WEBVTT - The BA Q&A: Go For That Promotion! 0:00:06.120 --> 0:00:09.119 Hey, Hey ba fan, It's Mandy here with another edition 0:00:09.360 --> 0:00:12.600 of ba Q and A where I take all of 0:00:12.640 --> 0:00:15.200 your money and career questions. If you're looking for a 0:00:15.240 --> 0:00:18.040 way to submit your question, where have you been? Okay? 0:00:18.120 --> 0:00:21.959 Get it together? Go to Brownambition podcast dot com. You 0:00:21.960 --> 0:00:24.919 can ask us anything there, or you can head on 0:00:24.960 --> 0:00:27.880 over to our Instagram page at Brand Admission Podcast on 0:00:27.960 --> 0:00:31.120 ig and submit your question. There could not be more 0:00:31.160 --> 0:00:34.680 excited for these juicy career questions today. Today we've got 0:00:34.720 --> 0:00:38.480 two fantastic questions, so let's dive on in the first 0:00:38.479 --> 0:00:42.479 one comes from listener Julietta. Julieta says, I have a 0:00:42.520 --> 0:00:45.240 full time job at an amazing company, but I really 0:00:45.240 --> 0:00:47.440 want to apply to a new position that I know 0:00:47.520 --> 0:00:50.199 I am perfect for and is more my speed. The 0:00:50.240 --> 0:00:53.120 only negative is that the new position is listed as 0:00:53.159 --> 0:00:57.160 a six month contract. My current position is not limited 0:00:57.240 --> 0:01:00.200 like this. What are your thoughts? Is it possible to 0:01:00.280 --> 0:01:03.639 negotiate a year or any other advice? All right, Julietta, 0:01:03.720 --> 0:01:05.240 thank you so much for your question. This is a 0:01:05.319 --> 0:01:07.800 juicy one. So she doesn't want to say where. She 0:01:07.800 --> 0:01:09.560 doesn't want to say where she works, but let's just 0:01:09.600 --> 0:01:12.400 say it's a big, old company, and it's an exciting company, 0:01:12.400 --> 0:01:15.520 and it's relatively new, Okay, And I know a little 0:01:15.520 --> 0:01:17.880 something about this company because I've worked with companies like 0:01:17.920 --> 0:01:20.360 this before, So I also know that there's a lot 0:01:20.360 --> 0:01:23.160 of changes happening at this company. And I think it's 0:01:23.200 --> 0:01:25.680 important to always kind of stay plugged in, even if 0:01:25.720 --> 0:01:28.720 you work for a huge corporation or small one. You know, 0:01:29.080 --> 0:01:32.240 is there high turnover? Have there been layoffs recently, because 0:01:32.240 --> 0:01:35.319 that can actually present opportunities for advancement that may not 0:01:35.360 --> 0:01:38.560 have otherwise been there. I actually may have a good 0:01:38.600 --> 0:01:41.039 sense of why they're looking for a six month contract 0:01:41.120 --> 0:01:43.760 role because I have seen this company has had you know, 0:01:43.920 --> 0:01:46.800 cuts in certain departments recently, so I'm wondering if they 0:01:46.800 --> 0:01:49.400 are trying to test out and see if there's actually, 0:01:49.800 --> 0:01:52.880 you know, enough value to have someone full time. So 0:01:52.960 --> 0:01:54.560 what they may be doing is just saying, well, let's 0:01:54.560 --> 0:01:57.760 give it a six month contract and potentially, if we're 0:01:57.800 --> 0:02:01.040 happy with this productivity and this you know, the value 0:02:01.040 --> 0:02:03.600 from this role that we're getting, maybe we will have 0:02:03.760 --> 0:02:06.560 a case for fleshing it out with a full time hire. 0:02:07.120 --> 0:02:10.080 You're internal at the company, so I say, hell's yeah, 0:02:10.280 --> 0:02:13.400 go and ask whoever the hiring manager is, for a 0:02:13.480 --> 0:02:17.080 conversation about their plans for the role. You know, Ask them, 0:02:17.160 --> 0:02:19.600 for example, tell them what you do now in your 0:02:19.639 --> 0:02:21.960 full time role. Tell them why you're interested in this 0:02:22.000 --> 0:02:25.320 new position. But you wouldn't be