Speaker 1: It's time for the b a q a a, the
Speaker 1: b a q a what you say the b a
Speaker 1: q a manday to be q a to be a
Speaker 1: qa a.
Speaker 2: Hey and Angel, how you doing girl?
Speaker 3: Hello, gorgeous pretty in pink. We've got some QC career
Speaker 3: questions today, so you know this port to Sandy show.
Speaker 3: Let's go.
Speaker 2: Okay.
Speaker 3: As always, y'all send us your questions. We love to
Speaker 3: get them. Brandimission podcast dot com. You can click ask
Speaker 3: us anything or slide into our d MS on I G.
Speaker 3: We are at brand Ambission Podcast on I G. And
Speaker 3: we about to get that blue check mark because we're
Speaker 3: gonna pay for it so you won't have to be
Speaker 3: worrying about scammers or fraudsters anymore. And how else can
Speaker 3: they reach us? Brandon Mission Podcast at gmail dot com.
Speaker 3: All right, but let's get into your questions, Tiffany, which
Speaker 3: you do the honors? I sure will while I stretch
Speaker 3: and get ready.
Speaker 1: This one is we won't call you dipping my toe.
Speaker 2: This is from ig Hi.
Speaker 1: Ladies love your podcast that I look forward to your
Speaker 1: show and advice every week.
Speaker 2: We love you two.
Speaker 1: Girl.
Speaker 2: I have a question about using LinkedIn.
Speaker 1: I've been a teacher for a long time and finally
Speaker 1: decided to explore a different career path to make more money.
Speaker 1: Good for you, It's time for me to create a
Speaker 1: LinkedIn profile. Do I create two profiles, one for each
Speaker 1: career path or do I design the profile toward the
Speaker 1: field with higher earning power even though all of my
Speaker 1: experience is in the current field. I don't want my
Speaker 1: current boss to see my LinkedIn profile that promotes me
Speaker 1: in a different industry.
Speaker 2: Or is that? Okay?
Speaker 1: Thanks for all that you do. You two are fabulous.
Speaker 1: Give me a good Suitay? Who I did a girl
Speaker 1: something like dipping my toe and I had that dipping my.
Speaker 2: Toe on LinkedIn.
Speaker 1: Girl, we call you dipping my toe. I love asked
Speaker 1: for that and I anticipated it. Honestly, I have no idea, Mandy,
Speaker 1: this is all you. So what should dip in my toe?
Speaker 3: Can we stop saying to it's one of my Okay,
Speaker 3: what should dip in that? Do?
Speaker 1: So?
Speaker 2: This is really common.
Speaker 3: People are really afraid of putting up on their like
Speaker 3: giving their current employer any indication that they may be looking.
Speaker 3: And I can understand that, especially if you have like
Speaker 3: an immature boss or manager or like like a retaliation
Speaker 3: kind of vibe at your place where people get like
Speaker 3: you could get punished, You can get demoted if they
Speaker 3: think that maybe you're looking elsewhere. But there are things
Speaker 3: you can do to protect your privacy and still have
Speaker 3: a LinkedIn profile. I don't necessarily think it makes sense
Speaker 3: for you to have two profiles, and the reason is one,
Speaker 3: you don't have any It doesn't sound like you have
Speaker 3: any experience in your new field, so what would go
Speaker 3: on that profile? And two your I wouldn't look at
Speaker 3: your education right now as a totally separate path. I
Speaker 3: think that there's so many transferable skills from being a teacher.
Speaker 3: You haven't mentioned what you want to do, which leaves
Speaker 3: me a little bit struggling to give you specific advice.
Speaker 3: But I'm leaning towards the side of set up your
Speaker 3: professional professional profile with your education background, study the job
Speaker 3: listings for the roles that you want, and really focus
Speaker 3: in on as a teacher, as an educator, any of
Speaker 3: those skills that may be you know, transferable into this
Speaker 3: new industry, and in the meantime, connect with people you know.
Speaker 3: You set up your profile, now you start building your
Speaker 3: LinkedIn network. The whole point of LinkedIn beyond just having
Speaker 3: like a digital resume and getting reached out to by
Speaker 3: recruiters is to actually connect with your peers and colleagues
Speaker 3: because you never know who could have a leg up
Speaker 3: or a way in to a new opportunity for you.
