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Speaker 1: On this week's episode of Cultivating her Space.

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Speaker 2: I don't care what anybody says about how they got

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Speaker 2: to where they are in life. You didn't do it

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Speaker 2: one hundred percent by yourself, point blank period, even if.

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Speaker 3: It was the person.

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Speaker 2: Even if you out there living on an island, truly

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Speaker 2: living literally on an island by yourself, you didn't get

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Speaker 2: to that island by yourself. So at some point somebody helped.

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Speaker 3: You along the way.

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Speaker 2: Tay Lady, have you ever felt like the world just

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Speaker 2: doesn't get you?

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Speaker 3: Well, we do.

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Speaker 1: Welcome to Cultivating her Space, the podcast dedicated to uplifting

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Speaker 1: and empowering women like you.

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Speaker 2: We're your hosts, doctor Dominique Brussard and educator and psychologists.

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Speaker 1: And Terry Lomax, a techie and transformational speaker.

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Speaker 2: Join us every week for authentic conversations about everything from

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Speaker 2: fibroids to fake friends as we create space for black

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Speaker 2: women to just b Before.

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Speaker 1: We dive in, make sure you hit that follow button

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Speaker 1: and leave us a quick five star review. Lady. We

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Speaker 1: are black founded and black owned, and your support will

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Speaker 1: help us reach even more women like you.

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Speaker 2: Now, let's get into this week's episode of Cultivating her Space.

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Speaker 4: It's doctor dom here from the Cultivating her Space podcast.

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Speaker 4: Are you currently a resident of the state of California

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Speaker 4: in contemplating starting your therapy journey? Well, if so, please

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Speaker 4: reach out to me at doctor Dominique Brusard dot com.

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Speaker 4: That's d R D O M I N I q

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Speaker 4: U E B R O U ss ar D dot

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Speaker 4: com to schedule a free fifteen minute consultation. I look

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Speaker 4: forward to hearing from you.

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Speaker 2: All right right, our quote of the day, no one

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Speaker 2: succeeds alone. I'm gonna say that again, No one succeeds alone,

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Speaker 2: all right.

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Speaker 3: T When you hear that quote.

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Speaker 2: It's a short, but to the point kind of statement.

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Speaker 3: What comes up for you?

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Speaker 1: I love this quote, don I think it's true one.

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Speaker 1: And I think that you know, no man or woman

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Speaker 1: is an island, you know. I believe that any successful

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Speaker 1: person you have to you interact with people. We are

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Speaker 1: a human species like we interact with people in order

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Speaker 1: to get opportunities and to get put on or to

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Speaker 1: work for a position that we want. And so I

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Speaker 1: think that connection, community and support systems are key. And yeah,

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Speaker 1: I think this quote is short, simple and profound. And

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Speaker 1: what about you? Donald comes up for you when you

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Speaker 1: hear this quote.

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Speaker 2: I love what you said about no man is an island,

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Speaker 2: no person is an island, right.

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Speaker 3: That, Like.

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Speaker 2: We truly don't do things by ourselves, Like we cannot

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Speaker 2: exist by solely like on our own.

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Speaker 3: Like I don't care what anybody.

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Speaker 2: Says about how they got to where they are in life.

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Speaker 2: You didn't do it one hundred percent by yourself, point

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Speaker 2: blank period, even if it was the person. Even if

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Speaker 2: you out there living on an island, truly living literally

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Speaker 2: on an island by yourself, you didn't get to that

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Speaker 2: island by yourself. So at some point somebody helped you

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Speaker 2: along the way. So for me, it's really a reminder

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Speaker 2: of no matter how seemingly small the role may be,

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Speaker 2: there are people who have been integral to your success.

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Speaker 1: M I love that you said that, domin I think

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Speaker 1: us being very ambitious self starters and successful women, I

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Speaker 1: think it's a lot to say because like we've done

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Speaker 1: things on our own, yes, like we may have applied

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Speaker 1: for an application or pursued a career journey, but like

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Speaker 1: someone had to say yes on the other side, right,

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Speaker 1: And so I think that it can be humbling. And

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Speaker 1: also it's very important to remember that and so lady,

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Speaker 1: we get into our conversation today, we want to talk

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Speaker 1: about how you can stand out in powerful ways and

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Speaker 1: build connections in your new job. So let's go ahead

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Speaker 1: and just dive right on end. So we all know

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Speaker 1: that starting a new job can feel like drinking from

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Speaker 1: a water hole. So okay, there's so much to learn,

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Speaker 1: so many names to remember, and the pressure to perform

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Speaker 1: right out the gate is real. But here's the truth.

