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Speaker 1: It's time for the b a q a a to

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Speaker 1: b a q a, which say the b a q

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Speaker 1: a with Mandy, the b a q a with Ti

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Speaker 1: b a q a a. I feel like I was

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Speaker 1: somewhere and someone was like, oh, where was I, and

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Speaker 1: they asked me about.

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Speaker 2: You the blanking the museum without me becausetory.

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Speaker 1: Maybe, I feel like maybe. And then she was like,

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Speaker 1: this is a hug. I know you don't like hugs,

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Speaker 1: but this is for Mandy.

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Speaker 2: I was like, thank you, continue doing that.

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Speaker 1: I man, it's gonna be me peel myself because you know,

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Speaker 1: I got to repel the floor.

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Speaker 2: I told you about the things underwear. You gotta get

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Speaker 2: on that. Oh my goodness.

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Speaker 1: Like yeah, so y'all love to do that. They're like, oh,

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Speaker 1: I know how much you hate. That's for me and

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Speaker 1: d I'm like, they go, hug Mandy. No, I don't

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Speaker 1: mind kinda yeah anyway, So b a qa So if

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Speaker 1: you have questions, we have some answers. Although we are

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Speaker 1: not your mama, your daddy, your sister, your doctor, your lawyer,

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Speaker 1: we're not anything except for two smart, cute, fabulous brown

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Speaker 1: girls who can give you a little bit of advice

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Speaker 1: from the smallest grain of the smallest piece of salt.

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Speaker 1: But ultimately we want you to lean into those people

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Speaker 1: that you give money to to get your advice from. Okay,

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Speaker 1: this is for education, not educational, this is for entertainment purposes.

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Speaker 1: So lamente that means only if you spoke Spanish like

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Speaker 1: me and Mandy. Yeah, so many you want to go first?

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Speaker 2: Who's our first? I will go first to got some juicy,

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Speaker 2: juicy career questions, which are my favorite. All Right, the

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Speaker 2: first question I almost had to do a double take

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Speaker 2: because I'm like, is this the Mandy money Maker who

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Speaker 2: I was just talking to, who went through something very similar?

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Speaker 2: But I'm going to use an expression y'all may be

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Speaker 2: familiar with. It's called the PIT, which is a performance

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Speaker 2: improvement plan. So let's take our first question from someone

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Speaker 2: who wants to be called a worried entry level professional. Okay,

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Speaker 2: she says, first and foremost, I love your podcast. You

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Speaker 2: guys have taught me so much about all things career

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Speaker 2: and finance. I was recently let go for my job

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Speaker 2: due to failing to meet the requirements of a performance

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Speaker 2: improvement or PIT plan. I was put on it for

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Speaker 2: my last month of employment. I was working there for

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Speaker 2: about a year, and the whole time I felt as

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Speaker 2: though I wasn't properly onboarded to the projects I was on.

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Speaker 2: I always ask questions when I was confused, but overall

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Speaker 2: it was a very fast paced environment and I was

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Speaker 2: totally new to the industry. Because of this, I just

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Speaker 2: felt like a fish out of water every day for

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Speaker 2: about a year. But I always showed up to work

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Speaker 2: with a great attitude and I thought I was doing

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Speaker 2: a great job. Towards the end of my time and

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Speaker 2: my position, my manager revealed to me that I was

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Speaker 2: not performing to the standards that someone in my position

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Speaker 2: should have. In place me on the PIP for thirty days.

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Speaker 2: When she told me this, I immediately took accountability and

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Speaker 2: told her I would do better. Long story shirt short.

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Speaker 2: My manager told me I did not improve after thirty

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Speaker 2: days to their expectations, so I was being let go

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Speaker 2: from my position. The moment that I was placed on

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Speaker 2: the PIP, I started looking for new roles. But now

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Speaker 2: it's been almost three months and I'm starting to get worried.

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Speaker 2: So here's my question. I want to know. How should

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Speaker 2: I answer the question, why did you leave your last position?