interested, obviously in going 0:02:25.320 --> 0:02:28.160 from a full time employee to a six month contract role. 0:02:28.639 --> 0:02:31.720 What may happen, for example, is that they say, well, 0:02:31.840 --> 0:02:33.960 you know, maybe why don't you go ahead and apply, 0:02:34.200 --> 0:02:36.080 and maybe we have a bit of a case for 0:02:36.360 --> 0:02:40.040 asking for a full time hire. That's a pretty unlikely scenario, 0:02:40.680 --> 0:02:42.960 even as I'm saying it, because in my experience as 0:02:43.000 --> 0:02:46.240 a hiring manager, when you're approved for a certain budget 0:02:46.280 --> 0:02:49.880 for a role headcount, for example, you're kind of approved 0:02:49.919 --> 0:02:52.680 and then that's it, you know. So if they're saying, 0:02:52.880 --> 0:02:55.440 if they've already been told we don't have you're not 0:02:55.480 --> 0:02:58.160 going to get approved for a full a full headcount 0:02:58.200 --> 0:03:00.880 here like a full employee hire, but we'll give you 0:03:00.919 --> 0:03:03.760 the budget for a contract worker. That may be all 0:03:03.840 --> 0:03:06.040 they have to work with. So what you could take 0:03:06.040 --> 0:03:08.880 from that conversation is one, you've got an opportunity at 0:03:08.919 --> 0:03:10.919 a pretty big company based on what I know about 0:03:10.960 --> 0:03:13.840 your firm, You've got an opportunity to start connecting with 0:03:13.919 --> 0:03:16.280 people on the team that is potentially hiring for a 0:03:16.320 --> 0:03:18.359 role that you want. So it could be good from 0:03:18.560 --> 0:03:21.440 just a personal branding standpoint to let them know, Hey, 0:03:21.520 --> 0:03:24.600 I'm Julietta, I exist, I'm excited about this work that 0:03:24.600 --> 0:03:26.080 you guys are doing and I want to be a 0:03:26.120 --> 0:03:28.240 part of it. They may not have a role that 0:03:28.280 --> 0:03:30.919 fits you right now, and I'm not suggesting at all 0:03:30.960 --> 0:03:32.840 that you should take a step down and go from 0:03:32.880 --> 0:03:35.320 full time to a six month contract gig that could 0:03:35.520 --> 0:03:38.800 arguably not get renewed for another six months after that, 0:03:39.280 --> 0:03:41.160 or even if they said, you know, why don't you 0:03:41.200 --> 0:03:44.840 work for a year on a contract basis, Again, you're 0:03:44.840 --> 0:03:47.560 dealing with that uncertainty of not being brought on full time. 0:03:47.960 --> 0:03:49.640 It's up to you whether or not you think that's 0:03:49.680 --> 0:03:52.000 worth the risk, but it may be for you just 0:03:52.040 --> 0:03:54.880 a long play here. Talk to the hiring manager, see 0:03:54.880 --> 0:03:56.520 what the background is on the role, let them know 0:03:56.560 --> 0:03:59.800 that you're interested, and then see where the conversation goes 0:03:59.800 --> 0:04:02.800 from there. You also ask is it possible to negotiate 0:04:02.840 --> 0:04:06.560 a year instead of a six month contract. Anything is possible, 0:04:06.640 --> 0:04:09.600 Everything is negotiable, but have to be open to the 0:04:09.600 --> 0:04:11.920 fact that you know they're probably doing a six month 0:04:11.960 --> 0:04:15.120 contract because potentially there's a project they have in mind 0:04:15.120 --> 0:04:17.200 for this person or this you know, this team to 0:04:17.279 --> 0:04:20.039 come in and complete in a six month timeframe, or 0:04:20.200 --> 0:04:21.880 they could be trying to build a case for a 0:04:21.880 --> 0:04:24.600 full time hire and they may not know until after 0:04:24.640 --> 0:04:27.240 those six months are complete whether or not you can 0:04:27.279 --> 0:04:29.719 be renewed for an additional six months or any other 0:04:29.839 --> 0:04:32.599 period of time. That's going to be even something else 0:04:32.640 --> 0:04:35.240 for you to discuss with that hire remanager. When I'm 