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Speaker 1: How you show up in that first thirty to ninety days,

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Speaker 1: it can really shape how people perceive you for months

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Speaker 1: or even years down the line. We've all heard that

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Speaker 1: saying right, you can only make a first impression once,

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Speaker 1: and that is so true. So today we're going to

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Speaker 1: dive into five powerful ways that you can stand out

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Speaker 1: without being performative and build meaningful connections without feeling like

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Speaker 1: you have to network in a cringey or corporate way.

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Speaker 1: These are real strategies that I view to my own career,

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Speaker 1: and they can be adapted to fit a range of

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Speaker 1: industries and roles. And I think it'd be good for

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Speaker 1: us to maybe talk a little bit about that, don

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Speaker 1: because these are going to be more so geared toward

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Speaker 1: corporate and from my experience the tech industry, but I

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Speaker 1: think that we can shift them based on the industry

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Speaker 1: that you're in, and the way I think about it

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Speaker 1: is what we're going to share today. There are going

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Speaker 1: to be some core principles, and it's going to be

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Speaker 1: around building relationships, getting clarity, and then showing initiative because

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Speaker 1: those never go out of style and you can do

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Speaker 1: them in all industries. So I think there will be

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Speaker 1: some tweaks based on where you might work today, right.

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Speaker 2: Yes, yes, I agree, I think as you're listening, Yes,

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Speaker 2: it may not initially sound like based on some of

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Speaker 2: the terminology we might use that it doesn't fit your industry.

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Speaker 3: But lady, whether you are in the.

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Speaker 2: C suite, or you are working your first entry level

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Speaker 2: job right out of school, or you are that cashier

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Speaker 2: at your local grocery store right or you are that

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Speaker 2: mom managing the household, no matter what field you are

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Speaker 2: working in, literally and figuratively, we will.

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Speaker 3: The strategies we talk about.

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Speaker 5: Today you will be able to implement to make sure

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Speaker 5: that you are setting yourself up to have a great

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Speaker 5: work experience.

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Speaker 1: Yes, because at the end of the day, it's all

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Speaker 1: about your experience. That's how I see it. At least

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Speaker 1: and Domina are going to share some reflection questions and

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Speaker 1: then jump into the tips. But another thing I wanted

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Speaker 1: to talk about too is like, this is not about

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Speaker 1: being a teacher's pet or being fake. It's really about

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Speaker 1: being proactive, thoughtful and human, right, And I think that

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Speaker 1: when we go into these roles, we need to be

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Speaker 1: strategic and figure out what is this experience going to

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Speaker 1: be doing for me? How is it going to enhance

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Speaker 1: my life, my career. I've called my full time jobs

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Speaker 1: or the past like ten plus years my dream funder, Okay,

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Speaker 1: and it is the thing that is funding the dream as

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Speaker 1: we build the empire, and so that allows us to

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Speaker 1: appreciate it and to show up in a respectable, responsible

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Speaker 1: way and do the work that we said we're going

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Speaker 1: to do. We're also building our dream on the side.

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Speaker 1: So that's one thing I want to note. And the

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Speaker 1: other thing is that I want to acknowledge the nuance

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Speaker 1: here and that sometimes, especially in this climate, we as

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Speaker 1: black people, as black women, we may not always feel

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Speaker 1: safe or welcomed in new spaces, and so some of

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Speaker 1: these you want to just listen to the tips, but

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Speaker 1: see if it's going to be a good fit for

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Speaker 1: you based on where you are, because sometimes it may

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Speaker 1: not be a safer, comfortable environment for you to actually

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Speaker 1: move forward with some of these tips. So just keep

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Speaker 1: that in mind as you listen, and as always, take

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Speaker 1: what resonates and leave the rest or pass on to

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Speaker 1: someone else. Okay, I'll fright. Let's get into number one.

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Speaker 1: So tip number one you ready.

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Speaker 2: Well, reflection question reflection.

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Speaker 3: I'm excited, Yeah, like you excited?

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Speaker 2: Read just wait when I was like wait, hold on,

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Speaker 2: hold on, wait, we didn't we didn't even reflect.

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Speaker 3: Let's reflect.

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Speaker 1: You can keep me on track.

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Speaker 2: Go.

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Speaker 1: That's why we're team, all right, y'all. Let's get into

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Speaker 1: the reflection questions. So the first question is, when you

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Speaker 1: think back to your most successful on boarding experience, what

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Speaker 1: made it feel smooth or impactful?