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Speaker 2: With all the layoffs happening. I've just been telling recruiters

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Speaker 2: that I was laid off. But is this okay? Is

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Speaker 2: my future employer going to know that I was placed

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Speaker 2: on a PIP. I just don't want to tell future

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Speaker 2: employers that I was on a PIP because I feel

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Speaker 2: like I will never get hired again and I'm only

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Speaker 2: at the beginning of my career. Thank you, and I

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Speaker 2: appreciate all of your help. Oh, I just want to

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Speaker 2: give you a bang hug.

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Speaker 1: So first of all, because this is new to me,

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Speaker 1: So I'm going to ask questions as like, you know,

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Speaker 1: like a round, you know, so, like I understand it,

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Speaker 1: PIP means performance improvement plans, so maybe like what does

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Speaker 1: that really mean?

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Speaker 2: Like what is that?

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Speaker 1: So?

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Speaker 2: I have actually given performance improvement plans a couple of

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Speaker 2: times in my career as a manager. So the thing is,

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Speaker 2: there's no standardization of pips. It's pretty much up to

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Speaker 2: the company and even the manager themselves to come up with,

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Speaker 2: like what should we say this person has to do

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Speaker 2: to basically save their job. But if you're at the

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Speaker 2: level of a PIP, it means that you have been

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Speaker 2: consistently not meeting expectations. Ideally, it's not going to be

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Speaker 2: a surprise to you that you're on a PIP because

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Speaker 2: you've been having regular one on ones and maybe even

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Speaker 2: quarterly you know, MANI performance reviews with your manager, so

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Speaker 2: you know that you're not up to scratch. When a

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Speaker 2: PIP happens, at least in my experience, this is when

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Speaker 2: you get HR involved and you put out a document

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Speaker 2: and you have to sign it as the employee and

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Speaker 2: your manager will sign it in probably the HR REP

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Speaker 2: and a PIP is going to say, so it can

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Speaker 2: be like thirty days, forty five days, ninety days, it's

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Speaker 2: up to whatever, but thirty days is you know, fine standard.

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Speaker 2: So it'll say typically like here's what here's exactly what

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Speaker 2: you've been doing that has not met our expectations, and

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Speaker 2: here's what you need to do. We need to be

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Speaker 2: able to see this much X y Z over the

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Speaker 2: next thirty days, and ideally it's very measurable. So it's

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Speaker 2: we need you to show up on time every morning

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Speaker 2: for the next thirty days. You'd be and you be

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Speaker 2: at your desk by nine thirty am. We need you

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Speaker 2: to meet your sales quota. I'm just using a really

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Speaker 2: easy example eighty percent of the time or just have

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Speaker 2: you know, specific benchmarks for them to hit. And at

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Speaker 2: this point I would highly suggest and I like that,

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Speaker 2: you know the the a worried entry level professional as

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Speaker 2: she wants to be called, says, as soon as I

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Speaker 2: got a PIP, I started job searching, absolutely, because even

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Speaker 2: if you survive the PIP, it's it's it's almost a

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Speaker 2: tool to get you to get like get with it

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Speaker 2: and like get to step in. When I used a PIP,

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Speaker 2: I did want the person to improve, but because I

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Speaker 2: had seen, you know, what they were capable of for

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Speaker 2: months and years, at some points it really was like

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Speaker 2: a formal way of saying, it's time for you to

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Speaker 2: probably think about moving on, and I want to be

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Speaker 2: I want to give you notice. Like it's almost like

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Speaker 2: a You can look at it negatively, like, oh, it's

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Speaker 2: just them trying to push you out, But for me,

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Speaker 2: I was like, let me give you a bit of

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Speaker 2: a wake up call so that you have some time

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Speaker 2: to get your shit in order and find a job

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Speaker 2: that is the right fit for you, because this is

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Speaker 2: not working, and you know we're a business. I'm not

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Speaker 2: gonna I can't keep someone on the team who is

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Speaker 2: in performing that's just not something that we can do. So, yeah,

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Speaker 2: that's that's in a nutshell what a pip is like.