Speaker 3: And as a pivoter, it's essential. Like if you are
Speaker 3: wanting to start in a new field, why am I
Speaker 3: doing the joker lip? What happened?
Speaker 2: Did I drink some water?
Speaker 3: Oh?
Speaker 2: I just got to look at my own lips.
Speaker 3: Look like the why so serious? I fix?
Speaker 2: Well happened?
Speaker 3: This is bad promo for VENTI. But it's not you
Speaker 3: as me. It's not you as me Rihanna anyway. Okay,
Speaker 3: so if you are so, remember the whole point of
Speaker 3: LinkedIn is to connect, right, So you don't just want
Speaker 3: to have a profile. You want to connect with your
Speaker 3: peers and as a career pivoter, entirely essential. I think
Speaker 3: too many career pivoters obsess over resumes and LinkedIn when
Speaker 3: I really want you to put I mean, those are
Speaker 3: just facts. Put up the facts of your work history.
Speaker 3: But then focus on how can you start connecting with
Speaker 3: other people and letting them know that you're open to work.
Speaker 3: And this is the part that you're probably like, wait,
Speaker 3: how do I tell them I'm open to work without
Speaker 3: my boss seeing? So you can go on LinkedIn and
Speaker 3: you can turn on your open to work setting. So
Speaker 3: if you go into your profile and you edit it,
Speaker 3: you'll see this. When you're setting it up, there is
Speaker 3: a toggle like a selection for open to work. Now
Speaker 3: you can be open to work privately, which means only
Speaker 3: people who are using LinkedIn Recruiter, which is a special
Speaker 3: paid version of LinkedIn which recruiters and maybe some hiring
Speaker 3: managers but mostly like HR people will be using they
Speaker 3: can see or open to work, but the general population
Speaker 3: of LinkedIn users, including your boss, won't be able to
Speaker 3: see that. So that's one way to protect yourself. Another
Speaker 3: thing is you can straight up block whoever you want
Speaker 3: to block on LinkedIn, you know, including your boss or colleagues.
Speaker 3: If that's you know, what you want to do. I
Speaker 3: think that's a relatively safe thing to do, because if
Speaker 3: they're teachers, I mean it's not saying that they may
Speaker 3: not have a connection to a role for you. But
Speaker 3: if you're really worried about retaliation or just cause, like
Speaker 3: making an uncomfortable work environment for yourself, you might just
Speaker 3: want to go ahead, and you know, keep your private,
Speaker 3: keep your profile private to those people. But I definitely
Speaker 3: would say, if you're like pivoting into a new industry,
Speaker 3: which it sounds like you are, you need to start
Speaker 3: looking for ways to start upskilling looking for networking opportunities.
Speaker 3: One of my Mandy money makers. Hope she doesn't my
Speaker 3: me shouting her out Warena. I met her. She was
Speaker 3: one of my very first She was in the very
Speaker 3: first cohort of makers. School teacher in Virginia or is
Speaker 3: it Baltimore, shit, I forget now anyway, school teacher just
Speaker 3: like classic school teacher, burned out by the pandemic, you know,
Speaker 3: just dealing with a really really difficult situation, you know,
Speaker 3: in a working environment, really not feeling like she was
Speaker 3: on the right path, and really desperately wanted to break
Speaker 3: into tech. And she just and this is I feel
Speaker 3: like a reality, a realistic timeline. She just a couple
Speaker 3: of months ago secured her first job in tech in Warena. Yes,
Speaker 3: and Warrena did everything right. You know, she ended up
Speaker 3: switching teaching jobs even as she was on her journey
Speaker 3: to pivoting in tech because she wanted to get out
Speaker 3: of a toxic situation and she ended up getting a
Speaker 3: sixteen K raise when she switched. So but even on
Speaker 3: that journey, she went to you know, afro Tech. Afro
Speaker 3: Tech has great tech focused conferences in all different cities.
