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Speaker 1: Welcome to the Therapy for Black Girls Podcast, where we

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Speaker 1: discuss all things mental health, personal development, and all the

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

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Speaker 1: versions of ourselves. I'm your host, Dr Joy Harden Bradford,

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Speaker 1: a licensed psychologist in Atlanta, Georgia. To get more information

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Speaker 1: and resources, visit the website at Therapy for Black Girls

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Speaker 1: dot com. And while I hope you love listening to

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Speaker 1: and learning from the podcast, it is not meant to

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Speaker 1: be a substitute for a relationship with a licensed mental

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Speaker 1: health professional. Hey, y'all, thanks so much for joining me

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Speaker 1: for session forty eight of the Therapy for Black Girls Podcast.

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Speaker 1: Today's episode we'll focus on a topic many of you

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Speaker 1: have had questions about your career. I'm happy to bring

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Speaker 1: you a conversation I had with Mary and Higgins, who

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Speaker 1: is a licensed professional counselor and career counselor. But before

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Speaker 1: we jump into that conversation, I want to give you

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Speaker 1: a bit of an update and some more information about

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Speaker 1: one of our returning sponsors. We're very happy to again

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Speaker 1: be partnering with med i Q, an accredited medical education

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Speaker 1: company that provides an exceptional educational experience for physicians, nurses, pharmacists,

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Speaker 1: and other health care professionals to raise awareness about depression.

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Speaker 1: This partnership was made possible by a grant from Takeda

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Speaker 1: Pharmaceuticals USA Incorporated and Lundbeck. You'll remember that in session

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Speaker 1: thirty three of the podcast, we discussed steadying yourself for

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Speaker 1: the holidays, and this is where you were first introduced

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Speaker 1: to the survey. I asked you to complete All About Depression.

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Speaker 1: Almost four thousand people completed that survey, including six hundred

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Speaker 1: of you. We've gotten the result of that survey back,

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Speaker 1: and there were some very interesting results that I wanted

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Speaker 1: to discuss. The most common symptoms reported included reported loss

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Speaker 1: of energy, reported irritability, reported difficulty thinking or making decisions,

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Speaker 1: and seventy reported feelings of hopelessness. The reason I found

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Speaker 1: these results in particular fascinating is that these symptoms also

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Speaker 1: seem like they would be very likely missed are attributed

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Speaker 1: to something else. They're not the typical symptoms we hear

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Speaker 1: about with depression, which is why I think it's so

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Speaker 1: important for us to have accurate information about the symptoms

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Speaker 1: of depression and how to get help if you need it.

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Speaker 1: If you have not heard Session four of the podcast,

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Speaker 1: Am I Really Depressed? I'd encourage you to give it

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Speaker 1: a listen as it further discusses these issues. But I

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Speaker 1: also want to remind you of three important key points

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Speaker 1: about depression. Number One, it is very common. Depression affects

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Speaker 1: about one in fifteen adults each year, and one out

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Speaker 1: of every six people experienced depression at some point in

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Speaker 1: their life, as many as one out of their lifetime. Two,

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Speaker 1: symptoms of depression can vary from feelings of sadness to

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Speaker 1: difficulty sleeping, to gastro intestinal problems to physical aches and pains,

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Speaker 1: and these symptoms will all vary from person to person.

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Speaker 1: And three, being honest and open with your doctor about

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Speaker 1: your symptoms and family history is critical in determining the

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Speaker 1: best treatment plan for you. Medication in combination with cognitive

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Speaker 1: behavioral therapy is one of the most common approaches to depression.

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Speaker 1: I hope that you'll again join me in this very

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Speaker 1: important effort by completing the second round of the survey.

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Speaker 1: The survey is a little different this time, so if

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Speaker 1: you completed it the first time, I'd love for you

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Speaker 1: to complete this one and would also encourage anyone who

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Speaker 1: hasn't yet completed the survey to do so. The purpose

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Speaker 1: of the survey is to get a better sense of

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Speaker 1: what you already know about depression. The survey shouldn't take

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Speaker 1: any longer than ten minutes, and upon completion, you will

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Speaker 1: be entered into a drawing to win one of ten

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Speaker 1: one hundred dollar Visa gift cards. You can find the

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Speaker 1: survey at Therapy for Black Girls dot com slash med

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Speaker 1: i q, and all of this information will of course

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Speaker 1: be included in the show notes for you to reference

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Speaker 1: later if necessary. Thank you so much in advance for

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Speaker 1: your help with this very important project to raise awareness

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Speaker 1: about depression. Now let's get back to the episode. Dr

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Speaker 1: Marion Higgins is the owner of Be Inspired Counseling and

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Speaker 1: Consulting LS, a personal and development company specializing in educating, inspiring,

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Speaker 1: and equipping professionals to become successful in the workplace. Dr

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Speaker 1: Higgins is a licensed professional counselor in Georgia and a

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Speaker 1: career counselor. She has over sixteen years of experience providing

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Speaker 1: career counseling in community and college settings. She specializes in

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Speaker 1: career preparation and career transitions for marginalized groups. As an

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Speaker 1: experience consultant and speaker. Dr Higgins provides consultations, workshops, and

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Speaker 1: trainings focusing on career management and diversity, equity and inclusion

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Speaker 1: in the workplace. Dr Higgins is also a clinical Assistant

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Speaker 1: professor in the Counseling and Human Development Services Department at

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Speaker 1: the University of Georgia. She received her pH d in

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Speaker 1: counter personnel services from the University of Georgia, a Master

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Speaker 1: of Science degree in counseling from the University of Memphis,

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Speaker 1: and a Bachelor of Arts degree from Wesleyan University in Middletown, Connecticut.

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Speaker 1: Marian and I discussed how you can find a career

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Speaker 1: that's good for you, managing stress and microaggressions in the workplace,

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Speaker 1: some of the common mistakes you may be making in

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Speaker 1: your career, and of course, she shares all of her

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Speaker 1: favorite career resources. Here's our conversation. Thanks so much for

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Speaker 1: joining us today, Marian, Oh, thank you for having me Joy,

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Speaker 1: I appreciate the opportunity. Yeah, so, I definitely wanted to

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Speaker 1: have you come on because I get a lot of

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Speaker 1: questions about um, like career issues and how that impacts

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Speaker 1: mental health and dealing with you know, things that happened

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Speaker 1: in the workplace and stuff like that. So I definitely

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Speaker 1: wanted to bring on someone who is a career counselor

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Speaker 1: to help us talk through some of this stuff. So

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Speaker 1: one of the main questions that I often hear, UM is,

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Speaker 1: you know, struggling to find a career that's a good

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Speaker 1: fit for people? UM, So do you have any suggestions

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Speaker 1: for people who are like trying to figure out, okay,

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Speaker 1: what will be a good career fit for me? Sure?