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Speaker 2: And yes, so you'll be sat down and it's it's

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Speaker 2: not fun to have those conversations. Yes, it's not fun.

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Speaker 1: Then what do you suggest for her? So to her point,

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Speaker 1: she's like, all right, I'm probably not going to have

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Speaker 1: this job. What do I tell people so I can

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Speaker 1: be honest, but also so I don't brand myself as

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Speaker 1: the pit girl.

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Speaker 2: Yeah, I would say, do not lead with I wouldn't

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Speaker 2: I wouldn't lie because, like I think it comes across

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Speaker 2: in a conversation when you're like, I was laid off.

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Speaker 2: I wouldn't even tell someone who was laid off to

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Speaker 2: just say I was laid off, because even that is

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Speaker 2: going to open the recruiter's mind or the main hiring

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Speaker 2: manager's mind to like, uh, why were you laid off?

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Speaker 2: Were you not as good as everyone else? Like you

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Speaker 2: need to have a better story to tell. I'm always

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Speaker 2: talking about how storytelling is one of the most undervalued

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Speaker 2: skill sets as an employee as you move throughout your career,

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Speaker 2: because it's really how you tell the story of the

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Speaker 2: moves that you've made that can make or break someone's

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Speaker 2: first impression of you and will they move you on

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Speaker 2: to the next round. And so what I mean by

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Speaker 2: that is, Okay, you had a performance improvement plan, you

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Speaker 2: didn't meet the expectations, you got the boot. They don't

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Speaker 2: need to know that. You don't want to tell them that.

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Speaker 2: So what you can say is, you know, I'm new

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Speaker 2: to this field. I spent a year with this company

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Speaker 2: and I showed up every day with an incredible with

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Speaker 2: a great attitude positive. Unfortunately I wasn't. And you want

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Speaker 2: to be careful here because you don't want to talk

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Speaker 2: crap about your former manager, because in their mind the recruiter,

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Speaker 2: they're going to be thinking about, oh, is she going

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Speaker 2: to talk crap about me someday. But what you want

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Speaker 2: to say is, you know, we sort of came to

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Speaker 2: a mutual decision that, given the expectations of the job

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Speaker 2: and how different they were to my impression of the

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Speaker 2: job when I started, that it was better for me

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Speaker 2: to look for a new opportunity. And I'm really excited

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Speaker 2: about working here because I can see that you guys

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Speaker 2: really invest in your workers, You train them, you give guidance,

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Speaker 2: and I know that I you know, I'd be going

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Speaker 2: into a workplace where I would have that kind of support.

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Speaker 2: That's one way to frame it, so that you're sort

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Speaker 2: of telling a story of you know, you weren't exactly

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Speaker 2: supported in your previous role, but then you're shifting it

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Speaker 2: and spinning it around to kind of praise the company

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Speaker 2: that you're interviewing for by pointing out the fact that

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Speaker 2: you like that they have, you know, at this point,

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Speaker 2: you know about maybe a training program, or they have

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Speaker 2: regular performance reviews or communication, you know, with their managers.

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Speaker 2: You could and you can leave it at that. You

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Speaker 2: could also just say I had a shift, and you know,

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Speaker 2: I had a shift in what I wanted from my career,

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Speaker 2: and I'm ready for a new challenge or a new

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Speaker 2: direction in my career, and I think that your company

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Speaker 2: and this position is perfect for me, and I'm very

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Speaker 2: excited about it, and kind of, you know, you address it,

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Speaker 2: but then you just kind of move on without giving

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Speaker 2: too much detail. I think omitting the specifics of the

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Speaker 2: pit and all that is probably the best case scenario

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Speaker 2: because no matter like my heart goes out to you

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Speaker 2: have a lot of empathy for you for going through

