WEBVTT - Conflict Of Interest (BA Q&A) 0:00:04.720 --> 0:00:08.159 It's time for the b a q a a to 0:00:08.280 --> 0:00:11.240 b a q a, which say the b a q 0:00:11.440 --> 0:00:13.960 a with Mandy, the b a q a with Ti 0:00:14.680 --> 0:00:18.840 b a q a a. I feel like I was 0:00:18.840 --> 0:00:22.160 somewhere and someone was like, oh, where was I, and 0:00:22.239 --> 0:00:23.320 they asked me about. 0:00:23.079 --> 0:00:27.880 You the blanking the museum without me becausetory. 0:00:27.920 --> 0:00:30.360 Maybe, I feel like maybe. And then she was like, 0:00:30.480 --> 0:00:31.800 this is a hug. I know you don't like hugs, 0:00:31.840 --> 0:00:32.600 but this is for Mandy. 0:00:32.680 --> 0:00:35.519 I was like, thank you, continue doing that. 0:00:40.159 --> 0:00:41.680 I man, it's gonna be me peel myself because you know, 0:00:41.680 --> 0:00:42.960 I got to repel the floor. 0:00:44.720 --> 0:00:46.760 I told you about the things underwear. You gotta get 0:00:46.840 --> 0:00:48.800 on that. Oh my goodness. 0:00:48.840 --> 0:00:51.120 Like yeah, so y'all love to do that. They're like, oh, 0:00:51.159 --> 0:00:54.440 I know how much you hate. That's for me and 0:00:54.520 --> 0:00:57.920 d I'm like, they go, hug Mandy. No, I don't 0:00:57.920 --> 0:01:03.160 mind kinda yeah anyway, So b a qa So if 0:01:03.160 --> 0:01:05.240 you have questions, we have some answers. Although we are 0:01:05.280 --> 0:01:10.640 not your mama, your daddy, your sister, your doctor, your lawyer, 0:01:11.160 --> 0:01:15.160 we're not anything except for two smart, cute, fabulous brown 0:01:15.200 --> 0:01:18.440 girls who can give you a little bit of advice 0:01:18.560 --> 0:01:21.440 from the smallest grain of the smallest piece of salt. 0:01:21.880 --> 0:01:23.680 But ultimately we want you to lean into those people 0:01:23.680 --> 0:01:27.760 that you give money to to get your advice from. Okay, 0:01:27.840 --> 0:01:31.200 this is for education, not educational, this is for entertainment purposes. 0:01:31.480 --> 0:01:34.280 So lamente that means only if you spoke Spanish like 0:01:34.319 --> 0:01:37.760 me and Mandy. Yeah, so many you want to go first? 0:01:37.800 --> 0:01:43.919 Who's our first? I will go first to got some juicy, 0:01:43.959 --> 0:01:47.480 juicy career questions, which are my favorite. All Right, the 0:01:47.600 --> 0:01:50.840 first question I almost had to do a double take 0:01:50.840 --> 0:01:52.800 because I'm like, is this the Mandy money Maker who 0:01:52.840 --> 0:01:55.880 I was just talking to, who went through something very similar? 0:01:57.160 --> 0:01:59.480 But I'm going to use an expression y'all may be 0:01:59.560 --> 0:02:02.480 familiar with. It's called the PIT, which is a performance 0:02:02.520 --> 0:02:06.080 improvement plan. So let's take our first question from someone 0:02:06.080 --> 0:02:10.240 who wants to be called a worried entry level professional. Okay, 0:02:10.720 --> 0:02:13.760 she says, first and foremost, I love your podcast. You 0:02:13.800 --> 0:02:15.959 guys have taught me so much about all things career 0:02:16.000 --> 0:02:19.280 and finance. I was recently let go for my job 0:02:19.480 --> 0:02:22.480 due to failing to meet the requirements of a performance 0:02:22.600 --> 0:02:25.760 improvement or PIT plan. I was put on it for 0:02:25.880 --> 0:02:28.400 my last month of employment. I was working there for 0:02:28.440 --> 0:02:31.920 about a year, and the whole time I felt as 0:02:31.919 --> 0:02:34.600 though I wasn't properly onboarded to the projects I was on. 0:02:34.760 --> 0:02:38.040 I always ask questions when I was confused, but overall 0:02:38.080 --> 0:02:40.200 it was a very fast paced environment and I was 0:02:40.280 --> 0:02:43.480 totally new to the industry. Because of this, I just 0:02:43.560 --> 0:02:45.960 felt like a fish out of water every day for 0:02:46.040 --> 