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Speaker 3: All right?

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Speaker 2: So, I think for me, the the smoothest onboarding experiences

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Speaker 2: have been when I have been when whoever is my

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Speaker 2: direct supervisor or whoever, like someone on.

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Speaker 3: The team.

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Speaker 2: Has made it a point to let me know who

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Speaker 2: are the people that I need to connect with, right

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Speaker 2: and then doing like a warm handoff or introduction to

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Speaker 2: those people and then letting me take it from there.

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Speaker 2: So I think about particularly working in academia, and how

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Speaker 2: this can apply to no matter where you're at is

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Speaker 2: if you are in a company where you are where

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Speaker 2: there are multiple departments, right, and your role is to

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Speaker 2: be in one particular department, it is so helpful to

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Speaker 2: have someone who's already on the team, who's been there

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Speaker 2: for a while, who can say and whether that's in

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Speaker 2: person doing introductions or via email doing introductions, it's so

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Speaker 2: helpful now how to be honest in the onboarding experiences.

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Speaker 2: A couple of them that I'm thinking of. Sometimes it's overwhelming.

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Speaker 3: Right, But.

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Speaker 2: What really helps is particularly when there's been like email

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Speaker 2: introductions and I've had the opportunity to respond via email

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Speaker 2: and set up time to meet with folks. And we'll

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Speaker 2: talk about this more and tip number two about like

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Speaker 2: the timing of it and how to do it. But

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Speaker 2: having those opportunities allowed me to really get a good

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Speaker 2: lay of the land, and then also within that learning

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Speaker 2: the lay of the land is not solely about who

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Speaker 2: does what, It's also about who knows who yes, and

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Speaker 2: getting a sense of who are the people that will

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Speaker 2: be in your corner, who are the people that may

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Speaker 2: be most trustworthy in that part. Who are the people that,

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Speaker 2: even if you don't necessarily trust them, they know the

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Speaker 2: most history of the company, and so you keep them

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Speaker 2: in your back pocket and whether you form an immediate

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Speaker 2: connection or you connect with them later on down the line.

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Speaker 2: For me, what has really helped in my onboarding experiences

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Speaker 2: is that opportunity for someone who's already there to make

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Speaker 2: those initial introductions.

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Speaker 1: I love that so much, Tom, and that I was

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Speaker 1: taking notes as you share that. I think lay of

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Speaker 1: the land is just so important to get an idea

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Speaker 1: of the politics, right, That's what I think you are

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Speaker 1: the politics who have social capital, even though they may

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Speaker 1: not have that sort of like the what is the

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Speaker 1: word I'm looking for? They may have social capital, but

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Speaker 1: may not be a higher rep or something like in

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Speaker 1: the c suite, they hold some they hold some some weight, Right,

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Speaker 1: So I wrote down a couple for me. So when

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Speaker 1: it comes to successful onboarding, I would say, understanding my

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Speaker 1: role and expectations that is so important to me. I

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Speaker 1: don't want to have I don't want it to be

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Speaker 1: ambiguous and I have to guess work like let me

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Speaker 1: know what am I being graded on?

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Speaker 3: Right?

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Speaker 1: Like that is important, And so I'd say that in

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Speaker 1: my successful experiences I've had that. I've also had connection,

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Speaker 1: so like an onboarding buddy like you were saying, so

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Speaker 1: someone who's been there before, who can give me some

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Speaker 1: pro tips, connect me with other people. I like to

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Speaker 1: call myself a social or digital butterfly, but in person

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Speaker 1: sometimes I can be a little reserved, like all right,

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Speaker 1: I need space, I'm a little overwhelmed. But social, social

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Speaker 1: and digitally I'm like, let's do it, so connect with

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Speaker 1: people that way. I would agree with a lot of

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Speaker 1: what you said, Dom. I think it's all about getting

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Speaker 1: us into the lay of the land, understanding who's who,

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Speaker 1: and how to do the role, like how to do

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Speaker 1: your job. Now. The second question, what do you think

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Speaker 1: people often underestimate about their first ninety days in a

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Speaker 1: new role? And I have two quick ones that I

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Speaker 1: want to share if I can read my writing on these,

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Speaker 1: I would say the first that you can make an

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Speaker 1: impact in a short amount of time. And one of

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Speaker 1: the things I think in general my experience in tech

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Speaker 1: over the past ten years, they've done very solid onboarding

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Speaker 1: making sure you have everything you need. And I would

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Speaker 1: say for me, when I'm in that phase of onboarding

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Speaker 1: and I'm like, Okay, I want to prove my value

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Speaker 1: and be valuable. But sometimes if you don't know the

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Speaker 1: new platform or tool and you're new, there are other

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Speaker 1: ways you can do that, which we'll talk about today.