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Speaker 1: A lot of times I think people want to find

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Speaker 1: something so quickly that they forget a couple of important

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Speaker 1: steps to the process of finding a career that's a

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Speaker 1: good fit for them. So a couple of things come

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Speaker 1: to mind, UM when I think about finding fit, and

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Speaker 1: I always like to start with self awareness. So are

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Speaker 1: they really aware of um, their skills, their abilities, their interests, values,

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Speaker 1: even personality type can play into this as well as

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Speaker 1: their strengths, because I think having that information can give

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Speaker 1: them more insight into what type of career may be

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Speaker 1: a good fit for them. UM. So everything may not

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Speaker 1: be applicable to you, UM, but you may be able

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Speaker 1: to utilize your skills and interests UM in other and

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Speaker 1: other jobs. And so I think definitely looking at what

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Speaker 1: you possess and what you have to offer, and then

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Speaker 1: thinking about, okay, what types of jobs might work for me? UM.

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Speaker 1: I think the other thing too is looking at environment. UM.

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Speaker 1: Oftentimes that's overlooked to UM. Again, just wanting to have

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Speaker 1: a job, not necessarily thinking about, well what type of

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Speaker 1: environment do I want to be in? And so questions

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Speaker 1: I like to ask, you know, do you want to

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Speaker 1: work in an office? Uh? Do you want to travel?

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Speaker 1: Do you want to work in the outdoors? You know?

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Speaker 1: Do you want to work on a team or independently? Um?

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Speaker 1: Do you desire to work where there's a lot of

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Speaker 1: diversity in your job responsibilities, but also diversity in terms

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Speaker 1: of people you know? Are there? Can you look in

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Speaker 1: at this particular company and see people who might look

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Speaker 1: like you or you know, people who might share similar

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Speaker 1: interests and so is that appealing to you as well?

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Speaker 1: And then of course location, looking at you know, do

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Speaker 1: you want to work, um, somewhere that is close to

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Speaker 1: where you are in the cities and the suburb or

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Speaker 1: even online? You know, these days you can work remotely

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Speaker 1: and so is that something you're looking for UM in

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Speaker 1: the next opportunity? Yeah, so it definitely sounds like there

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Speaker 1: are a lot of different factors that you could consider.

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Speaker 1: There's not just one thing that's gonna decide whether a

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Speaker 1: career is gonna be a good fit for you, right,

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Speaker 1: And I think you have to look at all those

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Speaker 1: factors in order to make decisions. UM. So once you

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Speaker 1: know you understand yourself, the environment, then looking at okay,

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Speaker 1: what are my possibilities given this information. So something that

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Speaker 1: also comes up a lot is this idea of like

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Speaker 1: following your passion, right, And it feels like that you're

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Speaker 1: your passion and your purpose, and it feels like that

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Speaker 1: it is often tied to career. So what are your

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Speaker 1: thoughts about finding your purpose and passion through your career? Sure,

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Speaker 1: that is a word that you often hear ashon UM

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Speaker 1: as well as purpose and so UM people think that

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Speaker 1: if I don't if I'm not doing something I'm passionate about,

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Speaker 1: then I'm not doing the right thing. And so I

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Speaker 1: often like to tell people to think about UM kind

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Speaker 1: of their natural abilities. What are some of the things

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Speaker 1: that may come natural to you? What are some of

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Speaker 1: the things that you really enjoy doing? Maybe even thinks

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Speaker 1: that people may compliment you on UM and say you know,

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Speaker 1: actually you're very well, you do very well with UM

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Speaker 1: and engaging with other people or demonstrating hospitality towards others,

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Speaker 1: and so that may be something that naturally comes to

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Speaker 1: you that you are unaware that other people may not

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Speaker 1: possess that same skill set. And so for me that

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Speaker 1: kind of helps defind what purpose maybe or even what

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Speaker 1: may where passion may exist UM. And also looking at

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Speaker 1: you know, is there a need that you feel like

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Speaker 1: you can feel UM, whether it's in the community, be

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Speaker 1: or on your job, that may also give some indication

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Speaker 1: to what purpose you may have or even passion. But

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Speaker 1: I also think that sometimes when people think about I

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Speaker 1: have to be passionate about this, they will overlook so

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Speaker 1: many other things that they may be good at, and

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Speaker 1: so that may those things they may very well um

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Speaker 1: be able to do well and be successful in a

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Speaker 1: career as well. Hunt. So you are saying that you know,

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Speaker 1: like you could be passionate about something, but that doesn't

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Speaker 1: necessarily need to translate to your career. That you may

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Speaker 1: want to look at actually what you're good at and

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Speaker 1: try to funnel yourself that way in terms of finding

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Speaker 1: a career. Right, So passion um, you know something that

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Speaker 1: you're passionate about. It could be a career. But also

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Speaker 1: sometimes I've worked with clients who said, you know, I'm

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Speaker 1: not said, I don't necessarily want to do that on

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Speaker 1: a day to day basis. Maybe I want to do

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Speaker 1: that as a hobby, or maybe I want to do

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Speaker 1: that in terms of all and tearing and so. UM.

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Speaker 1: It doesn't always have to align with career, but it

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Speaker 1: can align with career too, UM. And so it just

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Speaker 1: depends on you know, what level of engagement you know

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Speaker 1: that you might want to have with whatever interest you

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Speaker 1: may have. Got it Okay, So something else I think

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Speaker 1: that would be important to talk about, you know, like

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Speaker 1: as we're kind of approaching we're right in the spring

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Speaker 1: semester for those of us who are you know, still

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Speaker 1: in school. Um, this is spring semester, which means that

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Speaker 1: we're heading towards graduation. UM. And so I do think

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Speaker 1: you know, you often see a lot of stress for

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Speaker 1: UM undergrads as well as grad students around like being

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Speaker 1: able to find a job and you know, secure something

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Speaker 1: after graduation. So do you have suggestions for anybody who

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Speaker 1: it seems like they've done all of the right things right,

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Speaker 1: like they have the good g p A, they've been

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Speaker 1: involved in the community, they have great letters of recommendation,

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Speaker 1: but they still can't quite figure out how to find

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Speaker 1: on the job after graduation. Sure that is a common

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Speaker 1: challenge UM that I've found in working with with clients

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Speaker 1: as well. And so, UM, one of the things I

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Speaker 1: like to start with this kind of the package. What

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Speaker 1: package are you presenting to employers? UM? So that can

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Speaker 1: be anything from the resume, the cover letter, and even

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Speaker 1: now you're linked in profile, UM, So what message are

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Speaker 1: you conveying through these materials and so UM, I would

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Speaker 1: start with you know, what kind of language is reflected

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Speaker 1: in your resume or within your cover letter. UM, that

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Speaker 1: demonstrates that you meet the qualifications, UM, that you have

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Speaker 1: interest in this specific area. So some people will just

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Speaker 1: list like job responsibilities under each of their UM positions

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Speaker 1: on their resume. And so while that's helpful, that doesn't

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Speaker 1: really show an employer what you've accomplished. And most ofmployers

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Speaker 1: are looking for accomplishments and they want you to quantify things.

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Speaker 1: And so I would say even just taking a look

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Speaker 1: at your resume to see what you're showcasing, as well

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Speaker 1: as looking at your cover letter to see UM what

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Speaker 1: information is there, UM, what what holds maybe need to

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Speaker 1: be feel maybe UM speaking more of the language of

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Speaker 1: what's in the job description so that you can get

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Speaker 1: the eye of the employer. UM. So I think packaging

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Speaker 1: them materials is very important and having somebody to review it,

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Speaker 1: you know, whether it's a career counselor UM, someone in

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Speaker 1: HR even could you know, take a glance and give

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Speaker 1: you some ideas about what you may want to have

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Speaker 1: on your resume and then your cover letter as well

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Speaker 1: as your linked in profile. UM. The other thing that

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Speaker 1: a lot of people overlook is networking. The power of networking. UM.