0:02:48.720 about a year. But I always showed up to work 0:02:48.720 --> 0:02:50.679 with a great attitude and I thought I was doing 0:02:50.720 --> 0:02:53.160 a great job. Towards the end of my time and 0:02:53.240 --> 0:02:55.720 my position, my manager revealed to me that I was 0:02:55.800 --> 0:02:58.400 not performing to the standards that someone in my position 0:02:58.480 --> 0:03:01.760 should have. In place me on the PIP for thirty days. 0:03:02.120 --> 0:03:04.720 When she told me this, I immediately took accountability and 0:03:04.760 --> 0:03:08.160 told her I would do better. Long story shirt short. 0:03:08.600 --> 0:03:12.120 My manager told me I did not improve after thirty 0:03:12.200 --> 0:03:15.000 days to their expectations, so I was being let go 0:03:15.120 --> 0:03:18.600 from my position. The moment that I was placed on 0:03:18.639 --> 0:03:21.320 the PIP, I started looking for new roles. But now 0:03:21.360 --> 0:03:24.160 it's been almost three months and I'm starting to get worried. 0:03:24.480 --> 0:03:27.120 So here's my question. I want to know. How should 0:03:27.160 --> 0:03:29.800 I answer the question, why did you leave your last position? 0:03:30.480 --> 0:03:33.680 With all the layoffs happening. I've just been telling recruiters 0:03:33.720 --> 0:03:36.200 that I was laid off. But is this okay? Is 0:03:36.200 --> 0:03:38.360 my future employer going to know that I was placed 0:03:38.360 --> 0:03:40.560 on a PIP. I just don't want to tell future 0:03:40.560 --> 0:03:42.840 employers that I was on a PIP because I feel 0:03:42.840 --> 0:03:45.120 like I will never get hired again and I'm only 0:03:45.200 --> 0:03:47.680 at the beginning of my career. Thank you, and I 0:03:47.720 --> 0:03:51.720 appreciate all of your help. Oh, I just want to 0:03:51.760 --> 0:03:53.000 give you a bang hug. 0:03:53.560 --> 0:03:54.920 So first of all, because this is new to me, 0:03:54.920 --> 0:03:56.320 So I'm going to ask questions as like, you know, 0:03:56.440 --> 0:04:00.000 like a round, you know, so, like I understand it, 0:04:00.120 --> 0:04:03.440 PIP means performance improvement plans, so maybe like what does 0:04:03.440 --> 0:04:04.000 that really mean? 0:04:04.040 --> 0:04:04.560 Like what is that? 0:04:05.080 --> 0:04:05.160 So? 0:04:05.440 --> 0:04:08.440 I have actually given performance improvement plans a couple of 0:04:08.440 --> 0:04:11.760 times in my career as a manager. So the thing is, 0:04:11.800 --> 0:04:16.000 there's no standardization of pips. It's pretty much up to 0:04:16.040 --> 0:04:19.000 the company and even the manager themselves to come up with, 0:04:19.160 --> 0:04:22.960 like what should we say this person has to do 0:04:23.160 --> 0:04:26.400 to basically save their job. But if you're at the 0:04:26.480 --> 0:04:29.600 level of a PIP, it means that you have been 0:04:30.000 --> 0:04:34.040 consistently not meeting expectations. Ideally, it's not going to be 0:04:34.080 --> 0:04:36.760 a surprise to you that you're on a PIP because 0:04:36.800 --> 0:04:39.279 you've been having regular one on ones and maybe even 0:04:39.360 --> 0:04:42.920 quarterly you know, MANI performance reviews with your manager, so 0:04:42.960 --> 0:04:45.080 you know that you're not up to scratch. When a 0:04:45.120 --> 0:04:47.960 PIP happens, at least in my experience, this is when 0:04:47.960 --> 0:04:50.800 you get HR involved and you put out a document 0:04:50.920 --> 0:04:53.359 and you have to sign it as the employee and 0:04:53.480 --> 0:04:55.799 your manager will sign it in probably the HR REP 0:04:56.360 --> 0:04:57.960 and a PIP is going to say, so it can 0:04:58.000 --> 0:05:00.720 be like thirty days, forty five days, ninety days, it's 0:05:00.800 --> 0:05:04.880 up to whatever, but thirty days is you know, fine standard. 