Speaker 3: She would go to those events. She found I feel
Speaker 3: like every other month on LinkedIn Warna would be at
Speaker 3: some sort of women in tech networking event and just
Speaker 3: continuing to tell people I'm an educator now I really
Speaker 3: want to roll in tech and ended up finally breaking
Speaker 3: in so that work the sooner you start that connection work,
Speaker 3: which is the hard part. LinkedIn is easybabes. Don't get
Speaker 3: stuck here, the better, especially if you're pivoting into a
Speaker 3: new role. Hopefully that answers your question. I can't think
Speaker 3: of anything else I missed, but welcome get on LinkedIn.
Speaker 2: Yeah, okay, yeah, no, I love to psych you out.
Speaker 1: I think like I think to your point, I think
Speaker 1: a lot of people think LinkedIn is just about someone's
Speaker 1: gonna hire me. But no, I can't tell you how
Speaker 1: many people you know dippin' dot that just hit me
Speaker 1: up after they've heard me speak somewhere and they're like, hey,
Speaker 1: just want to stay connected and see what you're up
Speaker 1: to and and so it's just a really good place
Speaker 1: to just kind of stay connected. And from there, you know,
Speaker 1: oftentimes I've gotten offers to speak or to do something
Speaker 1: else just from just like staying connected and checking in
Speaker 1: on people that I'm connected to on LinkedIn. So don't
Speaker 1: just think of that, like to Mandy's point, you know
Speaker 1: that it's just a tool for someone to hire you.
Speaker 1: It's also to connect with other people in the space
Speaker 1: because typically people like to ask other people, do you know.
Speaker 2: Someone for this role? Or who might be good at this?
Speaker 2: Who might you know?
Speaker 1: That's why I get a lot of my really great people,
Speaker 1: because if someone is great, I hope they know other
Speaker 1: great people too. And the only one to be known
Speaker 1: and know what people are up to is to stay connected.
Speaker 1: So that's my little one too for you, Dippin'd But yes, teacher,
Speaker 1: you know, here's the thing. I'm gonna speak a little
Speaker 1: life until you Dippin' dot. The fact that you're a teacher.
Speaker 1: Just know that means you are.
Speaker 2: A freaking superhero.
Speaker 1: Okay, sis, let me tell you because people always ask me,
Speaker 1: what's the secret? Saw a source behind you know, the
Speaker 1: Budgetiesta's success and Literature Academy success and such, and I
Speaker 1: promise you it's from that classroom because you learn to
Speaker 1: be a leader, You learn to be a public speaker,
Speaker 1: you learn to be a negotiator. You learn, you know,
Speaker 1: to connect with your students but also their parents and
Speaker 1: the administration at the same damn time. You learn how
Speaker 1: to take people from a place of no knowledge to
Speaker 1: knowledge while also maintaining order. Child, there's nothing you don't learn.
Speaker 1: You're the nurse, You're the janitor, you know, yeah, the mama, Yeah,
Speaker 1: the daddy. So I mean, I just want to encourage
Speaker 1: you to know that I don't care because I taught preschool,
Speaker 1: so I don't care what age that you've taught. If
Speaker 1: you've taught that, there are so many skill sets that
Speaker 1: you that you're gonna be able to tap into that
Speaker 1: you might even realize how helpful that is. So you know,
Speaker 1: I just commend you and applaud you and just give
Speaker 1: you that boost of of just affirmation that you're a
Speaker 1: badass because you are a teacher.
Speaker 2: Okay, are you want to take a quick break?
Speaker 1: Man?
Speaker 2: Dress for our next question?
Speaker 3: Yes, we'll take a quick break. You break me right
Speaker 3: back with B, a Q and A. All right, be
Speaker 3: a fan we are back with another juicy, juicy career question.
Speaker 3: This one's gonna be fun because it talks about negotiating,
Speaker 3: which is my I start panting and getting excited.
Speaker 1: You know, I'm gonna read it because this is really
Speaker 1: like Mandy's like Wheelhouse. I'm like, that's like my full
Speaker 1: except like, let me read this, So Bay call me
Speaker 1: and coach put me in coach.
Speaker 2: All right?
Speaker 3: What Nell? They got to say?
Speaker 1: Right? So this is from Nelly from ig Hi Mandy.
Speaker 1: Hope you well girl, I'm here too, but that's okay.
Speaker 2: Community will stop.
Speaker 3: Everyone's always like hey T and that girl.