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Speaker 1: Most people find their jobs through networking, and so UM.

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Speaker 1: I know sometimes two people may think, oh, well, I

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Speaker 1: don't want to network or I don't know how to network. UM.

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Speaker 1: But networking is simply you know, sharing who you are, UM,

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Speaker 1: the interest that you have, and then also UM learning

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Speaker 1: more about the individual that you may be talking to,

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Speaker 1: whether it's at a networking event or even if you

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Speaker 1: want to UM schedule a meeting with someone to learn

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Speaker 1: more about the position or a company that you may

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Speaker 1: be interested in. UM. But networking is definitely powerful, Definitely

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Speaker 1: having a presence on LinkedIn and networking through LinkedIn is

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Speaker 1: another strategy that I would often encourage people UM to utilize. Yeah,

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Speaker 1: I mean it definitely feels like UM LinkedIn has grown

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Speaker 1: in popularity and it does feel like, you know, people

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Speaker 1: are reaching out more and more for UM like employment

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Speaker 1: opportunities through that platform. Yes, it's definitely if you don't

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Speaker 1: have a LinkedIn profile, I would encourage you to do so.

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Speaker 1: UM employers are kind type thing individuals through LinkedIn UM.

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Speaker 1: But then also you're able to maybe connect with people

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Speaker 1: UM from your alma mater UM who you know, have

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Speaker 1: experience and can give you some corners about you know,

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Speaker 1: what you should do in order to land that job

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Speaker 1: you're looking for, right something else that comes up? Of course?

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Speaker 1: You know, like work can be stressful, right, Like we

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Speaker 1: spend a lot of hours in our workplace sometimes and

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Speaker 1: so a lot of times that leads to increased stress.

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Speaker 1: So do you have any tips for how we can

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Speaker 1: get better at managing stress in the workplace? Sure? UM, Yes,

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Speaker 1: stresses definitely something that can take over UM, and with

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Speaker 1: more and more demand for us to take on more

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Speaker 1: at work, UM, I think that also leads to stress,

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Speaker 1: and so UM some things that I have, you know,

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Speaker 1: talked with clients about as well as my own colleagues.

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Speaker 1: You know, looking at our job is ons abilities, because

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Speaker 1: a lot of times we don't UM assess what our

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Speaker 1: job responsibilities are. UM. We oftentimes will just receive a

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Speaker 1: job description when we first start, and then we usually

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Speaker 1: don't pay attention to anything that may be added along

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Speaker 1: the way. Um So nothing is usually taken away, but

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Speaker 1: it's usually just adding all the time. And so I

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Speaker 1: think we it's important that we paused and take note

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Speaker 1: of the work that we are doing as well as

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Speaker 1: maybe the work we no longer need to do, and

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Speaker 1: have a conversations with our supervisor about our workload and

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Speaker 1: our ability to manage it. UM. So this can happen

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Speaker 1: on an annual basis, but also think it could happen

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Speaker 1: during our annual evaluation too, but it doesn't necessarily have

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Speaker 1: to be during that time. Another thing is um establishing

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Speaker 1: and maintaining boundaries. And I know you've talked about you know,

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Speaker 1: boundaries and establishing them in a previous episode, UM, but

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Speaker 1: I think definitely looking at what boundaries that you need

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Speaker 1: to create at the workplace and communicating those boundaries to

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Speaker 1: UM up those that you work with, whether it's your

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Speaker 1: supervisor as well as people that may report to you.

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Speaker 1: So something simple as you know, letting staff know when

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Speaker 1: you're available for checking. So if someone wants to have

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Speaker 1: a conversation with you, just making them aware when you

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Speaker 1: are available to have those conversations. UM. The other thing

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Speaker 1: is you know, saying when enough is enough. A lot

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Speaker 1: of times we just keep going and going and don't

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Speaker 1: communicate UM to our supervisors when we've had enough. And

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Speaker 1: so definitely I've encouraged clients to talk about that with

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Speaker 1: their supervisors and letting them know what their limits are

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Speaker 1: and asking for help is another UM strategy that I

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Speaker 1: would encourage people to utilize as well. UM thinking about

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Speaker 1: you know what projects and tasks that require a lot

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Speaker 1: of their time and effort and then asking other people

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Speaker 1: to help them with those particular tasks. UM. And finally,

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Speaker 1: the other thing I would say is building building in

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Speaker 1: breaks at work. I think we don't take a lot

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Speaker 1: of breaks UM. So I talked with clients before about

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Speaker 1: just going for a walk, you know, if you need to, UM,

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Speaker 1: take a break from being in the office and just

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Speaker 1: on email, because we can get sucked in the email.

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Speaker 1: So just taking a break from UM email and taking

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Speaker 1: a walk UM, or even taking lunch. I think a

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Speaker 1: lot of us assume that we UM everyone takes lunch,

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Speaker 1: but not a lot of people I'm finding take their

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Speaker 1: lunch break and so they're always working. So I think

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Speaker 1: definitely taking time for lunch. And some people even choose

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Speaker 1: to be active at lunch and so maybe going to

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Speaker 1: a fitness class or something like that. So those are

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Speaker 1: some of the things that I would suggest. Yeah, and

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Speaker 1: you mentioned UM like having conversations maybe with your boss

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Speaker 1: about like having to maybe renegotiate your workload or you know,

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Speaker 1: things like that, and I'm thinking like, oh, those could

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Speaker 1: be difficult conversations to have. So do you have any

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Speaker 1: tips for like how you can have those conversations? Sure, UM,

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Speaker 1: So I think, UM, just making sure that your supervisor

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Speaker 1: UM knows what you are doing on and I would

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Speaker 1: say even on a weekly basis, if you're making them

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Speaker 1: aware of just things that you're doing all along UM,

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Speaker 1: so that does it come as a surprise to them

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Speaker 1: when you wanted to sit down and have this conversation.

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Speaker 1: So for example, if you are working on a particular project,

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Speaker 1: you might want to give them an update on that project,

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Speaker 1: or if you're working on UM, you know, some external

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Speaker 1: UM the project too that maybe they're not aware of

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Speaker 1: that you have your hands in this, maybe you're being

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Speaker 1: pulled in from another office or another division. And so

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Speaker 1: making them aware of what you're doing all the time,

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Speaker 1: I think it's a way to begin to have that communication.