0:05:05.400 --> 0:05:10.320 So it'll say typically like here's what here's exactly what 0:05:10.360 --> 0:05:13.400 you've been doing that has not met our expectations, and 0:05:13.440 --> 0:05:15.560 here's what you need to do. We need to be 0:05:15.640 --> 0:05:18.920 able to see this much X y Z over the 0:05:18.960 --> 0:05:22.560 next thirty days, and ideally it's very measurable. So it's 0:05:22.640 --> 0:05:26.040 we need you to show up on time every morning 0:05:26.240 --> 0:05:27.960 for the next thirty days. You'd be and you be 0:05:28.000 --> 0:05:31.599 at your desk by nine thirty am. We need you 0:05:31.680 --> 0:05:34.920 to meet your sales quota. I'm just using a really 0:05:34.960 --> 0:05:38.279 easy example eighty percent of the time or just have 0:05:38.760 --> 0:05:42.360 you know, specific benchmarks for them to hit. And at 0:05:42.360 --> 0:05:46.120 this point I would highly suggest and I like that, 0:05:46.320 --> 0:05:50.720 you know the the a worried entry level professional as 0:05:50.720 --> 0:05:52.440 she wants to be called, says, as soon as I 0:05:52.480 --> 0:05:57.200 got a PIP, I started job searching, absolutely, because even 0:05:57.240 --> 0:06:00.800 if you survive the PIP, it's it's it's almost a 0:06:00.880 --> 0:06:05.520 tool to get you to get like get with it 0:06:05.560 --> 0:06:08.480 and like get to step in. When I used a PIP, 0:06:08.920 --> 0:06:11.479 I did want the person to improve, but because I 0:06:11.560 --> 0:06:14.240 had seen, you know, what they were capable of for 0:06:14.320 --> 0:06:17.320 months and years, at some points it really was like 0:06:17.360 --> 0:06:19.800 a formal way of saying, it's time for you to 0:06:19.839 --> 0:06:22.880 probably think about moving on, and I want to be 0:06:23.200 --> 0:06:25.440 I want to give you notice. Like it's almost like 0:06:25.440 --> 0:06:28.000 a You can look at it negatively, like, oh, it's 0:06:28.080 --> 0:06:29.880 just them trying to push you out, But for me, 0:06:29.960 --> 0:06:32.599 I was like, let me give you a bit of 0:06:32.600 --> 0:06:35.200 a wake up call so that you have some time 0:06:35.279 --> 0:06:37.440 to get your shit in order and find a job 0:06:37.480 --> 0:06:39.920 that is the right fit for you, because this is 0:06:39.960 --> 0:06:42.320 not working, and you know we're a business. I'm not 0:06:43.160 --> 0:06:45.359 gonna I can't keep someone on the team who is 0:06:45.360 --> 0:06:50.360 in performing that's just not something that we can do. So, yeah, 0:06:50.360 --> 0:06:52.400 that's that's in a nutshell what a pip is like. 0:06:52.480 --> 0:06:55.440 And yes, so you'll be sat down and it's it's 0:06:55.480 --> 0:06:58.800 not fun to have those conversations. Yes, it's not fun. 0:06:58.880 --> 0:07:01.440 Then what do you suggest for her? So to her point, 0:07:01.640 --> 0:07:03.839 she's like, all right, I'm probably not going to have 0:07:03.880 --> 0:07:06.160 this job. What do I tell people so I can 0:07:06.200 --> 0:07:09.760 be honest, but also so I don't brand myself as 0:07:09.800 --> 0:07:10.640 the pit girl. 0:07:11.040 --> 0:07:13.800 Yeah, I would say, do not lead with I wouldn't 0:07:13.880 --> 0:07:17.320 I wouldn't lie because, like I think it comes across 0:07:17.480 --> 0:07:19.840 in a conversation when you're like, I was laid off. 0:07:20.280 --> 0:07:22.240 I wouldn't even tell someone who was laid off to 0:07:22.320 --> 0:07:24.920 just say I was laid off, because even that is 0:07:24.960 --> 0:07:28.320 going to open the recruiter's mind or the main hiring 0:07:28.360 --> 0:07:31.560 manager's mind to like, uh, why were you laid off? 0:07:31.560 --> 0:07:33.600 Were you not as good as everyone else? Like you 0:07:33.680 --> 0:07:36.000 need to have a better story to tell. I'm always 0:07:36.000 --> 0:07:40.360 talking about how storytelling is one of the most undervalued 0:07:40.440 --> 0:07:43.480 skill sets as an employee as you move throughout your