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Speaker 2: a pit, but as a hiring manager. If you got

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Speaker 2: someone who's telling you they've struggled, and you've got candidates

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Speaker 2: who you know, seem like they're going to come in

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Speaker 2: and get it right away, Yeah, you're not going to

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Speaker 2: go for the person who's kind of told you already

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Speaker 2: that they've had some issues in the past. Meaning expectations

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Speaker 2: now on your part. Get it together in the sense

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Speaker 2: that whatever it is. I know that you know you

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Speaker 2: said you didn't get the guidance that you needed. But

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Speaker 2: if this is the career path that you want, how

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Speaker 2: can you start getting better, getting the help that you

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Speaker 2: need and improving. So maybe you could offer to freelance

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Speaker 2: or shadow sit down and speak with people who are

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Speaker 2: really familiar with the field that you're in. You know,

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Speaker 2: you can go to a networking event and just say, hey,

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Speaker 2: I just had this experience and it didn't work out,

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Speaker 2: but I still want to do this. I don't know

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Speaker 2: what kind of work you do. I want to be

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Speaker 2: in this field, you know, can you help me figure

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Speaker 2: out sort of what went wrong and and so I

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Speaker 2: can do better in the next one. You need someone

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Speaker 2: to like carry like hold your hand a little bit

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Speaker 2: and help you get the skills that you were lacking.

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Speaker 2: That led you to not have this job, because I

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Speaker 2: don't want you to go into your next job and

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Speaker 2: I and I hope that you get one soon, but

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Speaker 2: I don't want you to go in there having not

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Speaker 2: changed anything, you know, from what happened last time.

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Speaker 1: That's really good advice now, because I mean, because you know,

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Speaker 1: I'm not on the career side, I'll just say maybe

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Speaker 1: on the potential hiring side.

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Speaker 2: You never given a pip to any of your unicorn

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Speaker 2: squads because you don't have no girl.

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Speaker 1: I mean, that's why there's so many of them are

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Speaker 1: going now and the amazing ones are here. Hey, girls,

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Speaker 1: that's shade. I didn't know I was. I didn't know

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Speaker 1: how to lead as well as I I let a

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Speaker 1: lot of stuff slide, and so yes, you know, so

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Speaker 1: here we are now where you know that's not the

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Speaker 1: case now. Honestly, everybody's amazing and not the people were

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Speaker 1: really nice. But I did not know how to to

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Speaker 1: give constructive criticism, not criticism Cristucks, constructive critique of work.

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Speaker 1: So I just let saying things slide and then said

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Speaker 1: I just took on that burgeon for myself until I

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Speaker 1: wore myself out, which is not good. But I'll just say,

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Speaker 1: as somebody who hires people that yes, I you know,

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Speaker 1: obviously I'm wanting you to be honest. But to Mandy's point,

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Speaker 1: not to the detriment of yourself. You know, you're here

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Speaker 1: to sell yourself basically, you know, and if I know that, ultimately,

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Speaker 1: I'm not expecting it. You know how to do everything,

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Speaker 1: but I am expecting that you are willing to learn.

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Speaker 1: So if I hear that, like with Mandy, to Mandy's point,

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Speaker 1: it's like, you know, you know, here's where you know,

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Speaker 1: maybe I had some challenges, but I'm someone who I

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Speaker 1: took this class, I learned this, I did this, And

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Speaker 1: to Mandy's point, like one of my one of the

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Speaker 1: things I love, like so much for about the people

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Speaker 1: on my team is they're constantly taking courses and classes

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Speaker 1: and learning and beyond what you know, like what I'm sharing,

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Speaker 1: you know, like Logan, I mean there's always a class

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Speaker 1: Logan's taken a Eekeisa was just telling me, oh, yeah,

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Speaker 1: I took a class on that. I'm like, that's why

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Speaker 1: they're here and why they continue to excel, because the

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Speaker 1: key is even beyond working with me, like the team,

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Speaker 1: they when you do that, you get to gather skill

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Speaker 1: sets that makes you marketable across the board.

