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Speaker 1: Hey, Hey ba fan, It's Mandy here with another edition

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Speaker 1: of ba Q and A where I take all of

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Speaker 1: your money and career questions. If you're looking for a

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Speaker 1: way to submit your question, where have you been? Okay?

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Speaker 1: Get it together? Go to Brownambition podcast dot com. You

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Speaker 1: can ask us anything there, or you can head on

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Speaker 1: over to our Instagram page at Brand Admission Podcast on

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Speaker 1: ig and submit your question. There could not be more

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Speaker 1: excited for these juicy career questions today. Today we've got

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Speaker 1: two fantastic questions, so let's dive on in the first

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Speaker 1: one comes from listener Julietta. Julieta says, I have a

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Speaker 1: full time job at an amazing company, but I really

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Speaker 1: want to apply to a new position that I know

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Speaker 1: I am perfect for and is more my speed. The

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Speaker 1: only negative is that the new position is listed as

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Speaker 1: a six month contract. My current position is not limited

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Speaker 1: like this. What are your thoughts? Is it possible to

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Speaker 1: negotiate a year or any other advice? All right, Julietta,

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Speaker 1: thank you so much for your question. This is a

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Speaker 1: juicy one. So she doesn't want to say where. She

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Speaker 1: doesn't want to say where she works, but let's just

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Speaker 1: say it's a big, old company, and it's an exciting company,

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Speaker 1: and it's relatively new, Okay, And I know a little

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Speaker 1: something about this company because I've worked with companies like

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Speaker 1: this before, So I also know that there's a lot

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Speaker 1: of changes happening at this company. And I think it's

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Speaker 1: important to always kind of stay plugged in, even if

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Speaker 1: you work for a huge corporation or small one. You know,

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Speaker 1: is there high turnover? Have there been layoffs recently, because

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Speaker 1: that can actually present opportunities for advancement that may not

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Speaker 1: have otherwise been there. I actually may have a good

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Speaker 1: sense of why they're looking for a six month contract

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Speaker 1: role because I have seen this company has had you know,

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Speaker 1: cuts in certain departments recently, so I'm wondering if they

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Speaker 1: are trying to test out and see if there's actually,

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Speaker 1: you know, enough value to have someone full time. So

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Speaker 1: what they may be doing is just saying, well, let's

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Speaker 1: give it a six month contract and potentially, if we're

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Speaker 1: happy with this productivity and this you know, the value

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Speaker 1: from this role that we're getting, maybe we will have

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Speaker 1: a case for fleshing it out with a full time hire.

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Speaker 1: You're internal at the company, so I say, hell's yeah,

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Speaker 1: go and ask whoever the hiring manager is, for a

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Speaker 1: conversation about their plans for the role. You know, Ask them,

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Speaker 1: for example, tell them what you do now in your

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Speaker 1: full time role. Tell them why you're interested in this

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Speaker 1: new position. But you wouldn't be interested, obviously in going

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Speaker 1: from a full time employee to a six month contract role.

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Speaker 1: What may happen, for example, is that they say, well,

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Speaker 1: you know, maybe why don't you go ahead and apply,

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Speaker 1: and maybe we have a bit of a case for

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Speaker 1: asking for a full time hire. That's a pretty unlikely scenario,

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Speaker 1: even as I'm saying it, because in my experience as

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Speaker 1: a hiring manager, when you're approved for a certain budget

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Speaker 1: for a role headcount, for example, you're kind of approved

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Speaker 1: and then that's it, you know. So if they're saying,

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Speaker 1: if they've already been told we don't have you're not

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Speaker 1: going to get approved for a full a full headcount

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Speaker 1: here like a full employee hire, but we'll give you

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Speaker 1: the budget for a contract worker. That may be all

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Speaker 1: they have to work with. So what you could take

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Speaker 1: from that conversation is one, you've got an opportunity at

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Speaker 1: a pretty big company based on what I know about

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Speaker 1: your firm, You've got an opportunity to start connecting with