0:04:35.240 --> 0:04:37.880 not saying if, but when you get on the phone 0:04:38.000 --> 0:04:40.119 or on zoom with them and find out more about 0:04:40.120 --> 0:04:44.000 the role. Okay, really appreciate your question. Good luck. I mean, 0:04:44.240 --> 0:04:46.720 go for it if the opportunity is exciting to you 0:04:46.760 --> 0:04:48.720 and it's what you want to do. I don't want 0:04:48.760 --> 0:04:50.839 you to be the best kept secret. I love that 0:04:50.960 --> 0:04:53.360 quote that we have from a recent guest Page Turner 0:04:53.400 --> 0:04:55.279 on the show. She said, you cannot be a best 0:04:55.320 --> 0:04:59.279 kept secret. So raise your hand, Julietta, tell the hiringmanager 0:04:59.360 --> 0:05:01.400 that you have an asset at the company right now 0:05:01.400 --> 0:05:03.120 who could do this work and would be excited to 0:05:03.160 --> 0:05:05.320 do it. So how can we make this possible? How 0:05:05.320 --> 0:05:07.240 can we make it work and kind of make your 0:05:07.240 --> 0:05:10.440 own magic? Okay, thank you again for your question. I'm 0:05:10.440 --> 0:05:12.599 gonna take a quick break and I'll be right back 0:05:12.640 --> 0:05:15.680 with another career question from a listener who wants to 0:05:15.720 --> 0:05:20.440 know how the heck do I get promoted? Ava fam 0:05:20.520 --> 0:05:23.000 I am back with our final question of the show 0:05:23.040 --> 0:05:27.359 from listener Charrell. I love the same so pretty, Charrell says, 0:05:27.560 --> 0:05:30.280 I have just started listening to your podcast. I love it. 0:05:30.360 --> 0:05:33.080 I'm a brown girl looking to advance in corporate America, 0:05:33.200 --> 0:05:35.559 so this podcast couldn't have come at a better time. 0:05:36.080 --> 0:05:38.880 I've been working in the food service supply industry for 0:05:38.920 --> 0:05:40.880 three and a half years, and I want to get 0:05:40.920 --> 0:05:45.200 promoted right now. I process companies returns. I handle purchase 0:05:45.320 --> 0:05:49.039 orders and refunds. I've been in this position for two years. 0:05:49.400 --> 0:05:51.919 I recently saw on their website that they're looking to 0:05:52.000 --> 0:05:56.600 hire a returns manager. My title is a sales support specialist. 0:05:56.760 --> 0:05:59.360 While I don't possess some of the requirements, I want 0:05:59.360 --> 0:06:01.799 to know if I should apply anyway. Since I'm looking 0:06:01.839 --> 0:06:04.520 to get promoted, I have some experience to bring to 0:06:04.560 --> 0:06:07.479 the table. I listen to your latest episode on pivoting 0:06:07.520 --> 0:06:09.520 and it inspired me. What do you think is the 0:06:09.560 --> 0:06:12.440 worst I could happen if my manager sees I'm trying 0:06:12.440 --> 0:06:16.920 to switch positions. Thank you all right, Charelle. I am 0:06:17.000 --> 0:06:19.680 so proud of you for keeping your eyes open to 0:06:19.880 --> 0:06:22.839 other opportunities within your company. This is what we should 0:06:22.880 --> 0:06:25.000 all be doing. You know, I say it a lot, 0:06:25.040 --> 0:06:26.960 but maybe not often enough. And when you're working in 0:06:27.040 --> 0:06:29.560 a corporation and you have a boss or a manager, 0:06:29.600 --> 0:06:33.080 we all do right that that boss does not always 0:06:33.160 --> 0:06:36.160 have a plan for you. The good bosses do. The 0:06:36.160 --> 0:06:39.360 good bosses will sit down and they'll they'll strategize with 0:06:39.400 --> 0:06:41.839 you and help you advance. And how can I be 0:06:41.880 --> 0:06:44.159 an ally and a sponsor and get you moving up 0:06:44.160 --> 0:06:46.440 through the company and all of that. But the sad 0:06:46.480 --> 0:06:48.719 truth is that that's not always happening. So we have 0:06:48.839 --> 0:06:51.840 to take charge of our own, you know, our own fates, 0:06:51.920 --> 0:06:55.239 our own futures within