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Speaker 1: But I try to get involved in show value in

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Speaker 1: other ways, building up my skill set for the particular role.

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Speaker 1: So I think understanding you can make an impact in

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Speaker 1: a short amount of time. And then the other thing

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Speaker 1: is like, you don't have to know it all. I

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Speaker 1: put so much pressure on myself in a new role,

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Speaker 1: like I got to know all the things. I got

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Speaker 1: to know how to do this, And no, you don't

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Speaker 1: got to know everything. It's okay, Like give yourself space

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Speaker 1: and grace because at some point you will need to

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Speaker 1: know more things and they will hold you accountable for that.

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Speaker 1: But in the beginning, it's okay to play the new

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Speaker 1: Like what do they say that I'm dumb? Oh, I'm

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Speaker 1: new here. How do you do this?

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Speaker 4: You know?

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Speaker 1: It's okay to do that.

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Speaker 2: I love those those points, and then I think what

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Speaker 2: I would add to that is that we often underestimate

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Speaker 2: our ability to be the new set of eyes and

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Speaker 2: ears right to come in with the new perspective that

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Speaker 2: we have I can't tell you how many times I've

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Speaker 2: stepped into, you know, started a new role and I'm

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Speaker 2: as the new person. There are so many people there

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Speaker 2: that have been there for you know, I'm in academia,

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Speaker 2: so there's situations where people have been there for decades

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Speaker 2: and they're used to doing things a certain way right,

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Speaker 2: and you're coming in with fresh eyes and you're able

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Speaker 2: to as you're getting the lay of the land. I

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Speaker 2: think it can be easy to get caught up and

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Speaker 2: either well, this is how they did it where I

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Speaker 2: was from, where I'm previously coming from, right, or getting

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Speaker 2: caught up in doing it exactly the way they've been

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Speaker 2: doing it, even though your instincts, your intuition is telling

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Speaker 2: you you have a new perspective to offer that might

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Speaker 2: be beneficial.

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Speaker 1: That's good, and you know what, don that reminds me. Okay,

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Speaker 1: y'all were about to start about to dive into the

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Speaker 1: tips in the second, but I want to say it

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Speaker 1: makes me think about times where I've made notes of

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Speaker 1: inefficiencies and areas for improvement or ideas so that I

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Speaker 1: can present them at the right time. So I love

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Speaker 1: that you brought that up. I think that is so

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Speaker 1: important and also a reminder not to sleep on ourselves

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Speaker 1: like you're coming in. You were high for a reason.

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Speaker 1: You are valuable. You belong here, period, So don't be

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Speaker 1: afraid to share your contributions and your perspective. But of course,

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Speaker 1: once you learn how things, you know how things work right,

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Speaker 1: because you want to make sure it's the probe resetting

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Speaker 1: and platform. Okay, shall we dive into these tips now?

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Speaker 1: Now I'm back on. Let's get in the role and

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Speaker 1: y'all's number one is scheduled one on ones with cross

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Speaker 1: functional partners and teammates. This has been so helpful for me,

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Speaker 1: and I will say in one of my latest roles,

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Speaker 1: I literally scheduled seventeen one on ones in my first

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Speaker 1: two weeks, which I know sounds insane, but the effort

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Speaker 1: really paid off and it allowed me to feel connected

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Speaker 1: in a remote environment because I know that for me

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Speaker 1: being connected it gives me energy and fuel. And so

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Speaker 1: when you think about why you want to do this, right,

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Speaker 1: when you think about working in whatever department you're in,

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Speaker 1: when you know people and other roles, it can help

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Speaker 1: you in the long game. Right when you think about

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Speaker 1: you one day potentially transitioning into a different role, understanding

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Speaker 1: how other people work, understanding that you all need each other.

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Speaker 1: So usually, let's say, if you're working in customer success,

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Speaker 1: it might be good to know someone in product when

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Speaker 1: you are when the company is releasing a new product,

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Speaker 1: you might not have to go through the regular channels.

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Speaker 1: I DIDNE had some friends that I made and other departments,

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Speaker 1: and they were able. I was able to slack them

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Speaker 1: quickly like hey, can you help me out with this?