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Speaker 1: people on the team that is potentially hiring for a

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Speaker 1: role that you want. So it could be good from

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Speaker 1: just a personal branding standpoint to let them know, Hey,

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Speaker 1: I'm Julietta, I exist, I'm excited about this work that

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Speaker 1: you guys are doing and I want to be a

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Speaker 1: part of it. They may not have a role that

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Speaker 1: fits you right now, and I'm not suggesting at all

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Speaker 1: that you should take a step down and go from

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Speaker 1: full time to a six month contract gig that could

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Speaker 1: arguably not get renewed for another six months after that,

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Speaker 1: or even if they said, you know, why don't you

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Speaker 1: work for a year on a contract basis, Again, you're

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Speaker 1: dealing with that uncertainty of not being brought on full time.

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Speaker 1: It's up to you whether or not you think that's

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Speaker 1: worth the risk, but it may be for you just

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Speaker 1: a long play here. Talk to the hiring manager, see

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Speaker 1: what the background is on the role, let them know

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Speaker 1: that you're interested, and then see where the conversation goes

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Speaker 1: from there. You also ask is it possible to negotiate

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Speaker 1: a year instead of a six month contract. Anything is possible,

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Speaker 1: Everything is negotiable, but have to be open to the

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Speaker 1: fact that you know they're probably doing a six month

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Speaker 1: contract because potentially there's a project they have in mind

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Speaker 1: for this person or this you know, this team to

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Speaker 1: come in and complete in a six month timeframe, or

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Speaker 1: they could be trying to build a case for a

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Speaker 1: full time hire and they may not know until after

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Speaker 1: those six months are complete whether or not you can

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Speaker 1: be renewed for an additional six months or any other

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Speaker 1: period of time. That's going to be even something else

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Speaker 1: for you to discuss with that hire remanager. When I'm

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Speaker 1: not saying if, but when you get on the phone

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Speaker 1: or on zoom with them and find out more about

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Speaker 1: the role. Okay, really appreciate your question. Good luck. I mean,

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Speaker 1: go for it if the opportunity is exciting to you

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Speaker 1: and it's what you want to do. I don't want

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Speaker 1: you to be the best kept secret. I love that

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Speaker 1: quote that we have from a recent guest Page Turner

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Speaker 1: on the show. She said, you cannot be a best

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Speaker 1: kept secret. So raise your hand, Julietta, tell the hiringmanager

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Speaker 1: that you have an asset at the company right now

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Speaker 1: who could do this work and would be excited to

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Speaker 1: do it. So how can we make this possible? How

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Speaker 1: can we make it work and kind of make your

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Speaker 1: own magic? Okay, thank you again for your question. I'm

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Speaker 1: gonna take a quick break and I'll be right back

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Speaker 1: with another career question from a listener who wants to

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Speaker 1: know how the heck do I get promoted? Ava fam

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Speaker 1: I am back with our final question of the show

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Speaker 1: from listener Charrell. I love the same so pretty, Charrell says,

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Speaker 1: I have just started listening to your podcast. I love it.

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Speaker 1: I'm a brown girl looking to advance in corporate America,

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Speaker 1: so this podcast couldn't have come at a better time.

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Speaker 1: I've been working in the food service supply industry for

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Speaker 1: three and a half years, and I want to get

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Speaker 1: promoted right now. I process companies returns. I handle purchase

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Speaker 1: orders and refunds. I've been in this position for two years.

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Speaker 1: I recently saw on their website that they're looking to

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Speaker 1: hire a returns manager. My title is a sales support specialist.