Speaker 1: I wouldn't have one because you know best that this
Speaker 1: is a Mandy question. But either way, hey girl, I'm
Speaker 1: just saying, ha.
Speaker 2: Question.
Speaker 1: I'm looking to give you very soon for a new
Speaker 1: opportunity at my current company, different department. It would be
Speaker 1: a promotion, and I have most of the required skills
Speaker 1: plus finish my masters in twenty twenty one. Go ahead, girl,
Speaker 1: How can I go about getting the absolute max amount
Speaker 1: of money? Since they that have access to my salary history, FYI,
Speaker 1: the range is up to one hundred and fifty six
Speaker 1: K and I'm at one twenty three currently they require
Speaker 1: a salary expectation entry. When I applied, I said one
Speaker 1: fifty just in case they negotiated me down. Let me
Speaker 1: know if you have any tips. Loving everything you're doing.
Speaker 1: Thanks Nelly, this is a good question.
Speaker 3: What do I want to start saying? Hot in hair?
Speaker 3: I don't know why.
Speaker 1: Oh no, let's do it. Get again hot in here.
Speaker 1: So make sure you get all your coins.
Speaker 3: Okay, we negotiate and that doesn't work.
Speaker 2: That's abound me. Okay, this is a book.
Speaker 3: Delete that anyway. Listen and Nelly, first of all, congratulations,
Speaker 3: because I feel like this is a really exciting opportunity
Speaker 3: and to work at a company where you can apply
Speaker 3: to another department, it's awesome. And I feel like when
Speaker 3: people think about quitting a role for a new opportunity,
Speaker 3: you sometimes think like you have to go outside the company.
Speaker 3: But I'm a huge fan of pivoting in place, Like
Speaker 3: that's what I call it. When you find a growth
Speaker 3: opportunity right where you are, and your mindset is really
Speaker 3: important here and this is a thing where you know
Speaker 3: what you make and you're kind of letting that kind
Speaker 3: of get to.
Speaker 2: You a little bit.
Speaker 3: I would treat this new department like another company. So
Speaker 3: anything that you would do if you were interviewing for
Speaker 3: an outside company, I would do, you know, I would
Speaker 3: go in there strong and establish, you know, your credentials
Speaker 3: and how excited you are for the opportunity. You've already
Speaker 3: mentioned a salary, at least it was a sort of
Speaker 3: the top of the range. You mentioned one fifty. I
Speaker 3: typically would have said, you know, put you know competitive,
Speaker 3: or put zero or put one dollar or whatever it
Speaker 3: is in the fields that you don't have to necessarily
Speaker 3: name a number. But I think that you should go
Speaker 3: in there definitely expecting to get paid what the value
Speaker 3: of the job is, especially if it is a promotion.
Speaker 3: You have most of the skills, like you said, and
Speaker 3: you now have a master's degree. So if you are
Speaker 3: thinking about the salary that you have now holding you back,
Speaker 3: this is a whole different job. You know, it's a
Speaker 3: step up, probably more responsibility. What may help you feel
Speaker 3: more confident going in and asking for your value is
Speaker 3: to find comparable roles at comparable companies. As are the
Speaker 3: two comps. You want to have similar company and a
Speaker 3: similar role, and see what types of salaries they're offering
Speaker 3: as well, and then again think of them as an
Speaker 3: outside employer who doesn't necessarily know your current salary, and
Speaker 3: negotiate from that space. It's not about what you're earning now,
Speaker 3: it's about the market value. Excuse me, It's about the
Speaker 3: market value of a candidate for this specific role that
Speaker 3: you're applying for. So don't go in there thinking one
Speaker 3: twenty three vibes. Think one fifty six. Okay, think hi.
Speaker 3: And you also know that you're not probably just making
Speaker 3: one twenty three. You also have to factor in your
Speaker 3: annual bonus on top of that, you know, so don't
Speaker 3: forget that you can still negotiate those types of things
Speaker 3: like your annual bonus amount. If they offer you equity
Speaker 3: at your company, you should still feel confident negotiating equity
Speaker 3: when you get to that point, like you've just applied
Speaker 3: now and you put in your salary expectation, which is cool. Now,
Speaker 3: the key is everything that's going to happen before the negotiation,
Speaker 3: which is you really want to make them excited to
Speaker 3: hire you. You already know the company, but what other
Speaker 3: strengths do you bring to the table, Like how well
Speaker 3: do you understand the challenges the pain points of the
Speaker 3: team that you're joining. Do you have any connections on
Speaker 3: that team already that you can build on those relationships.