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Speaker 1: And so then when it's time for you to actually

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Speaker 1: sit down and talk with them, UM, you're able to say,

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Speaker 1: you know, here are the things that I shared with

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Speaker 1: you that I'm doing all along, and so I just

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Speaker 1: want to make you aware of the impact that this

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Speaker 1: is having on me. UM. While I enjoy doing these things,

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Speaker 1: I also learned that it's impacting, you know, my ability

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Speaker 1: to sleep at night because I'm you know, stressed out,

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Speaker 1: or maybe it's impacting UM my ability and to engage

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Speaker 1: with others at work. And so really talking about what

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Speaker 1: the impact is, so not just going in there and

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Speaker 1: saying I'm doing too much, but talking about what the

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Speaker 1: impact may be on you UM. And so I think

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Speaker 1: that gives them more insight to Okay, this person is

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Speaker 1: not necessarily just trying to get rid of doing work,

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Speaker 1: but this is really someone I value who show me

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Speaker 1: that they're doing the work, but maybe they do need

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Speaker 1: some help and UM and either managing or delegating work. Okay, okay,

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Speaker 1: so you think kind of being very clear with UM

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Speaker 1: what you've been doing and also communicating the impact that

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Speaker 1: it's having on you. I mean in some of these

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Speaker 1: suggestions that you're giving require people to maybe be very vulnerable,

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Speaker 1: right like if you m are saying that this is

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Speaker 1: causing me to lose sleep at night or I'm feeling

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Speaker 1: really anxious, you know, that definitely requires you to be

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Speaker 1: vulnerable and maybe UM ensued that your boss is a

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Speaker 1: safe person to talk to exactly and I and so

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Speaker 1: that speaks to a couple of things I think like relationship.

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Speaker 1: You know, what type of relationship do you have with

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Speaker 1: your supervisor? And you know, I'm figuring out, UM when

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Speaker 1: it's appropriate to share with them, So that would that

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Speaker 1: would require you to know, um, you know, the your

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Speaker 1: supervisor's communication style and how they receive information. So UM,

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Speaker 1: So definitely establishing a relationship, but oftentimes too UM, as

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Speaker 1: black women, we just take on things and we don't

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Speaker 1: communicate at all, and we're not vulnerable and sharing how

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Speaker 1: our work is impacting us. And so definitely, UM, it

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Speaker 1: does require some vulnerability, but if you are wanting to

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Speaker 1: see a change or make it make a difference in

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Speaker 1: how you may be feeling or managing things that work,

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Speaker 1: is definitely a conversation that is worth having. Okay, got you.

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Speaker 1: So something else that, of course is a hot topic,

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Speaker 1: maybe now more than ever, UM is related to like

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Speaker 1: racial microaggressions in the workplace. UM, So can you share

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Speaker 1: some insight about that because I know I often have

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Speaker 1: conversations with women that talk about UM, you know, just

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Speaker 1: kind of these things that are happening in the workplace

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Speaker 1: that make it been harder to kind of just show

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Speaker 1: up for work every day. Sure, UM, I definitely have

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Speaker 1: seen that as well. UM more microaggressions at work and

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Speaker 1: just people wanting to know how do I handle UM

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Speaker 1: a microaggression? And so I think, you know, first just

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Speaker 1: kind of defining what micro aggressions are, UM, you know

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Speaker 1: during excuse me. Daryl Wayne Sue UM, who is well

393
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Speaker 1: known for his work UM studying micro aggression, defines it

394
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Speaker 1: as UM a brief and commonplace daily like verbal or

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Speaker 1: behavioral or environmental indignity UM, whether it's intentional or unintentional UM,

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Speaker 1: and it can communicate hostility UM derogatory or negative or

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Speaker 1: racial gender UM, sexual orientation, or religious slights and insults

398
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Speaker 1: and so UM. The way this may manifest in the

399
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Speaker 1: workplace is if an individual UM feels like UM there

400
00:25:04,119 --> 00:25:08,480
Speaker 1: are comments that are made towards them. So for example, you, UM,

401
00:25:08,560 --> 00:25:12,200
Speaker 1: you speak very good English. Or sometimes I've often heard

402
00:25:12,560 --> 00:25:15,800
Speaker 1: UM black women talk about UM you sound They've been

403
00:25:15,840 --> 00:25:19,560
Speaker 1: told you sound like UM, you're white. UM. So those

404
00:25:19,560 --> 00:25:25,080
Speaker 1: types of comments UM, or even UM just not being

405
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Speaker 1: included as a part of an assignment or even sometimes

406
00:25:30,000 --> 00:25:34,760
Speaker 1: networking or social events. So UM. They may see UM

407
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Speaker 1: their colleagues being invited to these things, but they're not

408
00:25:38,359 --> 00:25:42,600
Speaker 1: being asked to participate, or they UM may see that

409
00:25:42,720 --> 00:25:47,240
Speaker 1: they're colleagues are being recognized in meetings UM and and

410
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Speaker 1: called on to offer insight, but yet they're not. And

411
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Speaker 1: so oftentimes this will lead to UM a lot of UM,

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Speaker 1: you know, mental health concerns UM so anything from anxiety, UM, depression, UM,

413
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Speaker 1: feelings of I'm not good enough, UM, feeling helpless, especially

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Speaker 1: if there's someone that's you know, not an advocate for

415
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Speaker 1: you in the workplace, and so, you know, is there

416
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Speaker 1: anybody that I can really go to and talk to

417
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Speaker 1: about UM what's going on? And while I'm feeling this way, UM,

418
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Speaker 1: definitely some paranoia, you know, and that goes back to UH,

419
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Speaker 1: the feeling UM like can I trust the people that

420
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Speaker 1: I'm working with? UM? And so I think that brings

421
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Speaker 1: up a lot of issues for black women UM. And

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Speaker 1: so you know, some of the things that I have

423
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Speaker 1: talked with women about UM one is you know, what

424
00:26:49,160 --> 00:26:53,880
Speaker 1: is it that you can do UM. So you can

425
00:26:54,040 --> 00:26:58,120
Speaker 1: definitely choose to UM ignore it, but then you can

426
00:26:58,160 --> 00:27:01,840
Speaker 1: also choose to address it UM. And so what I've

427
00:27:02,119 --> 00:27:06,639
Speaker 1: found not only just UM clients, but even colleagues have

428
00:27:06,760 --> 00:27:11,000
Speaker 1: talked about UM choosing to share with someone they trust,

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Speaker 1: So a trusted friend, a trusted colleague UM, and someone

430
00:27:15,320 --> 00:27:19,040
Speaker 1: even say maybe a colleague that is even UM in

431
00:27:19,080 --> 00:27:23,200
Speaker 1: a different level UM position at their company. And so

432
00:27:23,760 --> 00:27:26,200
Speaker 1: that person may be in a position to be able

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00:27:26,280 --> 00:27:31,520
Speaker 1: to have conversations UM with the supervisor or even give

434
00:27:31,720 --> 00:27:35,800
Speaker 1: advice on how to handle UM MY progressions in the workplace.

