1>their decision or whether or not they will fill your

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<v Speaker 1>old manager's position. I myself was in this exact same

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<v Speaker 1>situation about a decade ago, when I was a writer

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<v Speaker 1>for a big publication and my editor was fired and

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<v Speaker 1>I was maybe there for a little over a year,

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<v Speaker 1>and I didn't waste any time. And I don't think

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<v Speaker 1>you should either going up to leadership whoever's there and

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<v Speaker 1>telling them, Hey, you know, I'm really sorry about what's

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<v Speaker 1>happened with so and so. I just want to let

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<v Speaker 1>you know that I feel more than capable of taking

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<v Speaker 1>on additional responsibilities, taking on this position. So please consider

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<v Speaker 1>me if you were looking to feel that manager's position.

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<v Speaker 1>I believe the word that one would use to describe

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<v Speaker 1>this kind of tactic is opportunistic. But like so what

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<v Speaker 1>I don't know. I feel like opportunistic is the same

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<v Speaker 1>as ambitious, where when you put it in the same

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<v Speaker 1>sentence as a woman at work, it has this like

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<v Speaker 1>connotation of negativity. But girl, be opportunistic. That's what a

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<v Speaker 1>career is you got to take your chances. And you

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<v Speaker 1>know you don't have to feel or I hope you

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<v Speaker 1>don't feel, you know, some type of way about Oh,

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<v Speaker 1>this is my old manager's job. Am I being disloyal? Like?

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<v Speaker 1>It is what it is. You're still there, you have

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<v Speaker 1>a long career ahead of you, So I think it

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<v Speaker 1>makes perfect sense for you to just go and tell them, like, hey,

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<v Speaker 1>i'm here. You know, feel free to ask me questions,

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<v Speaker 1>feel free to rely on me, like, let them know

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<v Speaker 1>they can count on you in there. Yeah, and your

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<v Speaker 1>manager's absence. Okay, Your next question is should I suggest

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<v Speaker 1>a promotion for myself or wait to see what they decide?

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<v Speaker 1>Like I just said you should go in there. You

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<v Speaker 1>don't have to suggest a promotion, but you should just say, hey,

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<v Speaker 1>I'm here, here's what I understand, here's what I can do.

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<v Speaker 1>I know that this person is left. I want to

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<v Speaker 1>throw my hat in the ring if you're looking for

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<v Speaker 1>someone to take that place, and let them decide. Now,

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<v Speaker 1>if you're they may have certain levels, even at a nonprofit,

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<v Speaker 1>there's like levels, you know, and job levels and job

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<v Speaker 1>titles and like if it's too far of a jump

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<v Speaker 1>for them for you, to go from program manager to like,

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<v Speaker 1>I don't know, director of programs or whatever your manager's

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<v Speaker 1>title was. Maybe there's another title they can give you

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<v Speaker 1>and give you a bump up and give you more responsibility.

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<v Speaker 1>So I think you should even if they even if

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<v Speaker 1>they say, hey, we're working on a plan, we'll get

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<v Speaker 1>back to you, you should schedule some time chat to

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<v Speaker 1>them candidly and say, hey, I'm ready for more responsibilities.

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<v Speaker 1>I don't know what it's going to look like in

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<v Speaker 1>the future here, but hey, I'm not going anywhere. I'm down. Okay,

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<v Speaker 1>maybe don't say you're not going anywhere, because you know

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<v Speaker 1>you might, but at least let them know that you're around,

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<v Speaker 1>you're available, like reach out. All right. Now, you also

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<v Speaker 1>ask if I should wait for how long? I don't

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<v Speaker 1>think you should wait, So that's an easy answer, don't wait.

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<v Speaker 1>All right. I'm going to take a quick break and

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<v Speaker 1>be right back and we're going to talk about, Brie,

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<v Speaker 1>what else you can do to become professionally resilient in

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<v Speaker 1>how to not let this situation hinder the rest of

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<v Speaker 1>your career. All right, be right back, and I am

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<v Speaker 1>back to answer Bree's question. Brie has a very juicy

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<v Speaker 1>question about what's going on at her nonprofit right now.