Speaker 3: You want them to think of you as a no brainer,
Speaker 3: you know, so that by the time you get to
Speaker 3: the negotiation or the offer stage, they want you so
Speaker 3: bad that when you come back to them and like, hey,
Speaker 3: one forty is cute, but what about one fifty six,
Speaker 3: that they're like, Okay, we really want Nelly, you know,
Speaker 3: so let's make this happen. That's essential for you at
Speaker 3: this point. But before you get there, you got to
Speaker 3: get your mindset right around. This is a whole different employer,
Speaker 3: even though it's with the same company, whole different team.
Speaker 3: You're not in the same role that you have now,
Speaker 3: You're not making one twenty three in this new role,
Speaker 3: it's a whole different ballgame.
Speaker 2: So start to.
Speaker 3: Think that way and don't get in your own way.
Speaker 2: I like that.
Speaker 1: And I'm just like as someone who employees and oftentimes
Speaker 1: typically will promote promote from within, you know, I like
Speaker 1: most employees employers are going to want to look within
Speaker 1: if someone is good, because it's like, you don't have
Speaker 1: to learn the company culture. I don't have to like
Speaker 1: kind of talk talk to you about like and teach
Speaker 1: you about what we do here. So know that, like
Speaker 1: that's a benefit, you know, to be able, you know,
Speaker 1: to looking to work internal. But also sometimes the problem
Speaker 1: is is like the prodigal son, right, the person who
Speaker 1: leaves and comes back gets like better treatment than the
Speaker 1: person who stayed. So don't be afraid either to like
Speaker 1: be like m it seeming like they you know, they
Speaker 1: treat me like old news.
Speaker 2: Maybe I need to be made.
Speaker 1: Kniil again, you know, so if you're needing, if you
Speaker 1: wanted to make more, consider that too. But I just
Speaker 1: say this that I have people on my team that
Speaker 1: are just so excellent, Like are you bringing obvious excellence
Speaker 1: to the table, not just you're you're doing well, but
Speaker 1: you're visibly doing well. You know, there are people who
Speaker 1: like even now, there's a woman on one of my
Speaker 1: teams that I want to bring on over to the Bunjanista.
Speaker 1: She's on the Literature Academy team. Shout out to you,
Speaker 1: I K Sugarl, we come and get you. She's amazing,
Speaker 1: Like you know, it just started with you know, us
Speaker 1: contracting her to do a few things here and there,
Speaker 1: and I was just blown away about what she delivered.
Speaker 1: Logan was like what we gotta do to get her?
Speaker 1: You know, and she do project management, but she's just excellent.
Speaker 1: She's one of those people that, like, you know it,
Speaker 1: just is going to see the thing all the way through.
Speaker 1: A Keisha works really hard but also smart and strategically.
Speaker 1: She's like a great team player, easy to get along with.
Speaker 1: She project managed project So her first project management thing
Speaker 1: that I had her do was she helped me with
Speaker 1: the Get Go with Money launch. That was a huge
Speaker 1: project to try and trust to someone and it was
Speaker 1: like fifteen of us working on Get Good Money and
Speaker 1: it was getting to be overwhelming for me to manage everyone.
Speaker 1: So I said, I heard through the grape vine because
Speaker 1: we used to have our weekly chats when I was
Speaker 1: the CEO of the Academy. I heard through the grape
Speaker 1: vine that a Kesha was interested in project management and
Speaker 1: just wanted to test it out. And I said, well,
Speaker 1: I have a huge test for you. Try Get Good
Speaker 1: Money on the Budjanista side. And she was like, are
Speaker 1: you sure? I said, one all eleven people on the
Speaker 1: Get gos Money team are hard workers, so the project
Speaker 1: management component is not You don't have to manage and
Speaker 1: motivate them. These are great people. I cherry picked everyone
Speaker 1: on the team, so that was one. You just have
Speaker 1: to keep us all organized. And she was excellent, and
Speaker 1: I was like, hold on, I want to Keisha from myself,
Speaker 1: I mean, and Tam had to tussle, like oh a
Speaker 1: good tussle. I won, and so yeah, so I'll be
Speaker 1: making her I mean, I don't even if I Kisa listen,
Speaker 1: but yeah, girl, I'll be making your offer.