career, 0:07:43.960 --> 0:07:46.200 because it's really how you tell the story of the 0:07:46.240 --> 0:07:49.760 moves that you've made that can make or break someone's 0:07:50.200 --> 0:07:52.440 first impression of you and will they move you on 0:07:52.520 --> 0:07:54.080 to the next round. And so what I mean by 0:07:54.080 --> 0:07:56.840 that is, Okay, you had a performance improvement plan, you 0:07:56.880 --> 0:08:01.119 didn't meet the expectations, you got the boot. They don't 0:08:01.240 --> 0:08:03.120 need to know that. You don't want to tell them that. 0:08:03.240 --> 0:08:06.600 So what you can say is, you know, I'm new 0:08:06.640 --> 0:08:09.880 to this field. I spent a year with this company 0:08:10.120 --> 0:08:14.000 and I showed up every day with an incredible with 0:08:14.040 --> 0:08:19.880 a great attitude positive. Unfortunately I wasn't. And you want 0:08:19.880 --> 0:08:21.440 to be careful here because you don't want to talk 0:08:21.480 --> 0:08:24.960 crap about your former manager, because in their mind the recruiter, 0:08:25.200 --> 0:08:27.080 they're going to be thinking about, oh, is she going 0:08:27.160 --> 0:08:30.160 to talk crap about me someday. But what you want 0:08:30.160 --> 0:08:32.960 to say is, you know, we sort of came to 0:08:33.000 --> 0:08:37.720 a mutual decision that, given the expectations of the job 0:08:37.920 --> 0:08:40.480 and how different they were to my impression of the 0:08:40.559 --> 0:08:44.800 job when I started, that it was better for me 0:08:44.960 --> 0:08:48.439 to look for a new opportunity. And I'm really excited 0:08:48.480 --> 0:08:51.320 about working here because I can see that you guys 0:08:51.440 --> 0:08:54.720 really invest in your workers, You train them, you give guidance, 0:08:55.600 --> 0:08:58.319 and I know that I you know, I'd be going 0:08:58.360 --> 0:09:00.800 into a workplace where I would have that kind of support. 0:09:01.360 --> 0:09:03.360 That's one way to frame it, so that you're sort 0:09:03.400 --> 0:09:05.760 of telling a story of you know, you weren't exactly 0:09:05.800 --> 0:09:09.120 supported in your previous role, but then you're shifting it 0:09:09.160 --> 0:09:11.880 and spinning it around to kind of praise the company 0:09:11.880 --> 0:09:14.040 that you're interviewing for by pointing out the fact that 0:09:14.080 --> 0:09:16.920 you like that they have, you know, at this point, 0:09:16.920 --> 0:09:19.600 you know about maybe a training program, or they have 0:09:19.720 --> 0:09:23.800 regular performance reviews or communication, you know, with their managers. 0:09:24.480 --> 0:09:27.640 You could and you can leave it at that. You 0:09:27.679 --> 0:09:33.600 could also just say I had a shift, and you know, 0:09:33.840 --> 0:09:36.439 I had a shift in what I wanted from my career, 0:09:36.480 --> 0:09:39.719 and I'm ready for a new challenge or a new 0:09:39.760 --> 0:09:42.800 direction in my career, and I think that your company 0:09:43.000 --> 0:09:45.280 and this position is perfect for me, and I'm very 0:09:45.280 --> 0:09:48.480 excited about it, and kind of, you know, you address it, 0:09:48.520 --> 0:09:51.040 but then you just kind of move on without giving 0:09:51.080 --> 0:09:56.120 too much detail. I think omitting the specifics of the 0:09:56.120 --> 0:09:58.360 pit and all that is probably the best case scenario 0:09:59.679 --> 0:10:03.000 because no matter like my heart goes out to you 0:10:03.000 --> 0:10:04.640 have a lot of empathy for you for going through 0:10:04.640 --> 0:10:07.319 a pit, but as a hiring manager. If you got 0:10:07.320 --> 0:10:10.440 someone who's telling you they've struggled, and you've got candidates 0:10:10.480 --> 0:10:13.000 who you know, seem like they're going to come in 0:10:13.040 --> 0:10:15.400 and get it right away, Yeah, you're not going to 0:10:15.440 --> 0:10:18.560 go for the