companies, and we have to create 0:06:55.400 --> 0:06:58.240 momentum for ourselves. And the way that you're doing it 0:06:58.279 --> 0:07:01.320 is the exact right way. An eye open for new 0:07:01.360 --> 0:07:04.280 opportunities and then throwing your hat in the ring. You've 0:07:04.320 --> 0:07:06.800 got two years under your belt at this company, Okay, 0:07:06.839 --> 0:07:09.000 and you've been in your industry for over three years, 0:07:09.040 --> 0:07:11.920 so you do have experience to bring to the table here, 0:07:12.280 --> 0:07:15.200 and it sounds like a returns manager is pretty much 0:07:15.240 --> 0:07:17.080 the next step or a couple of steps above what 0:07:17.120 --> 0:07:19.680 you're doing. Now. What I love about this is it's 0:07:19.720 --> 0:07:22.400 going to give you an opportunity to have a conversation 0:07:22.480 --> 0:07:25.080 with your hiring manager and say, hey, I saw this 0:07:25.280 --> 0:07:27.600 role as opening up. I actually think I'm ready for 0:07:27.640 --> 0:07:30.600 the next step. So can I be considered or would 0:07:30.600 --> 0:07:33.680 you consider me for this promotion? I don't think honestly 0:07:33.680 --> 0:07:36.000 that anything negative would come of this. I think on 0:07:36.040 --> 0:07:38.640 the flip side, it would be really positive. One, it 0:07:38.760 --> 0:07:40.880 shows that you were ambitious and that you want to 0:07:40.880 --> 0:07:44.360 grow with the company, a good manager who wants to 0:07:44.440 --> 0:07:46.800 support and grow talent, and we'll see this as a 0:07:46.840 --> 0:07:50.360 signal that, Okay, I need to invest in Chirell. And 0:07:50.400 --> 0:07:52.680 also it's going to force them to explain to you 0:07:52.760 --> 0:07:55.920 if they say no, why not. And when they tell 0:07:55.960 --> 0:07:59.080 you why not, it's usually giving you a couple of 0:07:59.600 --> 0:08:03.320 you know, key indicators or key steps that you at 0:08:03.400 --> 0:08:06.120 least have information on what you can improve on or 0:08:06.120 --> 0:08:08.680 what you should learn or what you can demonstrate to 0:08:09.080 --> 0:08:12.320 be what they perceive as ready for that step up, 0:08:12.800 --> 0:08:16.080 So be prepared. You may not hear, oh yes, but 0:08:16.320 --> 0:08:18.280 of course we would have loved to promote you. What 0:08:18.360 --> 0:08:21.160 you may hear is, oh well, in order to take 0:08:21.160 --> 0:08:24.560 this role, we require X number of months of service 0:08:24.600 --> 0:08:27.960 and blah blah blah blah blah. And they may tell you, okay, well, 0:08:28.000 --> 0:08:29.920 we would love to see more of this from you 0:08:30.000 --> 0:08:32.400 in the next six months. And if they don't volunteer 0:08:32.440 --> 0:08:36.040 that information, be prepared to ask yourself and hold them 0:08:36.040 --> 0:08:38.440 accountable for it. So don't let this be the last 0:08:38.440 --> 0:08:40.480 time you talk about it. Bring it up in your 0:08:40.520 --> 0:08:42.960 annual review, bring it up in your one on ones 0:08:43.000 --> 0:08:47.200 with your boss. Advocate for yourself. Absolutely, you have been 0:08:47.200 --> 0:08:51.240 a sales associate, you know, processing returns and sounds pretty 0:08:51.360 --> 0:08:53.720 entry level at this company, So of course you're going 0:08:53.760 --> 0:08:55.680 to be looking for your next step up. Who wants 0:08:55.760 --> 0:08:59.480 to remain stagnant, you know. So if the company values you, 0:08:59.559 --> 0:09:02.080 they're going to create a path for you. They're going 0:09:02.120 --> 0:09:03.920 to give you information on how to get to that 0:09:03.960 --> 0:09:05.719 next level. You may have to be a little bit 0:09:06.080 --> 0:09:08.640 you know, pushy in a squeaky wheel, which I am 0:09:08.720 --> 0:09:10.920 more than okay with I always have them be that 0:09:10.960 --> 0:09:13.200 squeaky