435
00:27:35,880 --> 00:27:41,560
Speaker 1: And then that also helps the helps the employee feel like, Okay,

436
00:27:41,600 --> 00:27:44,000
Speaker 1: I have someone that is in my corner, so I'm

437
00:27:44,040 --> 00:27:47,680
Speaker 1: not alone in this UM. This is somebody who's listening

438
00:27:47,720 --> 00:27:51,200
Speaker 1: to me. I feel heard. UM. This is someone who

439
00:27:51,240 --> 00:27:54,600
Speaker 1: can validate my experience and so UM I think that

440
00:27:54,760 --> 00:28:00,439
Speaker 1: is helpful because oftentimes UM colleagues may not understand UM

441
00:28:00,480 --> 00:28:03,199
Speaker 1: if you were to present to them that that you know,

442
00:28:03,400 --> 00:28:06,360
Speaker 1: you felt this way or when someone said this, this

443
00:28:06,440 --> 00:28:10,320
Speaker 1: is what UM the impact was on you. So I

444
00:28:10,359 --> 00:28:14,560
Speaker 1: think having an advocate at work is helpful. UM. Others

445
00:28:14,600 --> 00:28:18,360
Speaker 1: have also linked to their faith UM whatever that may

446
00:28:18,400 --> 00:28:20,960
Speaker 1: be UM, but they rely on that to kind of

447
00:28:21,000 --> 00:28:24,920
Speaker 1: get them through it. So they may not necessarily address

448
00:28:24,960 --> 00:28:28,960
Speaker 1: it head on, but they feel like at least if I, UM,

449
00:28:29,480 --> 00:28:33,119
Speaker 1: can you know, pray about it or whatever they choose

450
00:28:33,160 --> 00:28:36,720
Speaker 1: to do, that it will make them feel better or

451
00:28:36,880 --> 00:28:40,960
Speaker 1: less stressed about the situation got you. So it sounds

452
00:28:41,000 --> 00:28:44,200
Speaker 1: like really kind of developing your own routines and a

453
00:28:44,240 --> 00:28:47,360
Speaker 1: support system would be really important in dealing with some

454
00:28:47,440 --> 00:28:51,480
Speaker 1: of this stuff. Definitely, I definitely think the support system

455
00:28:51,640 --> 00:28:56,200
Speaker 1: is important because it is it is a lot to carry,

456
00:28:56,400 --> 00:29:01,000
Speaker 1: I think mentally UM for someone to just not be

457
00:29:01,120 --> 00:29:03,960
Speaker 1: able to have some form of an outlet UM where

458
00:29:04,000 --> 00:29:08,240
Speaker 1: they can express or even share what they're feeling. Something

459
00:29:08,280 --> 00:29:11,840
Speaker 1: else that I often suggest is UM making a log

460
00:29:12,000 --> 00:29:15,440
Speaker 1: of any incidents that happened around, you know, like racial

461
00:29:15,440 --> 00:29:18,440
Speaker 1: microaggressions in the workplace, like so that you have documentation

462
00:29:18,520 --> 00:29:22,360
Speaker 1: about what's been happening. Yes, I think that's a great idea,

463
00:29:22,920 --> 00:29:25,880
Speaker 1: and then they're able to share that. I would even

464
00:29:25,920 --> 00:29:29,080
Speaker 1: say with a supervisor to or even if they were

465
00:29:29,080 --> 00:29:33,360
Speaker 1: addressing the person, um face to face the person who um,

466
00:29:33,920 --> 00:29:38,200
Speaker 1: actually you know made the comment or um, you know

467
00:29:38,680 --> 00:29:42,360
Speaker 1: did something to them, I would say, um that it's

468
00:29:42,400 --> 00:29:45,680
Speaker 1: a great way to show you know, here is what

469
00:29:45,760 --> 00:29:48,800
Speaker 1: you've done or what was said to me. And I

470
00:29:49,200 --> 00:29:52,760
Speaker 1: also like to add in there the um, the whole

471
00:29:52,880 --> 00:29:58,360
Speaker 1: intent but versus impact. Um, so letting them understand this

472
00:29:58,400 --> 00:30:01,800
Speaker 1: may be your intention, but then here's the impact that

473
00:30:01,840 --> 00:30:05,400
Speaker 1: it has had on me. Um. Because a lot of times,

474
00:30:05,760 --> 00:30:09,960
Speaker 1: you know, with microaggressions, the purpose the perpetrator doesn't necessarily

475
00:30:10,040 --> 00:30:14,960
Speaker 1: know the impact that it has on the individual. Right.

476
00:30:16,640 --> 00:30:18,680
Speaker 1: And again though, it feels like you would have to

477
00:30:18,800 --> 00:30:22,080
Speaker 1: kind of know something about that person to know whether

478
00:30:22,480 --> 00:30:25,360
Speaker 1: it was even worth having that conversation, right, I mean,

479
00:30:25,400 --> 00:30:29,760
Speaker 1: because I can imagine you know, some things maybe more

480
00:30:29,880 --> 00:30:32,960
Speaker 1: um kind of subconscious, and a person doesn't know that

481
00:30:33,000 --> 00:30:35,560
Speaker 1: they would be offending you. But I think some things

482
00:30:35,560 --> 00:30:39,480
Speaker 1: that happened in the workplace are very clear, UM that

483
00:30:39,600 --> 00:30:41,680
Speaker 1: this would be offensive and then people just you know,

484
00:30:41,800 --> 00:30:44,960
Speaker 1: think that they can't get away with it exactly. So

485
00:30:45,040 --> 00:30:50,040
Speaker 1: I think, you know, eat regardless, you know, figuring out

486
00:30:50,120 --> 00:30:53,280
Speaker 1: what is the best way to have, um, a conversation

487
00:30:53,400 --> 00:30:58,960
Speaker 1: with that person and so UM, I definitely don't advise UM,

488
00:30:59,000 --> 00:31:04,880
Speaker 1: you know, having conversations in front of everyone, but pulling

489
00:31:04,960 --> 00:31:07,640
Speaker 1: someone to the side and saying, you know, although this

490
00:31:07,760 --> 00:31:11,840
Speaker 1: was said in a meeting, UM, this was the impact

491
00:31:11,920 --> 00:31:15,920
Speaker 1: that it had on me, got you Okay. So what

492
00:31:16,080 --> 00:31:19,000
Speaker 1: are some of the common mistakes that you see sisters

493
00:31:19,080 --> 00:31:21,000
Speaker 1: make in the workplace? Mary, and like, do you have

494
00:31:21,040 --> 00:31:23,880
Speaker 1: any tips or you know, like, hey, watch out for

495
00:31:23,960 --> 00:31:28,160
Speaker 1: this kinds of strategies for people. Sure, UM, And a

496
00:31:28,200 --> 00:31:31,560
Speaker 1: couple of them go back to your you know, your

497
00:31:31,640 --> 00:31:37,160
Speaker 1: question about UM even managing stress in the workplace, so, UM,

498
00:31:37,520 --> 00:31:40,600
Speaker 1: you know, failing to advocate for themselves is one thing

499
00:31:40,720 --> 00:31:47,000
Speaker 1: that I've definitely seen. UM. So individuals who will um

500
00:31:47,040 --> 00:31:52,400
Speaker 1: not express what they need UM in the workplace, UM,

501
00:31:52,440 --> 00:31:55,360
Speaker 1: just feeling like they had that whatever is giving to

502
00:31:55,440 --> 00:31:59,480
Speaker 1: them is okay, UM, but not expressing what they need

503
00:31:59,480 --> 00:32:03,240
Speaker 1: in order to complete task, or just even to be

504
00:32:03,320 --> 00:32:07,240
Speaker 1: able to be a function and employee. UM. The other

505
00:32:07,280 --> 00:32:11,120
Speaker 1: thing in terms of advocating for themselves is being able

506
00:32:11,200 --> 00:32:17,280
Speaker 1: to UM talk about what you've done, what you accomplished UM.