person who's kind of told you already 0:10:18.559 --> 0:10:22.000 that they've had some issues in the past. Meaning expectations 0:10:22.640 --> 0:10:26.120 now on your part. Get it together in the sense 0:10:26.160 --> 0:10:29.360 that whatever it is. I know that you know you 0:10:29.360 --> 0:10:32.040 said you didn't get the guidance that you needed. But 0:10:32.400 --> 0:10:35.560 if this is the career path that you want, how 0:10:35.600 --> 0:10:38.320 can you start getting better, getting the help that you 0:10:38.360 --> 0:10:43.120 need and improving. So maybe you could offer to freelance 0:10:43.400 --> 0:10:46.880 or shadow sit down and speak with people who are 0:10:46.880 --> 0:10:49.640 really familiar with the field that you're in. You know, 0:10:49.640 --> 0:10:51.640 you can go to a networking event and just say, hey, 0:10:51.679 --> 0:10:54.079 I just had this experience and it didn't work out, 0:10:54.120 --> 0:10:55.600 but I still want to do this. I don't know 0:10:55.600 --> 0:10:57.560 what kind of work you do. I want to be 0:10:57.600 --> 0:11:00.319 in this field, you know, can you help me figure 0:11:00.360 --> 0:11:03.200 out sort of what went wrong and and so I 0:11:03.200 --> 0:11:05.080 can do better in the next one. You need someone 0:11:05.120 --> 0:11:07.760 to like carry like hold your hand a little bit 0:11:07.840 --> 0:11:10.960 and help you get the skills that you were lacking. 0:11:11.480 --> 0:11:13.160 That led you to not have this job, because I 0:11:13.640 --> 0:11:17.360 don't want you to go into your next job and 0:11:17.200 --> 0:11:18.599 I and I hope that you get one soon, but 0:11:18.640 --> 0:11:21.920 I don't want you to go in there having not 0:11:22.120 --> 0:11:25.200 changed anything, you know, from what happened last time. 0:11:26.040 --> 0:11:30.560 That's really good advice now, because I mean, because you know, 0:11:30.640 --> 0:11:33.160 I'm not on the career side, I'll just say maybe 0:11:33.160 --> 0:11:34.520 on the potential hiring side. 0:11:34.640 --> 0:11:36.680 You never given a pip to any of your unicorn 0:11:36.679 --> 0:11:39.439 squads because you don't have no girl. 0:11:39.920 --> 0:11:41.959 I mean, that's why there's so many of them are 0:11:41.960 --> 0:11:45.400 going now and the amazing ones are here. Hey, girls, 0:11:46.800 --> 0:11:51.280 that's shade. I didn't know I was. I didn't know 0:11:51.280 --> 0:11:53.640 how to lead as well as I I let a 0:11:53.720 --> 0:11:57.000 lot of stuff slide, and so yes, you know, so 0:11:57.200 --> 0:11:59.000 here we are now where you know that's not the 0:11:59.000 --> 0:12:01.280 case now. Honestly, everybody's amazing and not the people were 0:12:01.320 --> 0:12:05.280 really nice. But I did not know how to to 0:12:05.320 --> 0:12:10.880 give constructive criticism, not criticism Cristucks, constructive critique of work. 0:12:11.000 --> 0:12:13.000 So I just let saying things slide and then said 0:12:13.040 --> 0:12:15.800 I just took on that burgeon for myself until I 0:12:15.840 --> 0:12:19.360 wore myself out, which is not good. But I'll just say, 0:12:19.360 --> 0:12:22.800 as somebody who hires people that yes, I you know, 0:12:22.800 --> 0:12:26.440 obviously I'm wanting you to be honest. But to Mandy's point, 0:12:26.520 --> 0:12:28.400 not to the detriment of yourself. You know, you're here 0:12:28.400 --> 0:12:33.640 to sell yourself basically, you know, and if I know that, ultimately, 0:12:33.760 --> 0:12:35.440 I'm not expecting it. You know how to do everything, 0:12:35.480 --> 0:12:38.040 but I am expecting that you are willing to learn. 