wheel. But at the end of the day, you 0:09:13.280 --> 0:09:15.080 may have to create a little bit of your own 0:09:15.120 --> 0:09:18.320 good fortune in that way and advocate for yourself. That 0:09:18.679 --> 0:09:21.600 also will give you information that you're going to need 0:09:21.679 --> 0:09:24.560 to plan your next career move. So if this company 0:09:24.600 --> 0:09:28.120 stonewalls you, if, for example, they say, oh, well, you know, 0:09:28.160 --> 0:09:30.160 we want you to have three years of service and 0:09:30.200 --> 0:09:31.880 you're coming up on three right now, and you get 0:09:31.920 --> 0:09:34.000 to three and you're like, hey, it's been three years, 0:09:34.080 --> 0:09:36.480 where's my promotion? And then they come up with another 0:09:36.480 --> 0:09:38.720 reason why they can't give you a promotion. It could 0:09:38.800 --> 0:09:41.160 be oh, we don't have the budget for a headcount, 0:09:41.320 --> 0:09:44.280 or oh well we just hired someone. There's always going 0:09:44.320 --> 0:09:46.480 to be reasons that's going to tell you, and it's 0:09:46.480 --> 0:09:48.800 why I tell everyone always keep your eyes open to 0:09:48.920 --> 0:09:53.120 external opportunities. So maybe this position with your company right 0:09:53.160 --> 0:09:56.400 now isn't available for you for whatever reason, but it 0:09:56.440 --> 0:09:58.600 doesn't mean that you should stop yourself from applying for 0:09:58.679 --> 0:10:01.840 similar roles at co copetitors are aunt other companies in general, 0:10:02.320 --> 0:10:05.200 even if you do not tick off every single box 0:10:05.240 --> 0:10:07.559 that they say they want in terms of skills or 0:10:07.640 --> 0:10:11.320 years of service on a job application. Girl, just apply anyway. 0:10:11.400 --> 0:10:13.280 The worst they can do is say no, or maybe 0:10:13.320 --> 0:10:15.240 you don't get a call back, maybe you hear nothing. 0:10:15.440 --> 0:10:18.480 But too many of us, especially as women, wait until 0:10:18.520 --> 0:10:22.199 we fulfill every single item on that checklist on a 0:10:22.280 --> 0:10:25.160 job description before we actually put ourselves out there and 0:10:25.200 --> 0:10:27.440 apply for it. Now, you're going to have to be 0:10:27.480 --> 0:10:30.839 your own hype woman in this case and tell yourself, Hey, 0:10:31.200 --> 0:10:35.120 I have the experience. I may not have every single 0:10:35.720 --> 0:10:38.200 thing on this list that they're looking for, but I 0:10:38.280 --> 0:10:40.920 know myself. I've got great references, I've got a great 0:10:40.960 --> 0:10:43.040 track record. I can go into an interview and I 0:10:43.080 --> 0:10:45.199 can talk and show them that I know what I'm 0:10:45.240 --> 0:10:47.840 doing and I have potential. That's the best that you 0:10:47.920 --> 0:10:50.440 can do in terms of advancing your career. I can't 0:10:50.480 --> 0:10:53.000 think of a single career move that I made by 0:10:53.080 --> 0:10:55.760 quitting and moving on to a new opportunity that wasn't 0:10:55.840 --> 0:10:58.960 more challenging, that didn't have some element of some skill 0:10:59.160 --> 0:11:02.680 or some task or whatever that I hadn't tried yet. 0:11:03.000 --> 0:11:06.679 And that is what savvy hiring manager should know when 0:11:06.720 --> 0:11:10.120 you're looking to hire positions. Sometimes it's not the person 0:11:10.160 --> 0:11:12.960 who has every single thing ticked off on that checklist, 0:11:13.160 --> 0:11:16.199 who's the perfect fit? Like, if you worry so much 0:11:16.240 --> 0:11:19.800 about people quitting and moving on to new companies because 0:11:19.920 --> 0:11:22.800 they're getting bored or because they're offered more money down 0:11:22.840 --> 0:11:25.720 the road, like you should be investing in talent and 0:11:25.760 --> 0:11:28.200 growing and developing them so that they remain and you 