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Speaker 2: Yeah, you know.

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Speaker 1: So it's like there's a win for you and making

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Speaker 1: yourself better because even if the budgetessa doesn't exist, they

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Speaker 1: can go on and be great other places. And so

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Speaker 1: that's just a really good advice that made it gave

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Speaker 1: you so hope.

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Speaker 2: You mean in you can't be in the passenger seat

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Speaker 2: when it comes to your career. You need to get

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Speaker 2: that steering wheel girl and drive it yourself and go

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Speaker 2: into jobs. Yes, ready to perform and ready to like listen,

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Speaker 2: but you can't expect your manager to teach you every

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Speaker 2: single thing. You know, take some ownership, and take some

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Speaker 2: ownership proactive yourself and raise in doing your own research.

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Speaker 2: And as you're falling behind in a skill like finding

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Speaker 2: a way to get caught up without just being telling

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Speaker 2: your boss like I don't get.

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Speaker 1: At Yeah, that is the worst. It's like, yeah, and

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Speaker 1: I'm saying this that like doctor Green. My therapist share

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Speaker 1: with me this a couple of weeks ago, which I

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Speaker 1: was like, it was a great aha moment. She said

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Speaker 1: that you are you cannot help when something happens to you, right,

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Speaker 1: So something bad happens to you. That is not your fault,

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Speaker 1: but at some point you have to take responsibility of

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Speaker 1: how you choose to live your life. Yeah, so like

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Speaker 1: you know, so, okay, I have an unresponsive boss, got

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Speaker 1: out such a fault, but you have to take responsibility,

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Speaker 1: like knowing that I'm not going to get support here,

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Speaker 1: what do I need to do? You do have a

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Speaker 1: choice there, and so all of us have those choices

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Speaker 1: that within this framework. If I can't do all the things,

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Speaker 1: but I can't do this thing, are you at least

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Speaker 1: doing that thing? So I want to take a quick

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Speaker 1: break so we can answer our next question. But real

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Speaker 1: quick before we take a break, I know we probably

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Speaker 1: have maybe like a I don't know, maybe a few

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Speaker 1: copies left, a few hundred copies left. We'll see. But

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Speaker 1: if you go to Maid Whole Workbook dot com, y'all know,

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Speaker 1: I have a new workbook, the workbook version of Get

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Speaker 1: Good with Money. It is signed and it comes to

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Speaker 1: the green bracelet. I signed about five thousand of them

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Speaker 1: last time I checked. You know, over half of them

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Speaker 1: where had already been sold. Hopefully there's still some left.

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Speaker 1: While you're listening to this, if you like a copy

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Speaker 1: of Maid Whole, because you're like, you know what. I

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Speaker 1: want to reach financial wholeness and ten easy steps. I

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Speaker 1: want to work along in a workbook with Tiffany guiding

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Speaker 1: me step by step of what to do when it

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Speaker 1: comes to budgeting, savings, debt, credit earning, investing, insurance, net worth,

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Speaker 1: your financial team, and estate planning. If you want all that,

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Speaker 1: Maid Whole workbook dot com, get your signed copy, get

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Speaker 1: your bracelet, get started. Okay, we'll be back and black

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Speaker 1: and brown and we're back.

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Speaker 2: Okay.

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Speaker 1: Our second question today is from Sad Sad. She says, Hey, ladies,

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Speaker 1: I love Brown ambition and listen every week. I had

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Speaker 1: a relatively successful YouTube channel and I got really good

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Speaker 1: at audio and video editing.

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Speaker 2: Love that for you.

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Speaker 1: A content production company hired me to do editing for

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Speaker 1: them with an amazing salary. But after I got the job,

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Speaker 1: my boss asked me to stop doing my own channel

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Speaker 1: because a conflict of interest and my content was pretty controversial.