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Speaker 1: While I don't possess some of the requirements, I want

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Speaker 1: to know if I should apply anyway. Since I'm looking

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Speaker 1: to get promoted, I have some experience to bring to

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Speaker 1: the table. I listen to your latest episode on pivoting

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Speaker 1: and it inspired me. What do you think is the

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Speaker 1: worst I could happen if my manager sees I'm trying

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Speaker 1: to switch positions. Thank you all right, Charelle. I am

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Speaker 1: so proud of you for keeping your eyes open to

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Speaker 1: other opportunities within your company. This is what we should

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Speaker 1: all be doing. You know, I say it a lot,

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Speaker 1: but maybe not often enough. And when you're working in

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Speaker 1: a corporation and you have a boss or a manager,

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Speaker 1: we all do right that that boss does not always

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Speaker 1: have a plan for you. The good bosses do. The

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Speaker 1: good bosses will sit down and they'll they'll strategize with

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Speaker 1: you and help you advance. And how can I be

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Speaker 1: an ally and a sponsor and get you moving up

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Speaker 1: through the company and all of that. But the sad

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Speaker 1: truth is that that's not always happening. So we have

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Speaker 1: to take charge of our own, you know, our own fates,

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Speaker 1: our own futures within companies, and we have to create

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Speaker 1: momentum for ourselves. And the way that you're doing it

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Speaker 1: is the exact right way. An eye open for new

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Speaker 1: opportunities and then throwing your hat in the ring. You've

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Speaker 1: got two years under your belt at this company, Okay,

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Speaker 1: and you've been in your industry for over three years,

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Speaker 1: so you do have experience to bring to the table here,

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Speaker 1: and it sounds like a returns manager is pretty much

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Speaker 1: the next step or a couple of steps above what

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Speaker 1: you're doing. Now. What I love about this is it's

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Speaker 1: going to give you an opportunity to have a conversation

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Speaker 1: with your hiring manager and say, hey, I saw this

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Speaker 1: role as opening up. I actually think I'm ready for

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Speaker 1: the next step. So can I be considered or would

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Speaker 1: you consider me for this promotion? I don't think honestly

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Speaker 1: that anything negative would come of this. I think on

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Speaker 1: the flip side, it would be really positive. One, it

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Speaker 1: shows that you were ambitious and that you want to

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Speaker 1: grow with the company, a good manager who wants to

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Speaker 1: support and grow talent, and we'll see this as a

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Speaker 1: signal that, Okay, I need to invest in Chirell. And

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Speaker 1: also it's going to force them to explain to you

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Speaker 1: if they say no, why not. And when they tell

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Speaker 1: you why not, it's usually giving you a couple of

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Speaker 1: you know, key indicators or key steps that you at

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Speaker 1: least have information on what you can improve on or

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Speaker 1: what you should learn or what you can demonstrate to

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Speaker 1: be what they perceive as ready for that step up,

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Speaker 1: So be prepared. You may not hear, oh yes, but

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Speaker 1: of course we would have loved to promote you. What

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Speaker 1: you may hear is, oh well, in order to take

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Speaker 1: this role, we require X number of months of service

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Speaker 1: and blah blah blah blah blah. And they may tell you, okay, well,

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Speaker 1: we would love to see more of this from you

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Speaker 1: in the next six months. And if they don't volunteer

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Speaker 1: that information, be prepared to ask yourself and hold them

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Speaker 1: accountable for it. So don't let this be the last

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Speaker 1: time you talk about it. Bring it up in your

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Speaker 1: annual review, bring it up in your one on ones

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Speaker 1: with your boss. Advocate for yourself. Absolutely, you have been

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Speaker 1: a sales associate, you know, processing returns and sounds pretty

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Speaker 1: entry level at this company, So of course you're going

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Speaker 1: to be looking for your next step up. Who wants

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Speaker 1: to remain stagnant, you know. So if the company values you,

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Speaker 1: they're going to create a path for you. They're going

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Speaker 1: to give you information on how to get to that

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Speaker 1: next level. You may have to be a little bit

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Speaker 1: you know, pushy in a squeaky wheel, which I am

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Speaker 1: more than okay with I always have them be that

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Speaker 1: squeaky wheel. But at the end of the day, you

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Speaker 1: may have to create a little bit of your own

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Speaker 1: good fortune in that way and advocate for yourself. That

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Speaker 1: also will give you information that you're going to need