Speaker 2: So because we talked about it already.
Speaker 1: But I'm just saying all that to say, when you
Speaker 1: are excellent, a space is always made for you at
Speaker 1: the table. So I'm sure you're bringing excellence to the
Speaker 1: table in an obvious way because it'll make people say
Speaker 1: we cannot lose you, know, Nelly, So good luck to
Speaker 1: you girl.
Speaker 3: That's such a perfect point to make. Yeah. I talked
Speaker 3: to a coaching client this morning, all the way in Australia,
Speaker 3: shout out to to Nicole. It was ten thirty her time,
Speaker 3: ten thirty am my time, and she's going through a
Speaker 3: similar thing. She's applying for a senior role at her company,
Speaker 3: and I had to remind her how incredibly beneficial it
Speaker 3: is that people already know her like she has brand
Speaker 3: recognition exactly where she is, and she I feel like
Speaker 3: sometimes we take ourselves for granted at work and we
Speaker 3: forget like the we don't or no one tells us.
Speaker 3: But there's so much value in having a great reputation
Speaker 3: colleagues wanting to work with you. That, plus you can
Speaker 3: teach skills, you can teach how to do this, how
Speaker 3: to do that to a certain extent. Right, So if
Speaker 3: you're meeting most of the qualifications not all of them,
Speaker 3: and people know and love you and will vouch for you,
Speaker 3: and you know endorse you, that is so key, and
Speaker 3: that gives you such a huge advantage over external candidates.
Speaker 3: So yeah, it's just about building your own confidence, Nelly,
Speaker 3: in that you have a lot going for you already
Speaker 3: understanding the inner workings of this company. And even though
Speaker 3: I want to know like twelve thousand more things about
Speaker 3: the situation, I just want you to go in again
Speaker 3: feeling strong. And to Tiffany's point about sometimes if you
Speaker 3: are missing out on opportunities and you're not being valued
Speaker 3: where you are because that unfortunately it's often the case,
Speaker 3: use this as a litmus test to see, Okay, do
Speaker 3: I have growth potential at this company? And if this
Speaker 3: promotion does not work out or you don't get the
Speaker 3: support that you feel like you need well at East,
Speaker 3: you explore that option, and you should feel nose bounce
Speaker 3: of guilt for looking outside of the company, you know,
Speaker 3: for new opportunities. Sometimes they got to really fear losing
Speaker 3: you to really respect and value you, which is unfortunate.
Speaker 3: But it's up to you to you know, assert your
Speaker 3: value in that way. So I hope this works out
Speaker 3: for you, But I'm just saying even if it don't,
Speaker 3: there's other pads ahead of you as well, and they
Speaker 3: don't have to be you know, feeling stuck or stagnant
Speaker 3: where you currently are.
Speaker 1: Ye, but keep us updated, Nellie. We'd love to learn
Speaker 1: to hear like what happened? If you have a question
Speaker 1: BA fan ask away. We're at the BA podcast on Twitter.
Speaker 1: We are Brand and Vision Podcasts on ig Brandambis podcast
Speaker 1: dot com, where we have like a ask us anything
Speaker 1: button and uh what is it do? Gmail again Brown
Speaker 1: and Podcast at gmail dot com. Yes, ma'am, And so
Speaker 1: you're gonna want to email us sou yeah and ask
Speaker 1: us your questions about business. Maybe you are an entrepreneur, coreer,
Speaker 1: money and more. Emas see that's a little Spanish there
Speaker 1: eat total So yeah, So next week, BA Fan.
Speaker 3: We love y'all, Bye bye, hey, ba Fam. We could
Speaker 3: not do this show without your support or the support
Speaker 3: of our team behind the scenes. The Brown Ambition Podcast
Speaker 3: is produced by Imani Crosby and Dennis Sanplinsky is our
Speaker 3: in house tech guru, I and your co host Mandy
Speaker 3: Woodrif Santos and we will see y'all next week, BA Fam.