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Speaker 1: Oh what you mean is that fair? I never signed

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Speaker 1: a non compete, and if he told me this from

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Speaker 1: the beginning, I'm not sure I would have taken it.

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Speaker 1: I love my new job, but I feel sad about

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Speaker 1: I feel sad without my own YouTube that I work

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Speaker 1: so hard on. Please give me some advice. Ooh, you

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Speaker 1: are between a rock and a hard place. First of all,

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Speaker 1: is it fair? Let's answer that question absolutely not, you know,

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Speaker 1: like they well, here's the thing. Is it fair for

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Speaker 1: them to spring this on you after already giving you

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Speaker 1: that job? No, because they knew who he works? Is

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Speaker 1: you know, like that's yes? You know, so that they

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Speaker 1: probably reached out to you because of your you know,

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Speaker 1: your editing skills and like what they saw there which

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Speaker 1: asking you to shift like beforehand, it's one thing that

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Speaker 1: way you can make an educated decision based upon this

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Speaker 1: is what's being offered to me. But asking you after

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Speaker 1: having you locked in that is quite unfair and unprofessional

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Speaker 1: of them. And so I here's the thing you're gonna

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Speaker 1: have to decide. I don't know what your money's looking

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Speaker 1: like and how like by successful what do you mean

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Speaker 1: financially successful your YouTube channel? And kind of like what's

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Speaker 1: your desired outcome in the long run, like what you're

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Speaker 1: wanting Like are you wanting to work for yourself? Are

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Speaker 1: you wanting to to you know, eventually do maybe freelance

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Speaker 1: when it comes to video conduct production? You know, and

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Speaker 1: if that is the case, you might decide I'm going

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Speaker 1: to stay with them for a specific amount of time

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Speaker 1: until I can save up another money so I can

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Speaker 1: strike back out on my own. I don't want you

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Speaker 1: to not have your own creative outlet. And just because

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Speaker 1: you don't post them live doesn't mean you still can't create.

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Speaker 1: And so consider if it was me, honestly, I probably

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Speaker 1: would continue to create. Maybe I would not make those

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Speaker 1: things live because I want to just keep my skill

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Speaker 1: set home, and I'd be hatching a plan to leave.

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Speaker 1: That's probably what I would do. It's like, you know,

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Speaker 1: it's up to you, obviously, but I'd be like, Okay,

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Speaker 1: I'm gonna stay here for six months or a year

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Speaker 1: or whatever it is until I can save up this

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Speaker 1: amount of money. I'm gonna live below my means, save

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Speaker 1: up a certain amount of money so I can strike

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Speaker 1: out on my own, and maybe I can be my

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Speaker 1: own video production company for other people. Because now I

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Speaker 1: know how to do this, I'm going to let them pay.

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Speaker 2: Me to learn.

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Speaker 1: You know, this business that they're in, because I we are.

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Speaker 1: Life is sad enough, you know, And if you have

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Speaker 1: this amazing outlet to lean into, I hate for you

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Speaker 1: to see that to I would hate for that to go.

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Speaker 1: But at the same time, we're adults. We have to

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Speaker 1: pay bills and we have to you know, main like

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Speaker 1: the financial parts of our lives. So I wouldn't just

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Speaker 1: jump out the window when it came to this, I

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Speaker 1: would be planning of how do I have both? You know,

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Speaker 1: like how do I have some financial security, but how

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Speaker 1: do I be able to live it and do the

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Speaker 1: thing I want to do?

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Speaker 2: Yeah? I have direct And that's the reason I kind

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Speaker 2: of got a heavy, like a heavy sigh with this

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Speaker 2: question because it brought up for me a feeling that

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Speaker 2: I have when employed. You know what I'm talking about

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Speaker 2: that I have been in the shoes of someone who

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Speaker 2: was hired because they have this great platform and you

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Speaker 2: know in social media and all that kind of stuff,

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Speaker 2: and the person who hires you thinks it's great. But

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Speaker 2: then you get into the company and there's other opinions.