0:12:39.120 --> 0:12:41.560 So if I hear that, like with Mandy, to Mandy's point, 0:12:41.600 --> 0:12:44.480 it's like, you know, you know, here's where you know, 0:12:44.520 --> 0:12:47.600 maybe I had some challenges, but I'm someone who I 0:12:47.640 --> 0:12:49.439 took this class, I learned this, I did this, And 0:12:49.679 --> 0:12:52.040 to Mandy's point, like one of my one of the 0:12:52.080 --> 0:12:53.640 things I love, like so much for about the people 0:12:53.679 --> 0:12:57.640 on my team is they're constantly taking courses and classes 0:12:57.760 --> 0:13:02.760 and learning and beyond what you know, like what I'm sharing, 0:13:03.520 --> 0:13:06.480 you know, like Logan, I mean there's always a class 0:13:06.520 --> 0:13:08.240 Logan's taken a Eekeisa was just telling me, oh, yeah, 0:13:08.240 --> 0:13:10.120 I took a class on that. I'm like, that's why 0:13:10.160 --> 0:13:14.520 they're here and why they continue to excel, because the 0:13:14.640 --> 0:13:18.160 key is even beyond working with me, like the team, 0:13:18.559 --> 0:13:20.560 they when you do that, you get to gather skill 0:13:20.640 --> 0:13:22.760 sets that makes you marketable across the board. 0:13:23.120 --> 0:13:24.240 Yeah, you know. 0:13:24.440 --> 0:13:27.040 So it's like there's a win for you and making 0:13:27.080 --> 0:13:30.200 yourself better because even if the budgetessa doesn't exist, they 0:13:30.280 --> 0:13:32.360 can go on and be great other places. And so 0:13:32.960 --> 0:13:34.520 that's just a really good advice that made it gave 0:13:34.559 --> 0:13:35.480 you so hope. 0:13:35.480 --> 0:13:38.120 You mean in you can't be in the passenger seat 0:13:38.160 --> 0:13:39.880 when it comes to your career. You need to get 0:13:39.960 --> 0:13:43.520 that steering wheel girl and drive it yourself and go 0:13:43.720 --> 0:13:47.280 into jobs. Yes, ready to perform and ready to like listen, 0:13:47.760 --> 0:13:53.480 but you can't expect your manager to teach you every 0:13:53.600 --> 0:13:56.240 single thing. You know, take some ownership, and take some 0:13:56.360 --> 0:14:01.880 ownership proactive yourself and raise in doing your own research. 0:14:01.960 --> 0:14:04.520 And as you're falling behind in a skill like finding 0:14:04.559 --> 0:14:07.320 a way to get caught up without just being telling 0:14:07.360 --> 0:14:08.480 your boss like I don't get. 0:14:08.440 --> 0:14:12.439 At Yeah, that is the worst. It's like, yeah, and 0:14:12.520 --> 0:14:15.360 I'm saying this that like doctor Green. My therapist share 0:14:15.360 --> 0:14:16.719 with me this a couple of weeks ago, which I 0:14:16.840 --> 0:14:18.560 was like, it was a great aha moment. She said 0:14:19.000 --> 0:14:24.240 that you are you cannot help when something happens to you, right, 0:14:24.640 --> 0:14:26.880 So something bad happens to you. That is not your fault, 0:14:27.160 --> 0:14:29.840 but at some point you have to take responsibility of 0:14:29.960 --> 0:14:32.680 how you choose to live your life. Yeah, so like 0:14:32.840 --> 0:14:35.800 you know, so, okay, I have an unresponsive boss, got 0:14:35.840 --> 0:14:39.160 out such a fault, but you have to take responsibility, 0:14:39.520 --> 0:14:41.560 like knowing that I'm not going to get support here, 0:14:41.720 --> 0:14:44.160 what do I need to do? You do have a 0:14:44.280 --> 0:14:46.280 choice there, and so all of us have those choices 0:14:46.600 --> 0:14:48.840 that within this framework. If I can't do all the things, 0:14:48.880 --> 0:14:50.880 but I can't do this thing, are you at least 0:14:50.960 --> 0:14:53.720 doing that thing? So I want to take a quick 0:14:53.920 --> 0:14:56.680 break so we can answer our next question. But real 0:14:56.760 --> 0:14:59.280 quick before we take a break, I know we probably 0:14:59.320 --> 0:15:00.840 have maybe like a I don't know, maybe a few 0:15:00.880 --> 0:15:03.360 copies left, a few hundred copies left. We'll see. But 0:15:03.400 --> 0:15:06.000 if you go to Maid Whole Workbook dot com, y'all know, 0:15:06.040 --> 0:15:09.000 I have a new workbook, the workbook version of Get 0:15:09.080 --> 0:15:12.560 Good with Money. It