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Speaker 1: to plan your next career move. So if this company

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Speaker 1: stonewalls you, if, for example, they say, oh, well, you know,

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Speaker 1: we want you to have three years of service and

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Speaker 1: you're coming up on three right now, and you get

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Speaker 1: to three and you're like, hey, it's been three years,

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Speaker 1: where's my promotion? And then they come up with another

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Speaker 1: reason why they can't give you a promotion. It could

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Speaker 1: be oh, we don't have the budget for a headcount,

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Speaker 1: or oh well we just hired someone. There's always going

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Speaker 1: to be reasons that's going to tell you, and it's

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Speaker 1: why I tell everyone always keep your eyes open to

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Speaker 1: external opportunities. So maybe this position with your company right

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Speaker 1: now isn't available for you for whatever reason, but it

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Speaker 1: doesn't mean that you should stop yourself from applying for

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Speaker 1: similar roles at co copetitors are aunt other companies in general,

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Speaker 1: even if you do not tick off every single box

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Speaker 1: that they say they want in terms of skills or

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Speaker 1: years of service on a job application. Girl, just apply anyway.

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Speaker 1: The worst they can do is say no, or maybe

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Speaker 1: you don't get a call back, maybe you hear nothing.

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Speaker 1: But too many of us, especially as women, wait until

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Speaker 1: we fulfill every single item on that checklist on a

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Speaker 1: your own hype woman in this case and tell yourself, Hey,

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Speaker 1: thing on this list that they're looking for, but I

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Speaker 1: know myself. I've got great references, I've got a great

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Speaker 1: track record. I can go into an interview and I

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Speaker 1: can talk and show them that I know what I'm

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Speaker 1: doing and I have potential. That's the best that you

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Speaker 1: can do in terms of advancing your career. I can't

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Speaker 1: think of a single career move that I made by

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Speaker 1: more challenging, that didn't have some element of some skill

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Speaker 1: or some task or whatever that I hadn't tried yet.

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Speaker 1: And that is what savvy hiring manager should know when

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Speaker 1: you're looking to hire positions. Sometimes it's not the person

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Speaker 1: who's the perfect fit? Like, if you worry so much

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Speaker 1: the road, like you should be investing in talent and

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Speaker 1: growing and developing them so that they remain and you

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Speaker 1: can actually retain them for longer. For example, when I

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Speaker 1: was a hiring manager and I was a director, I

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Speaker 1: was a senior director and I finally got approved for

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Speaker 1: an assistant director. When I recruited my assistant director, it

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Speaker 1: took me months to find the right person. They didn't

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Speaker 1: know it, but I was determined to hire a woman

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Speaker 1: of color, and I wanted to wait as long as

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Speaker 1: I had to wait till I found the baddest ass

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Speaker 1: wasn't going to be there forever, and it was a

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Speaker 1: personal mission of mine to make sure when I left

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Speaker 1: that I was going to leave things at least equal

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Speaker 1: in that regard. I was a badass woman of color.

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Speaker 1: I wanted a badass woman of color in my place,

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Speaker 1: so I waited until I found her. Hespit at my company,

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Speaker 1: for example, when I was looking for an assistant director,

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Speaker 1: I didn't want I actually didn't want to find someone

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Speaker 1: waiting for me to leave so they can take my job,

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Speaker 1: and they get bored, and maybe they would get poached

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Speaker 1: by a company who was going to give them the

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Speaker 1: maybe on paper we said we were looking for. I

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Speaker 1: wanted someone who was going to be excited, someone who's

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Speaker 1: going to feel challenged, someone who was going to wake

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Speaker 1: up and say, oh, this is challenging, but I've got

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Speaker 1: Mandy on my side. I know I can do this,

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Speaker 1: And that for me was really important and it was

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Speaker 1: a key strategy that I used all the time in

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Speaker 1: my hiring and I wish they'd tell more hiring managers

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Speaker 1: this in general, that when you bring in talent who's

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Speaker 1: not checking every single box, talent who you can grow