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Speaker 2: There's people who didn't you know know, maybe they're like, oh, yeah,

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Speaker 2: someone's so and so hired a new video person. That's great,

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Speaker 2: but then they find out about maybe your YouTube channel

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Speaker 2: and then it offends them or something that you said

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Speaker 2: runs a rub someone the wrong way. And they are

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Speaker 2: a senior executive and it gets up the chain and

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Speaker 2: all of a sudden, it wasn't a problem when you

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Speaker 2: were hired because your hurry manager had no problem with it.

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Speaker 2: But the huge mistake that they made was not getting

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Speaker 2: the proper you know, approvals and having other people at

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Speaker 2: the company way in are we okay with this? Et cetera.

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Speaker 2: So I'm really sorry that that happened to you. But

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Speaker 2: I think if you're going to try to do any

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Speaker 2: full time work, you have to be aware that of

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Speaker 2: that and be like, listen, I'm comfortable, but I will

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Speaker 2: not be signing a non compete. I need assurance that

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Speaker 2: my show content is fine. That's if you want to

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Speaker 2: stay nine to five. And I get why you would.

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Speaker 2: I mean, it's like Tiffany said, the you know, you're

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Speaker 2: learning the industry, You're getna get paid a reliable income. Hey,

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Speaker 2: it's nice over there in W two land. I miss

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Speaker 2: it sometimes, you know what I'm saying. But yeah, you're

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Speaker 2: gonna have this problem, especially if you continue. If you're

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Speaker 2: if your side hustle, your business overlaps with what you're

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Speaker 2: doing nine to five. Conflict of interest is like always

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Speaker 2: potentially going to be an issue that you're gonna run into.

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Speaker 2: So what I would say is right now, is is

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Speaker 2: there an option other than like what I like what

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Speaker 2: TIFs are actually about sticking it out, maybe pausing the

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Speaker 2: YouTube but still continuing to create the content. But then

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Speaker 2: you know, looking for a way out saving up coins

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Speaker 2: that you can branch out getting some clients of your

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Speaker 2: own contract on a contract basis, and you know what,

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Speaker 2: this company could potentially be your first contract client as

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Speaker 2: a instead of working full time, because the key to

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Speaker 2: you working with them but not being a full time

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Speaker 2: employee could just be the fact that you are a freelancer,

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Speaker 2: you're not full time. So you could propose, you know,

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Speaker 2: down the line, or maybe even now, if you feel

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Speaker 2: like you're comfortable with it, propose a solution where you're like, listen,

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Speaker 2: I'm not going to be stopping my YouTube channel if

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Speaker 2: that's if that means that you know it's going to

434
00:21:48,359 --> 00:21:50,679
Speaker 2: be an issue for me being a full time employee,

435
00:21:50,840 --> 00:21:54,119
Speaker 2: can we talk about, you know, moving me to a

436
00:21:54,240 --> 00:21:57,359
Speaker 2: contract basis and then you can come up with a

437
00:21:57,840 --> 00:22:01,199
Speaker 2: you know, a contract fee, a sorry, a contract salary

438
00:22:01,320 --> 00:22:06,800
Speaker 2: instead of you know, like whatever you're making. And yeah,

439
00:22:06,920 --> 00:22:10,600
Speaker 2: there's like pros and cons to that. But if you

440
00:22:11,040 --> 00:22:14,600
Speaker 2: have your own IP, you want to protect that as

441
00:22:14,680 --> 00:22:17,159
Speaker 2: much as you can and just be aware of it

442
00:22:17,280 --> 00:22:21,760
Speaker 2: as you move through these corporate streets that they can

443
00:22:21,920 --> 00:22:24,879
Speaker 2: and they will shut it down if there's any risk

444
00:22:25,320 --> 00:22:27,920
Speaker 2: that it's going to make them look bad. Because you

445
00:22:28,080 --> 00:22:30,960
Speaker 2: join their company, you represent them, and that's what they're

446
00:22:31,000 --> 00:22:33,960
Speaker 2: thinking when they put out these non competes and such

447
00:22:35,200 --> 00:22:37,760
Speaker 2: conflict of interest I mean, sorry, conflict of interest clauses.