is signed and it comes to 0:15:12.600 --> 0:15:15.600 the green bracelet. I signed about five thousand of them 0:15:16.400 --> 0:15:18.240 last time I checked. You know, over half of them 0:15:18.240 --> 0:15:20.200 where had already been sold. Hopefully there's still some left. 0:15:20.200 --> 0:15:22.360 While you're listening to this, if you like a copy 0:15:22.480 --> 0:15:24.040 of Maid Whole, because you're like, you know what. I 0:15:24.120 --> 0:15:26.440 want to reach financial wholeness and ten easy steps. I 0:15:26.520 --> 0:15:29.400 want to work along in a workbook with Tiffany guiding 0:15:29.440 --> 0:15:30.960 me step by step of what to do when it 0:15:31.040 --> 0:15:35.880 comes to budgeting, savings, debt, credit earning, investing, insurance, net worth, 0:15:36.360 --> 0:15:39.920 your financial team, and estate planning. If you want all that, 0:15:40.720 --> 0:15:43.440 Maid Whole workbook dot com, get your signed copy, get 0:15:43.480 --> 0:15:47.600 your bracelet, get started. Okay, we'll be back and black 0:15:47.720 --> 0:15:54.000 and brown and we're back. 0:15:55.160 --> 0:15:55.400 Okay. 0:15:55.440 --> 0:16:02.920 Our second question today is from Sad Sad. She says, Hey, ladies, 0:16:03.120 --> 0:16:05.880 I love Brown ambition and listen every week. I had 0:16:05.880 --> 0:16:08.920 a relatively successful YouTube channel and I got really good 0:16:08.960 --> 0:16:10.480 at audio and video editing. 0:16:10.600 --> 0:16:11.040 Love that for you. 0:16:11.720 --> 0:16:14.480 A content production company hired me to do editing for 0:16:14.560 --> 0:16:17.680 them with an amazing salary. But after I got the job, 0:16:17.760 --> 0:16:20.800 my boss asked me to stop doing my own channel 0:16:21.240 --> 0:16:25.360 because a conflict of interest and my content was pretty controversial. 0:16:25.680 --> 0:16:30.200 Oh what you mean is that fair? I never signed 0:16:30.280 --> 0:16:32.920 a non compete, and if he told me this from 0:16:32.960 --> 0:16:34.680 the beginning, I'm not sure I would have taken it. 0:16:35.120 --> 0:16:37.080 I love my new job, but I feel sad about 0:16:37.560 --> 0:16:40.880 I feel sad without my own YouTube that I work 0:16:40.960 --> 0:16:44.240 so hard on. Please give me some advice. Ooh, you 0:16:44.320 --> 0:16:47.000 are between a rock and a hard place. First of all, 0:16:47.400 --> 0:16:50.600 is it fair? Let's answer that question absolutely not, you know, 0:16:50.840 --> 0:16:54.240 like they well, here's the thing. Is it fair for 0:16:54.360 --> 0:16:57.040 them to spring this on you after already giving you 0:16:57.120 --> 0:16:58.680 that job? No, because they knew who he works? Is 0:16:59.320 --> 0:17:03.120 you know, like that's yes? You know, so that they 0:17:03.240 --> 0:17:05.600 probably reached out to you because of your you know, 0:17:05.680 --> 0:17:08.040 your editing skills and like what they saw there which 0:17:08.960 --> 0:17:12.639 asking you to shift like beforehand, it's one thing that 0:17:12.680 --> 0:17:15.720 way you can make an educated decision based upon this 0:17:15.800 --> 0:17:18.200 is what's being offered to me. But asking you after 0:17:18.440 --> 0:17:21.639 having you locked in that is quite unfair and unprofessional 0:17:21.720 --> 0:17:27.840 of them. And so I here's the thing you're gonna 0:17:27.880 --> 0:17:30.120 have to decide. I don't know what your money's looking 0:17:30.320 --> 0:17:34.439 like and how like by successful what do you mean 0:17:34.520 --> 0:17:37.880 financially successful your YouTube channel? And kind of like what's 0:17:37.920 --> 0:17:40.080 your desired outcome in the long run, like what you're 0:17:40.119 --> 0:17:42.080 wanting Like are you wanting to work for yourself? Are 0:17:42.080 --> 0:17:47.600 you wanting to to you know, eventually do maybe freelance 0:17:47.640 --> 0:17:51.320 when it comes to video conduct production? You know, and 0:17:51.440 --> 0:17:55.639 if that is the case, you might decide I'm going 0:17:55.680 --> 0:17:58.959 to stay with them for a specific amount of time 0:17:59.040 --> 0:18:00.919 until I can save up another money so I can 0:18:01.200 --> 0:18:04.200 strike back out on my own. I don't want you 0:18:04.280 --> 0:18:06.760 to not have your own creative outlet. And just because 0:18:06.760 --> 0:18:09.080 you don't post them live doesn't mean you still can't create. 