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Speaker 1: and invest in and develop, you're going to retain people

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Speaker 1: for longer, and you're going to some of the issues

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Speaker 1: that everyone is complaining about and moaning about Now, why

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Speaker 1: is everybody quitting? No, there's such high turnover. You know,

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Speaker 1: all these snowflakes, they just want to go for the

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Speaker 1: highest paycheck. Well, have you actually looked at who you're

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Speaker 1: hiring and are you developing them? And are you finding

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Speaker 1: people who have room to grow and feel challenged? Because

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Speaker 1: we're not all looking for the highest paycheck. A lot

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Speaker 1: of us just want to do meaningful work that excites

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Speaker 1: us and challenges us and gives us something to like

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Speaker 1: use our incredible brains to do. You know, we don't

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Speaker 1: want to be bored and feel staggnedant all the time.

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Speaker 1: So this is as much of a message for you

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Speaker 1: as it is for any high remanager. Listen out listening

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Speaker 1: to me right now. I'm just going to pretend like

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Speaker 1: a lot of you guys are hiring managers. You know,

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Speaker 1: the next time you're hiring someone, think about Charelle. Think

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Speaker 1: about who is a high potential member of my team

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Speaker 1: right now who may not have every single skill set

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Speaker 1: that I'm looking for, but as a great worker, they're diligent.

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Speaker 1: You know, I've seen them overcome challenges. I like to

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Speaker 1: work alongside them, and I know they can be trained

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Speaker 1: and taught what do you know, you may create the

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Speaker 1: next incredible manager. And if we really want to lift

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Speaker 1: women of color up in corporate America, we need more

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Speaker 1: hiring managers looking to women of color on their team

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Speaker 1: at the entry level positions and saying how can we

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Speaker 1: create a path for them to succeed here? And if

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Speaker 1: you don't do that, and if they leave, if Charelle

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Speaker 1: leaves and you miss out on this fabulous talent who's

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Speaker 1: ready for a management position, well then it's your fault

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Speaker 1: at the end of the day, you know what I mean. So,

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Speaker 1: whether you're a hiring manager or you're charl right now,

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Speaker 1: I hope that y'all hear what I'm saying. We have

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Speaker 1: got to create opportunities for people to advance, and we

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Speaker 1: have to think of hiring managers as the conduit for

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Speaker 1: that advancement and train them and how to identify that

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Speaker 1: high potential talent on their team or outside of their team,

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Speaker 1: bring people in, being able to invest in them and

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Speaker 1: help them grow. And tell me if that does not

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Speaker 1: create a team where your engagement levels are high. People

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Speaker 1: want to be working people like their manager. I mean

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Speaker 1: it worked for me, okay, and I was pretty good

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Speaker 1: at it, so use this for whatever you want to

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Speaker 1: use it, Charrell, best of luck. Hell's yes, go for it,

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Speaker 1: and if it doesn't work out of this company, don't

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Speaker 1: let that stop you from applying externally until you find

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Speaker 1: the next step for yourself and keep advancing. That's what

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Speaker 1: it's all about, right all right, y'all, this has been

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Speaker 1: a really fun episode. Thank you so much for your questions. Again,

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Speaker 1: you can go to Brandnambission podcast dot com and submit

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Speaker 1: your question there or slide into our DMS. We are

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Speaker 1: at Brannambission Podcast on ig until next week. I am

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Speaker 1: Mandy Woodriff Santos aka Mandy Money. I will see y'all

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Speaker 1: next week. Hey ba fam, we could not do this

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Speaker 1: show without your support or the support of our team

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Speaker 1: behind the scenes. The brown Ambision Podcast is produced by

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Speaker 1: Cumulus Podcast Network. It's edited by the wonderful Emani Crosby

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Speaker 1: and produced by Tanya Bustos. Dennistimplinsky is our in house

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Speaker 1: tech guru and I am Bandy Woodrif Santos, your co host,

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Speaker 1: and I will see y'all next week.