0:11:28.200 --> 0:11:31.800 can actually retain them for longer. For example, when I 0:11:31.840 --> 0:11:33.880 was a hiring manager and I was a director, I 0:11:33.920 --> 0:11:36.360 was a senior director and I finally got approved for 0:11:36.400 --> 0:11:39.800 an assistant director. When I recruited my assistant director, it 0:11:39.840 --> 0:11:42.040 took me months to find the right person. They didn't 0:11:42.040 --> 0:11:43.800 know it, but I was determined to hire a woman 0:11:43.840 --> 0:11:45.880 of color, and I wanted to wait as long as 0:11:45.880 --> 0:11:47.760 I had to wait till I found the baddest ass 0:11:47.800 --> 0:11:50.640 women of color I could find, because I knew I 0:11:50.679 --> 0:11:52.520 wasn't going to be there forever, and it was a 0:11:52.520 --> 0:11:54.760 personal mission of mine to make sure when I left 0:11:54.800 --> 0:11:56.480 that I was going to leave things at least equal 0:11:56.520 --> 0:11:58.920 in that regard. I was a badass woman of color. 0:11:58.960 --> 0:12:01.079 I wanted a badass woman of color in my place, 0:12:01.160 --> 0:12:05.439 so I waited until I found her. Hespit at my company, 0:12:05.480 --> 0:12:08.280 for example, when I was looking for an assistant director, 0:12:08.679 --> 0:12:11.040 I didn't want I actually didn't want to find someone 0:12:11.080 --> 0:12:14.120 who was already an assistant director somewhere else, because as 0:12:14.160 --> 0:12:17.120 an ambitious person myself, I knew they'd probably just be 0:12:17.200 --> 0:12:19.200 waiting for me to leave so they can take my job, 0:12:19.240 --> 0:12:21.080 and they get bored, and maybe they would get poached 0:12:21.120 --> 0:12:22.720 by a company who was going to give them the 0:12:22.760 --> 0:12:25.480 director title they were looking for. I went and found 0:12:25.520 --> 0:12:28.760 someone who actually didn't have every bit of experience that 0:12:28.840 --> 0:12:30.840 maybe on paper we said we were looking for. I 0:12:30.880 --> 0:12:33.520 wanted someone who was going to be excited, someone who's 0:12:33.520 --> 0:12:35.760 going to feel challenged, someone who was going to wake 0:12:35.840 --> 0:12:38.400 up and say, oh, this is challenging, but I've got 0:12:38.480 --> 0:12:40.240 Mandy on my side. I know I can do this, 0:12:40.800 --> 0:12:42.920 And that for me was really important and it was 0:12:42.960 --> 0:12:46.000 a key strategy that I used all the time in 0:12:46.040 --> 0:12:48.640 my hiring and I wish they'd tell more hiring managers 0:12:48.679 --> 0:12:51.679 this in general, that when you bring in talent who's 0:12:51.760 --> 0:12:55.600 not checking every single box, talent who you can grow 0:12:55.640 --> 0:12:58.760 and invest in and develop, you're going to retain people 0:12:58.760 --> 0:13:01.120 for longer, and you're going to some of the issues 0:13:01.160 --> 0:13:04.520 that everyone is complaining about and moaning about Now, why 0:13:04.559 --> 0:13:07.760 is everybody quitting? No, there's such high turnover. You know, 0:13:07.880 --> 0:13:09.760 all these snowflakes, they just want to go for the 0:13:09.800 --> 0:13:12.240 highest paycheck. Well, have you actually looked at who you're 0:13:12.320 --> 0:13:15.480 hiring and are you developing them? And are you finding 0:13:15.480 --> 0:13:18.040 people who have room to grow and feel challenged? Because 0:13:18.559 --> 0:13:20.719 we're not all looking for the highest paycheck. A lot 0:13:20.760 --> 0:13:23.280 of us just want to do meaningful work that excites 0:13:23.360 --> 0:13:25.679 us and challenges us and gives us something to like 0:13:25.880 --> 0:13:29.480 use our incredible brains to do. You know, we don't 0:13:29.480 --> 0:13:31.720 want to be bored and feel staggnedant all the time. 0:13:32.240 --> 0:13:34.160 So this is as much of a message for you 0:13:34.240 --> 0:13:36.760 as it is for any high remanager. Listen out listening 0:13:36.760 --> 0:13:38.440 to me right now. I'm just going to pretend like 0:13:38.480 --> 0:13:40.600 a lot of you guys are hiring managers. You know, 0:13:40.640 --> 0:13:43.720 the next time you're hiring someone, think about Charelle. Think 0:13:43.720 --> 0:13:46.240 about who is a high potential member of my team 0:13:46.320 --> 0:13:49.080 right now who may not have every single skill set 0:13:49.120 --> 0:13:52.240 that I'm looking for, but as a great worker, they're diligent. 