507
00:32:17,360 --> 00:32:21,120
Speaker 1: And so that's important for the supervisor as well as

508
00:32:21,200 --> 00:32:25,600
Speaker 1: colleagues to know, UM your accomplishments. And so often times

509
00:32:26,080 --> 00:32:29,000
Speaker 1: I've worked with clients who may be withdrawn, you know,

510
00:32:29,120 --> 00:32:31,840
Speaker 1: and so they may not want to share that information

511
00:32:32,000 --> 00:32:34,680
Speaker 1: or feel like I don't want that at that recognition.

512
00:32:34,880 --> 00:32:38,800
Speaker 1: But in actuality, you know your keep your colleagues or

513
00:32:38,920 --> 00:32:43,360
Speaker 1: peers may be doing that and so UM your supervisor

514
00:32:43,720 --> 00:32:45,800
Speaker 1: may only be aware of what they're doing and not

515
00:32:45,840 --> 00:32:50,440
Speaker 1: what you're doing. UM. So I think the other thing

516
00:32:50,640 --> 00:32:54,920
Speaker 1: is being in an organization for a long time. You

517
00:32:54,920 --> 00:32:57,800
Speaker 1: know you're doing your job, you're doing your best, but

518
00:32:57,880 --> 00:33:00,960
Speaker 1: then you're not being confident say that for the work

519
00:33:00,960 --> 00:33:04,200
Speaker 1: that you're doing. And so UM. I think that speaks

520
00:33:04,200 --> 00:33:09,040
Speaker 1: to like I said earlier about UM working hard and

521
00:33:09,120 --> 00:33:13,640
Speaker 1: not knowing limits UM. And so oftentimes will work hard,

522
00:33:13,880 --> 00:33:18,479
Speaker 1: give our all and then not requests that we UM

523
00:33:18,680 --> 00:33:22,880
Speaker 1: receive compensation. Because sometimes a supervisor or you know, a

524
00:33:23,000 --> 00:33:25,840
Speaker 1: president of a company, a CEO they may not feel,

525
00:33:26,160 --> 00:33:30,760
Speaker 1: you know, feel like they should offer you compensation or

526
00:33:30,840 --> 00:33:34,040
Speaker 1: promote you. UM. And sometimes we have to be the

527
00:33:34,200 --> 00:33:38,440
Speaker 1: advocate and say that that we need that. UM. The

528
00:33:38,520 --> 00:33:43,320
Speaker 1: other thing is not building relationships with decision makers and influencers.

529
00:33:43,360 --> 00:33:47,800
Speaker 1: So uh, when it comes to decision makers, you know,

530
00:33:48,000 --> 00:33:53,080
Speaker 1: people who are making decisions about how the company is ran,

531
00:33:53,240 --> 00:33:57,840
Speaker 1: as well as people who, um, you know, make decisions

532
00:33:57,880 --> 00:34:02,640
Speaker 1: about what projects um uh you know, people that have

533
00:34:02,680 --> 00:34:05,880
Speaker 1: an opportunity to work on as well as promotions. And

534
00:34:05,960 --> 00:34:09,800
Speaker 1: so I think that's important for us to um talk

535
00:34:09,840 --> 00:34:14,840
Speaker 1: about you know, what we do not receive as a

536
00:34:14,840 --> 00:34:16,719
Speaker 1: result of that, or what we may miss out on

537
00:34:16,920 --> 00:34:19,799
Speaker 1: as a result of not building those relationships. And so

538
00:34:20,280 --> 00:34:23,080
Speaker 1: that could lead to you feeling like, Okay, I'm not

539
00:34:23,160 --> 00:34:26,320
Speaker 1: a part of um the circle at work that knows

540
00:34:26,400 --> 00:34:29,839
Speaker 1: about things that's going on, or I don't feel like,

541
00:34:30,120 --> 00:34:33,799
Speaker 1: you know, up administration knows who I am. And so

542
00:34:34,160 --> 00:34:37,480
Speaker 1: it's definitely important to make sure that we develop those

543
00:34:37,520 --> 00:34:41,160
Speaker 1: relationships and and and that we are being noticed at work.

544
00:34:44,200 --> 00:34:47,719
Speaker 1: So what kinds of things would um someone come to

545
00:34:47,840 --> 00:34:50,560
Speaker 1: a career counselor for mary and so I know, you know,

546
00:34:50,640 --> 00:34:53,680
Speaker 1: like if you're in school, you're likely familiar with the

547
00:34:53,719 --> 00:34:56,680
Speaker 1: career center. And you know, people I think don't necessarily

548
00:34:56,719 --> 00:35:00,000
Speaker 1: think that career counselors exist outside of like an academ

549
00:35:00,080 --> 00:35:03,600
Speaker 1: make institution. So just in kind of like general you know,

550
00:35:03,640 --> 00:35:06,160
Speaker 1: for the general public, people who are not in school,

551
00:35:06,600 --> 00:35:08,719
Speaker 1: what kinds of concerns and I some want be having

552
00:35:08,760 --> 00:35:11,360
Speaker 1: that would cause them to like maybe make an appointment

553
00:35:11,400 --> 00:35:16,240
Speaker 1: with you. Sure. So of course if they are trying

554
00:35:16,280 --> 00:35:19,160
Speaker 1: to find a job, that's the common thing that I

555
00:35:19,200 --> 00:35:23,000
Speaker 1: will hear. You know, people who are UM or trying

556
00:35:23,000 --> 00:35:25,560
Speaker 1: to find a job and they can't find work, and

557
00:35:25,600 --> 00:35:28,239
Speaker 1: so they're wanting to figure out, you know, how to

558
00:35:28,280 --> 00:35:32,840
Speaker 1: make that happen. Uh. Also people who are you know, transitioning.

559
00:35:33,080 --> 00:35:35,960
Speaker 1: You know, maybe they've been an industry for quite some

560
00:35:36,040 --> 00:35:40,560
Speaker 1: time and so now they're looking for UM other opportunities

561
00:35:40,560 --> 00:35:43,640
Speaker 1: and other industries and maybe or they may not even

562
00:35:43,680 --> 00:35:46,879
Speaker 1: know what another opportunity might be, and so they may

563
00:35:46,960 --> 00:35:50,600
Speaker 1: come to a career counselor to learn more about UM,

564
00:35:50,800 --> 00:35:56,560
Speaker 1: what options do I have? UM. Also, if someone needs

565
00:35:56,600 --> 00:36:00,160
Speaker 1: help within viewing, you know, that is oftentimes a part

566
00:36:00,200 --> 00:36:03,360
Speaker 1: of the whole dot search processes. You've got an interview

567
00:36:03,400 --> 00:36:07,320
Speaker 1: and so interview coaching and and getting some strategies tips

568
00:36:07,360 --> 00:36:12,879
Speaker 1: on how to interview UM salary negotiations skills, so just

569
00:36:12,960 --> 00:36:17,800
Speaker 1: learning how to negotiate salary or just the compensation package

570
00:36:17,800 --> 00:36:23,200
Speaker 1: in general, maybe something UM. I've even also had UM.