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<v Speaker 1>Manager has been quit, there's been staffing changes. Things are

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<v Speaker 1>in flux. It's all Shenanigan's all right, Brice. So we

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<v Speaker 1>already said that you should assert yourself. You should go

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<v Speaker 1>for the open opportunities if you want them and if

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<v Speaker 1>you feel like you're a good fit for that. However,

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<v Speaker 1>I think you would be wise to make sure that

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<v Speaker 1>your LinkedIn is updated, that you are contacting your network

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<v Speaker 1>and staying in touch with your network so that they

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<v Speaker 1>know what's going on and you can kind of keep

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<v Speaker 1>them on watch, like, hey, guys, it's a little funk

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<v Speaker 1>you over here. I might be reaching out in the future,

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<v Speaker 1>but if you know of anything that's open, here's the

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<v Speaker 1>kind of role I'm looking for. Feel free to, you know,

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<v Speaker 1>reach out to me, make connections with your network, just

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<v Speaker 1>to start warming them up on the off chance that

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<v Speaker 1>you also are affected by the staffing changes, because you know,

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<v Speaker 1>we all know shit can happen on top of that.

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<v Speaker 1>I would say, while you're making those connections, what I

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<v Speaker 1>want to caution you against is talking being like overly

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<v Speaker 1>candid about what's going on at at your nonprofit. This

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<v Speaker 1>kind of goes in the same category as like what

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<v Speaker 1>to do when you're interviewing for a job and you're

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<v Speaker 1>leaving a really shitty experience where you're currently at. You

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<v Speaker 1>don't want to spend a lot of time in an

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<v Speaker 1>interview or in a conversation with someone from your network

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<v Speaker 1>who can potentially lead you to another opportunity, like bashing

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<v Speaker 1>your ex. Okay, it may feel good, but save that

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<v Speaker 1>conversation for happy hour with your BFFs. Don't take it

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<v Speaker 1>to a professional conversation. Why because maybe they'll understand where

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<v Speaker 1>you're coming from, but it's going to leave them with

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<v Speaker 1>like an impression of you of being someone who's negative,

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<v Speaker 1>being someone who's going to gossip and talk smack behind

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<v Speaker 1>their backs if you decide that they are toxic and

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<v Speaker 1>that you want to share what's been going on. So

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<v Speaker 1>I would just keep a professional You can say, Hey,

0:12:18.840 --> 0:12:21.199
<v Speaker 1>you know, I've been at this nonprofit for a few

0:12:21.240 --> 0:12:23.559
<v Speaker 1>years now as a program manager. There's just a lot

0:12:23.600 --> 0:12:25.960
<v Speaker 1>going on right now. There's staffing changes, my supervisor has

0:12:26.000 --> 0:12:28.280
<v Speaker 1>been let go, and it's just made me sort of

0:12:28.320 --> 0:12:31.440
<v Speaker 1>reevaluate where I'm going in my career, and so I'm

0:12:31.480 --> 0:12:33.720
<v Speaker 1>you know, reaching out to you to have a discussion

0:12:33.760 --> 0:12:37.200
<v Speaker 1>about potential opportunities at your firm, and you can like

0:12:37.320 --> 0:12:39.560
<v Speaker 1>insert the name of the firm there and just leave

0:12:39.559 --> 0:12:41.560
<v Speaker 1>it at that. And if they want you to like

0:12:41.600 --> 0:12:43.760
<v Speaker 1>spill the tea, then you got to make a call,

0:12:44.280 --> 0:12:48.400
<v Speaker 1>like is it worth sort of like loosening your professionalism

0:12:49.000 --> 0:12:51.600
<v Speaker 1>just to kind of give someone else a little kiky

0:12:51.760 --> 0:12:54.839
<v Speaker 1>and give some Everyone loves a little gossip, right, but

0:12:55.080 --> 0:12:57.439
<v Speaker 1>it could actually do more harm than good if you

0:12:58.000 --> 0:13:00.080
<v Speaker 1>kind of take that path and follow the like, oh,

0:13:00.240 --> 0:13:02.760
<v Speaker 1>let me tell you every little detail of what's happening here,

0:13:03.240 --> 0:13:06.080
<v Speaker 1>Like keep it professional and just keep focused on the

0:13:06.160 --> 0:13:08.600
<v Speaker 1>value that you can bring and the work that you

0:13:08.679 --> 0:13:12.560
<v Speaker 1>have done. Yeah, so that's what I'll say, Brie. Thank

0:13:12.600 --> 0:13:16.480
<v Speaker 1>you so much for your question. Good luck. We love updates, y'all.

0:13:16.480 --> 0:13:18.280
<v Speaker 1>So if you have a if we answer a question

0:13:18.320 --> 0:13:20.360
<v Speaker 1>and you have an update, feel free to hit us

0:13:20.400 --> 0:13:23.600
<v Speaker 1>up again. We are broad Ambition Podcast on ig or

0:13:23.640 --> 0:13:27.199
<v Speaker 1>you can email us broad Ambition Podcast at gmail dot com.

0:13:27.280 --> 0:13:30.680
<v Speaker 1>All right, until next time, Byeba fam