0:13:52.600 --> 0:13:55.200 You know, I've seen them overcome challenges. I like to 0:13:55.240 --> 0:13:58.240 work alongside them, and I know they can be trained 0:13:58.320 --> 0:14:01.280 and taught what do you know, you may create the 0:14:01.320 --> 0:14:04.160 next incredible manager. And if we really want to lift 0:14:04.160 --> 0:14:06.679 women of color up in corporate America, we need more 0:14:06.760 --> 0:14:09.240 hiring managers looking to women of color on their team 0:14:09.280 --> 0:14:12.240 at the entry level positions and saying how can we 0:14:12.280 --> 0:14:14.600 create a path for them to succeed here? And if 0:14:14.640 --> 0:14:16.840 you don't do that, and if they leave, if Charelle 0:14:16.920 --> 0:14:19.160 leaves and you miss out on this fabulous talent who's 0:14:19.200 --> 0:14:21.360 ready for a management position, well then it's your fault 0:14:21.360 --> 0:14:23.440 at the end of the day, you know what I mean. So, 0:14:23.920 --> 0:14:26.440 whether you're a hiring manager or you're charl right now, 0:14:26.520 --> 0:14:29.160 I hope that y'all hear what I'm saying. We have 0:14:29.240 --> 0:14:32.800 got to create opportunities for people to advance, and we 0:14:32.880 --> 0:14:35.560 have to think of hiring managers as the conduit for 0:14:35.600 --> 0:14:38.800 that advancement and train them and how to identify that 0:14:38.920 --> 0:14:42.040 high potential talent on their team or outside of their team, 0:14:42.480 --> 0:14:45.200 bring people in, being able to invest in them and 0:14:45.280 --> 0:14:47.960 help them grow. And tell me if that does not 0:14:48.080 --> 0:14:51.360 create a team where your engagement levels are high. People 0:14:51.440 --> 0:14:54.040 want to be working people like their manager. I mean 0:14:54.080 --> 0:14:56.720 it worked for me, okay, and I was pretty good 0:14:56.720 --> 0:14:59.600 at it, so use this for whatever you want to 0:14:59.680 --> 0:15:04.160 use it, Charrell, best of luck. Hell's yes, go for it, 0:15:04.480 --> 0:15:06.320 and if it doesn't work out of this company, don't 0:15:06.400 --> 0:15:09.320 let that stop you from applying externally until you find 0:15:09.360 --> 0:15:12.520 the next step for yourself and keep advancing. That's what 0:15:12.520 --> 0:15:14.560 it's all about, right all right, y'all, this has been 0:15:14.600 --> 0:15:18.040 a really fun episode. Thank you so much for your questions. Again, 0:15:18.080 --> 0:15:20.760 you can go to Brandnambission podcast dot com and submit 0:15:20.760 --> 0:15:23.480 your question there or slide into our DMS. We are 0:15:23.480 --> 0:15:27.000 at Brannambission Podcast on ig until next week. I am 0:15:27.000 --> 0:15:31.040 Mandy Woodriff Santos aka Mandy Money. I will see y'all 0:15:31.120 --> 0:15:34.320 next week. Hey ba fam, we could not do this 0:15:34.400 --> 0:15:37.040 show without your support or the support of our team 0:15:37.080 --> 0:15:40.400 behind the scenes. The brown Ambision Podcast is produced by 0:15:40.440 --> 0:15:44.680 Cumulus Podcast Network. It's edited by the wonderful Emani Crosby 0:15:44.760 --> 0:15:48.640 and produced by Tanya Bustos. Dennistimplinsky is our in house 0:15:48.720 --> 0:15:52.280 tech guru and I am Bandy Woodrif Santos, your co host, 0:15:52.320 --> 0:15:54.320 and I will see y'all next week.