571
00:36:23,320 --> 00:36:26,880
Speaker 1: You know, couples that may come in UM and together

572
00:36:26,920 --> 00:36:30,400
Speaker 1: they may talk about how work is impacting one or

573
00:36:30,440 --> 00:36:34,960
Speaker 1: the other and so UM even talking through strategies that

574
00:36:35,000 --> 00:36:38,480
Speaker 1: they could use in their relationship to help support one another,

575
00:36:39,000 --> 00:36:42,320
Speaker 1: UM in career decision making. UM. So those are a

576
00:36:42,360 --> 00:36:45,920
Speaker 1: couple of things that I have UM work with clients on.

577
00:36:47,200 --> 00:36:49,520
Speaker 1: Oh so you mentioned something that I'm sure a lot

578
00:36:49,520 --> 00:36:53,040
Speaker 1: of people would be interested in UM, like negotiating like

579
00:36:53,120 --> 00:36:55,759
Speaker 1: your salary. Do you have any like quick tips for

580
00:36:55,840 --> 00:36:58,400
Speaker 1: somebody who you know maybe at that point, like in

581
00:36:58,440 --> 00:37:01,000
Speaker 1: the interview, like they've gotten an offer and now they're

582
00:37:01,000 --> 00:37:05,680
Speaker 1: like in the negotiation phase. Sure, number one thing is

583
00:37:05,719 --> 00:37:09,279
Speaker 1: knowing your word UM, so, knowing what you bring to

584
00:37:09,320 --> 00:37:12,440
Speaker 1: the table UM. And of course you can look at

585
00:37:12,440 --> 00:37:16,000
Speaker 1: a job description, no, your qualification, no, the qualifications and

586
00:37:16,040 --> 00:37:19,359
Speaker 1: how you meet that those qualifications. But if you have

587
00:37:20,000 --> 00:37:25,320
Speaker 1: UM specific skill sets experiences that go beyond what's offered,

588
00:37:25,560 --> 00:37:30,000
Speaker 1: I mean that's more valuable than just meeting the qualifications

589
00:37:30,080 --> 00:37:35,000
Speaker 1: and so leveraging that UM when you're in negotiation about

590
00:37:35,440 --> 00:37:39,120
Speaker 1: UM the position you know you're seeking. UH. The other

591
00:37:39,160 --> 00:37:42,320
Speaker 1: thing too is research. A lot of people don't research,

592
00:37:42,800 --> 00:37:46,400
Speaker 1: UM how much people are paid in the different positions

593
00:37:46,440 --> 00:37:49,839
Speaker 1: that they are looking UM that they're looking for. And

594
00:37:49,880 --> 00:37:57,759
Speaker 1: so definitely UM researching UM you know salary, researching UM

595
00:37:57,800 --> 00:38:01,200
Speaker 1: you know what the if you're excuse me, if you

596
00:38:01,239 --> 00:38:05,719
Speaker 1: are looking to relocate, knowing UM, you know how much

597
00:38:05,840 --> 00:38:09,200
Speaker 1: is the cost of living where you are planning to relocate,

598
00:38:09,320 --> 00:38:12,600
Speaker 1: and so I think that is important UM. And when

599
00:38:12,640 --> 00:38:19,200
Speaker 1: you're UM planning to and then negotiate, also think about

600
00:38:19,400 --> 00:38:22,040
Speaker 1: not only salary, but are there other things that you

601
00:38:22,120 --> 00:38:26,759
Speaker 1: want to negotiate? So is it professional association memberships, UM?

602
00:38:26,840 --> 00:38:30,240
Speaker 1: Do you need to negotiate time UM to be able

603
00:38:30,280 --> 00:38:34,920
Speaker 1: to uh do other projects, maybe some community service involvement

604
00:38:34,920 --> 00:38:37,560
Speaker 1: that you have in the community, or maybe you need

605
00:38:37,600 --> 00:38:41,440
Speaker 1: to negotiate time so that you can be home by

606
00:38:41,480 --> 00:38:43,759
Speaker 1: a certain time if you have family that you need

607
00:38:43,840 --> 00:38:46,319
Speaker 1: to take care of. So there's other things that you

608
00:38:46,320 --> 00:38:50,600
Speaker 1: can negotiate, travel to conferences, those types of things, UM.

609
00:38:50,640 --> 00:38:57,040
Speaker 1: But definitely not so solely liiimiting it to salary god

610
00:38:57,160 --> 00:39:01,319
Speaker 1: it So that sounds like that would lead to like

611
00:39:01,840 --> 00:39:04,600
Speaker 1: being when you mentioned having to do some research, sounds

612
00:39:04,640 --> 00:39:06,880
Speaker 1: like that would be like some good resources and stuff

613
00:39:06,920 --> 00:39:09,200
Speaker 1: that you could offer. UM. So, do you have any

614
00:39:09,239 --> 00:39:13,799
Speaker 1: resources for finding things like salary or other career resources

615
00:39:13,800 --> 00:39:18,640
Speaker 1: that you really enjoy? Sure? UM? So I know, UM,

616
00:39:18,719 --> 00:39:23,400
Speaker 1: you know, some people will definitely talk with other individuals

617
00:39:23,400 --> 00:39:28,520
Speaker 1: and ask them, um, you know, salary questions. So for example,

618
00:39:28,600 --> 00:39:31,200
Speaker 1: if you are doing some networking and you want to

619
00:39:31,320 --> 00:39:35,480
Speaker 1: learn about, you know, what salaries um to expect or

620
00:39:35,520 --> 00:39:39,640
Speaker 1: maybe even a salary range for a specific position. UM.

621
00:39:39,680 --> 00:39:44,040
Speaker 1: Definitely that is a way that you can find out

622
00:39:44,120 --> 00:39:49,640
Speaker 1: information about salary UM. Salary dot com um also has

623
00:39:49,760 --> 00:39:56,480
Speaker 1: information on salary um. And then there's another resource UM

624
00:39:56,640 --> 00:40:00,719
Speaker 1: paycheck City um that people will use to you know,

625
00:40:00,760 --> 00:40:06,239
Speaker 1: as a salary calculator resource. UM. So, I would definitely

626
00:40:06,360 --> 00:40:11,440
Speaker 1: encourage people to to utilize those resources. And what about

627
00:40:11,480 --> 00:40:14,960
Speaker 1: any other kind of just general books about like you mentioned,

628
00:40:15,000 --> 00:40:18,200
Speaker 1: like finding a good career fit and you know, figuring

629
00:40:18,200 --> 00:40:22,960
Speaker 1: out your passion those kinds of things. Any resources for that? Sure? Um.

630
00:40:23,360 --> 00:40:27,520
Speaker 1: Let your Life Speak by Parker Palmer is one that

631
00:40:27,680 --> 00:40:33,000
Speaker 1: I really enjoy reading. And this particular book speaks to

632
00:40:33,080 --> 00:40:36,040
Speaker 1: finding your purpose and passion UM, so that you know

633
00:40:36,080 --> 00:40:39,160
Speaker 1: that was something we talked about earlier and so UM

634
00:40:39,200 --> 00:40:43,600
Speaker 1: Parker Palmer really talks about UM looking at your life

635
00:40:43,719 --> 00:40:48,200
Speaker 1: and looking at UM what you were created to do. UM.