0:18:11.320 --> 0:18:14.560 And so consider if it was me, honestly, I probably 0:18:14.560 --> 0:18:17.400 would continue to create. Maybe I would not make those 0:18:17.440 --> 0:18:19.359 things live because I want to just keep my skill 0:18:19.440 --> 0:18:22.200 set home, and I'd be hatching a plan to leave. 0:18:22.920 --> 0:18:24.760 That's probably what I would do. It's like, you know, 0:18:24.760 --> 0:18:26.639 it's up to you, obviously, but I'd be like, Okay, 0:18:26.680 --> 0:18:28.320 I'm gonna stay here for six months or a year 0:18:28.440 --> 0:18:30.359 or whatever it is until I can save up this 0:18:30.400 --> 0:18:32.680 amount of money. I'm gonna live below my means, save 0:18:32.760 --> 0:18:34.840 up a certain amount of money so I can strike 0:18:34.880 --> 0:18:36.520 out on my own, and maybe I can be my 0:18:36.600 --> 0:18:39.560 own video production company for other people. Because now I 0:18:39.640 --> 0:18:42.200 know how to do this, I'm going to let them pay. 0:18:42.119 --> 0:18:42.760 Me to learn. 0:18:43.480 --> 0:18:48.040 You know, this business that they're in, because I we are. 0:18:48.640 --> 0:18:51.399 Life is sad enough, you know, And if you have 0:18:51.520 --> 0:18:53.840 this amazing outlet to lean into, I hate for you 0:18:54.040 --> 0:18:55.920 to see that to I would hate for that to go. 0:18:56.359 --> 0:18:57.960 But at the same time, we're adults. We have to 0:18:58.000 --> 0:19:00.680 pay bills and we have to you know, main like 0:19:00.760 --> 0:19:02.840 the financial parts of our lives. So I wouldn't just 0:19:02.920 --> 0:19:04.760 jump out the window when it came to this, I 0:19:04.840 --> 0:19:09.240 would be planning of how do I have both? You know, 0:19:09.440 --> 0:19:11.240 like how do I have some financial security, but how 0:19:11.280 --> 0:19:12.600 do I be able to live it and do the 0:19:12.640 --> 0:19:13.280 thing I want to do? 0:19:14.960 --> 0:19:17.360 Yeah? I have direct And that's the reason I kind 0:19:17.359 --> 0:19:19.159 of got a heavy, like a heavy sigh with this 0:19:19.320 --> 0:19:21.720 question because it brought up for me a feeling that 0:19:21.800 --> 0:19:23.880 I have when employed. You know what I'm talking about 0:19:23.880 --> 0:19:27.920 that I have been in the shoes of someone who 0:19:28.040 --> 0:19:31.200 was hired because they have this great platform and you 0:19:31.280 --> 0:19:33.320 know in social media and all that kind of stuff, 0:19:34.160 --> 0:19:36.080 and the person who hires you thinks it's great. But 0:19:36.160 --> 0:19:38.560 then you get into the company and there's other opinions. 0:19:38.720 --> 0:19:42.040 There's people who didn't you know know, maybe they're like, oh, yeah, 0:19:42.119 --> 0:19:44.480 someone's so and so hired a new video person. That's great, 0:19:45.040 --> 0:19:47.440 but then they find out about maybe your YouTube channel 0:19:47.480 --> 0:19:49.960 and then it offends them or something that you said 0:19:50.080 --> 0:19:52.320 runs a rub someone the wrong way. And they are 0:19:52.480 --> 0:19:54.560 a senior executive and it gets up the chain and 0:19:54.600 --> 0:19:56.639 all of a sudden, it wasn't a problem when you 0:19:56.720 --> 0:19:59.480 were hired because your hurry manager had no problem with it. 0:20:00.040 --> 0:20:02.720 But the huge mistake that they made was not getting 0:20:02.760 --> 0:20:06.080