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00:22:38,280 --> 00:22:40,520
Speaker 1: Yeah, and now you know you know what I mean,

449
00:22:40,680 --> 00:22:43,000
Speaker 1: Like you know, like there are worse positions to be

450
00:22:43,119 --> 00:22:45,440
Speaker 1: and it's like sometimes you just got to like, you know,

451
00:22:45,480 --> 00:22:47,480
Speaker 1: a bit your time, Like, Okay, that was cute, you

452
00:22:47,560 --> 00:22:49,600
Speaker 1: caught that. Let me just get myself together so I

453
00:22:49,680 --> 00:22:51,600
Speaker 1: can go back to what I love to do. But

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00:22:51,720 --> 00:22:53,920
Speaker 1: I get to learn and get to make some money.

455
00:22:53,920 --> 00:22:57,479
Speaker 1: I get to stack a little something. Yeah, and then

456
00:22:57,520 --> 00:22:59,520
Speaker 1: you might decide. I mean, it's really up to you.

457
00:22:59,640 --> 00:23:02,000
Speaker 1: But what I I'm never gonna encourage anyone to give

458
00:23:02,080 --> 00:23:03,639
Speaker 1: up a thing that they love if they don't have to.

459
00:23:04,520 --> 00:23:07,920
Speaker 2: Yeah, especially if you're making money off of it. Keep

460
00:23:08,080 --> 00:23:09,760
Speaker 2: going man for woman.

461
00:23:11,200 --> 00:23:13,840
Speaker 1: Well, sad YouTuber, hopefully you're a little less sad. Maybe

462
00:23:13,880 --> 00:23:17,040
Speaker 1: you're just grumpy, you know, maybe a little forlorn, you know,

463
00:23:18,440 --> 00:23:22,960
Speaker 1: hopefully happier and joyfuler who want to be joyful. We

464
00:23:23,119 --> 00:23:26,440
Speaker 1: encourage you to ask your questions over here down to

465
00:23:26,520 --> 00:23:29,480
Speaker 1: the b A of the QA. Go to Brown Ambition

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00:23:29,640 --> 00:23:34,080
Speaker 1: Podcast dot com and click contact us or briand Ambition

467
00:23:34,200 --> 00:23:38,359
Speaker 1: Podcasts at gmail dot com, email us there, or Brand

468
00:23:38,400 --> 00:23:42,200
Speaker 1: Ambition Podcast on ig slide into the DMS it goes

469
00:23:42,320 --> 00:23:45,639
Speaker 1: damning them, or you can always tweet us at the

470
00:23:45,840 --> 00:23:50,480
Speaker 1: BA podcast. Yeah, you know, and honestly, you guys can

471
00:23:50,520 --> 00:23:52,960
Speaker 1: alwaysweet us too, like Mandy is m A n D

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00:23:53,119 --> 00:23:56,359
Speaker 1: I Mandy Money and I am the budget ASA on Twitter.

473
00:23:56,440 --> 00:23:58,000
Speaker 1: So you know, we love your tweets there too. Love

474
00:23:58,040 --> 00:24:00,280
Speaker 1: when you tag all three of us the pod cast

475
00:24:00,320 --> 00:24:01,720
Speaker 1: as well as the three of us. I'm like, oh,

476
00:24:01,880 --> 00:24:06,639
Speaker 1: look at me, I'm tagged Twitter X. This is the

477
00:24:06,680 --> 00:24:12,080
Speaker 1: tweater wether. It's Twitter X. Until next week, we will

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00:24:12,200 --> 00:24:14,360
Speaker 1: see you, bye y'all