636
00:40:48,239 --> 00:40:50,640
Speaker 1: So it's my go to book even when I need

637
00:40:50,640 --> 00:40:54,000
Speaker 1: to be reminded about my purpose UM. And that we

638
00:40:54,080 --> 00:40:57,640
Speaker 1: just talked about negotiation but asked for it by Linda

639
00:40:57,680 --> 00:41:03,040
Speaker 1: Babcop and Sarah less Sever UM. And this book addresses

640
00:41:03,120 --> 00:41:05,719
Speaker 1: how we can use negotiations and to get what we want.

641
00:41:05,760 --> 00:41:09,840
Speaker 1: Specifically it um is a book for women, but anyone

642
00:41:09,920 --> 00:41:14,799
Speaker 1: can read it, but definitely focuses on women and negotiation UM.

643
00:41:14,840 --> 00:41:17,520
Speaker 1: And this book teaches you how to negotiate anything, so

644
00:41:17,680 --> 00:41:21,439
Speaker 1: not just things that work, but in life in general UM.

645
00:41:21,520 --> 00:41:25,600
Speaker 1: And then it also includes like negotiation challenges and scripts

646
00:41:25,600 --> 00:41:28,600
Speaker 1: you can use for negotiation. So I just used this

647
00:41:28,680 --> 00:41:33,200
Speaker 1: book to facilitate a negotiation session with women who are

648
00:41:33,200 --> 00:41:36,319
Speaker 1: aspiring to be administrators, and so they really value the

649
00:41:36,440 --> 00:41:39,560
Speaker 1: content in the book and the session. So those are

650
00:41:39,600 --> 00:41:43,319
Speaker 1: definitely to go to books UM that I like to use.

651
00:41:43,360 --> 00:41:48,200
Speaker 1: And then I also refer people to read perfect. So

652
00:41:48,239 --> 00:41:50,839
Speaker 1: where can we find you online? Mary? And what's your

653
00:41:50,880 --> 00:41:55,200
Speaker 1: website in any social media handles you'd like to share. Well,

654
00:41:55,239 --> 00:41:58,400
Speaker 1: I can be found on my website, UM, which is

655
00:41:58,440 --> 00:42:03,960
Speaker 1: be inspired uh llc dot com and so definitely check

656
00:42:04,040 --> 00:42:07,520
Speaker 1: me out there, and then also on Twitter, I am,

657
00:42:07,600 --> 00:42:11,200
Speaker 1: you can find me under maryan Speaks. And of course

658
00:42:11,239 --> 00:42:14,240
Speaker 1: if you like to connect with me on LinkedIn, UM,

659
00:42:14,280 --> 00:42:17,400
Speaker 1: I'm definitely I'm open to that as well, and so

660
00:42:17,520 --> 00:42:20,120
Speaker 1: just make sure you include a little note letting me know,

661
00:42:20,680 --> 00:42:25,360
Speaker 1: UM that uh, you're referencing this episode of Therapy for

662
00:42:25,440 --> 00:42:28,480
Speaker 1: Black Girls, So I just want to make sure, um,

663
00:42:28,520 --> 00:42:32,160
Speaker 1: you know that I'm familiar with my context too, so

664
00:42:32,320 --> 00:42:36,600
Speaker 1: I appreciate that absolutely. I'm sure that you will definitely

665
00:42:36,680 --> 00:42:40,040
Speaker 1: get an influx in invitations on LinkedIn after this episode

666
00:42:40,120 --> 00:42:44,640
Speaker 1: airs awesome. I look forward to connecting with focus and nice. Well,

667
00:42:44,719 --> 00:42:47,600
Speaker 1: thank you so much for joining us today, Marian, Well,

668
00:42:47,680 --> 00:42:51,200
Speaker 1: thank you for having me join. I'd like to thank

669
00:42:51,239 --> 00:42:55,080
Speaker 1: Marian again for sharing such incredible information with us. Make

670
00:42:55,120 --> 00:42:57,719
Speaker 1: sure to check out the resources she mentioned and get

671
00:42:57,760 --> 00:42:59,840
Speaker 1: links to her work in the show notes at the

672
00:43:00,000 --> 00:43:02,879
Speaker 1: Therapy for Black Girls dot Com slash session forty eight,

673
00:43:03,520 --> 00:43:06,040
Speaker 1: and of course, make sure to share your thoughts about

674
00:43:06,080 --> 00:43:09,360
Speaker 1: the episode with us on social media using the hashtag

675
00:43:09,800 --> 00:43:13,200
Speaker 1: tb G in session. You can find us on Twitter

676
00:43:13,360 --> 00:43:16,480
Speaker 1: at Therapy for the Number four B Girls, and you

677
00:43:16,520 --> 00:43:19,680
Speaker 1: can find us on Instagram and Facebook at Therapy for

678
00:43:19,760 --> 00:43:23,800
Speaker 1: Black Girls. Before we wrap up, i'd like to again

679
00:43:23,840 --> 00:43:26,919
Speaker 1: remind you of our partnership with med i Q, made

680
00:43:26,920 --> 00:43:32,480
Speaker 1: possible by the support of Cicada Pharmaceuticals USA Incorporated and Lundbeck.

681
00:43:33,000 --> 00:43:37,040
Speaker 1: As we work to raise awareness about depression. Please help

682
00:43:37,120 --> 00:43:40,120
Speaker 1: us in this effort by filling out the brief survey.

683
00:43:40,440 --> 00:43:43,200
Speaker 1: The survey shouldn't take any longer than ten minutes, and

684
00:43:43,320 --> 00:43:46,600
Speaker 1: upon completion, you will be entered into a drawing to

685
00:43:46,719 --> 00:43:50,360
Speaker 1: win one of ten one dollar visa gift cards. You

686
00:43:50,400 --> 00:43:53,160
Speaker 1: can find the survey at Therapy for Black Girls dot

687
00:43:53,160 --> 00:43:57,000
Speaker 1: com slash med i q. If you're looking for a

688
00:43:57,040 --> 00:43:59,799
Speaker 1: therapist in your area, be sure to check out the

689
00:43:59,800 --> 00:44:04,239
Speaker 1: therapist directory at Therapy for Black Girls dot com slash directory.

690
00:44:05,239 --> 00:44:07,919
Speaker 1: And if you'd like to continue the conversations we start

691
00:44:07,960 --> 00:44:10,839
Speaker 1: here on the podcast, come on over and join us

692
00:44:10,840 --> 00:44:13,600
Speaker 1: in the tribe. You can find that at Therapy for

693
00:44:13,640 --> 00:44:18,200
Speaker 1: Black Girls dot com slash Tribe. Please continue to show

694
00:44:18,239 --> 00:44:20,719
Speaker 1: your love for the podcast by sharing it in your

695
00:44:20,760 --> 00:44:24,640
Speaker 1: Instant stories on Twitter, and by texting those who you

696
00:44:24,680 --> 00:44:27,440
Speaker 1: think should also check it out. If you listen on

697
00:44:27,520 --> 00:44:32,640
Speaker 1: Apple Podcasts, please also consider leaving us a review. Thank

698
00:44:32,640 --> 00:44:35,399
Speaker 1: you so much again for joining me this week. I'm

699
00:44:35,440 --> 00:44:39,160
Speaker 1: looking forward to continuing this conversation with you all real soon.

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00:44:39,719 --> 00:45:23,760
Speaker 1: Take care part i oft oft I Doctor, Doctor