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Speaker 1: Can you help me out with this salesforce thing? And

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Speaker 1: they were able to help me out because we had

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Speaker 1: that rapport and connection. So I think that sinking with

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Speaker 1: folks cross functionally can allow you to one get your

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Speaker 1: name out there, but it also can help you build

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Speaker 1: this sort of internal support system so that as you

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Speaker 1: are on boarding and ramping up in your role, you

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Speaker 1: can have folks that you can depend on to share

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Speaker 1: and understand teen dynamics, to align on priorities early, and

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Speaker 1: all that good stuff.

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Speaker 2: I think that's a good point in making sure because

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Speaker 2: I mentioned that earlier. That's what helped me feel successful

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Speaker 2: in an onboarding experience. But I also want to point

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Speaker 2: out that, so while you're saying like you had in

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Speaker 2: one recent role, you had like seventeen different different one

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Speaker 2: on one schedule. I want to acknowledge that in some

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Speaker 2: industries that standard, right, like those seventeen to one on

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Speaker 2: ones might occur over the course of three weeks, and

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Speaker 2: it might not necessarily be one on ones, but it

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Speaker 2: might be, Oh, you need to connect with that, you

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Speaker 2: need you have an orientation, right, and you have an

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Speaker 2: orientation that lasts three weeks to a month, and every

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Speaker 2: day you're meeting with multiple departments, and it's multiple people

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Speaker 2: within those departments, and it's a lot of information that

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Speaker 2: you're taking in. And so recognizing that even within that,

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Speaker 2: even if you're in a situation where these meetings, these

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Speaker 2: intro meetings have already been scheduled for you, that it

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Speaker 2: is also okay to identify spaces and people that you

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Speaker 2: want to connect with if they haven't already been added

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Speaker 2: to your onboarding or orientation schedule.

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Speaker 1: Yes, that is spot on dom And I literally I

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Speaker 1: would say there were some meetings in my role where

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Speaker 1: they were like, hey, you want to meet you should

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Speaker 1: meet with these folks, and I'm like, okay, let me go.

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Speaker 1: Let me find some of the black people, because you know,

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Speaker 1: I want to feel connected to my people. So that's

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Speaker 1: the one thing I'm doing. But I'm also looking at

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Speaker 1: roles and you know, who's been at the company the

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Speaker 1: longest and all that good stuff. But relationships early currency

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Speaker 1: and knowing who does what helps you to avoid silos

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Speaker 1: and also navigate company politics with ease, because there's always

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Speaker 1: company politics. So when you think about a couple of

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Speaker 1: reasons why we recommend this again just to kind of

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Speaker 1: do a quick little recap, it helps you build trust early.

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Speaker 1: You get a three sixty view of the company, so

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Speaker 1: you get that that intel that you wouldn't normally get

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Speaker 1: by looking at the company website. Like Don was saying earlier,

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Speaker 1: you get to get the inside scoop the tea, like

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Speaker 1: who's really running shit around here? Right? Like who really

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Speaker 1: who really doing stuff? And who matters? Who should I

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Speaker 1: be going to about certain things? Who can I trust? Right?

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Speaker 1: And then also set yourself up for smoother collaboration.

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Speaker 2: And so then this takes us to our second tip, right,

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Speaker 2: get crystal clear on your OKRs and your KPIs now. Lady,

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Speaker 2: depending on the industry that you work in, you might

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Speaker 2: not have any idea what these are. So Terry, tell

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Speaker 2: us what is an OKR, What is a KPI.

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Speaker 1: Yes, let's get into it. So an OKR is an

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Speaker 1: objective and key result, and it's basically like you're saying,

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Speaker 1: here's my big goal and then here are these specific

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Speaker 1: results that will show that I actually achieved the goal

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Speaker 1: that like, this is how I'm getting there, right, So

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Speaker 1: that's one. That's the first definition. The second is a

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Speaker 1: key performance indicator, and this is basically the numbers or

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Speaker 1: data points that show how well you're doing in the role.

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Speaker 1: So this is like, you know, if you're in sales,

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Speaker 1: your KPI might be how many deals you close that

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Speaker 1: month or how much revenue you bring in. So those

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Speaker 1: kind of go hand in hand, and I think that

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Speaker 1: it's important to know what these are. They may not

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Speaker 1: call them the same thing at your company, but at

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Speaker 1: the end of the day, what this boils down to

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Speaker 1: is what you are being, what your performance is based on.

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Speaker 3: Right?

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Speaker 1: How are you being? What are they discussing your performance

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Speaker 1: for you? How do they know that you are doing

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Speaker 1: your job? So you can work hard, but if you're

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Speaker 1: not aligned with what success actually looks like, you might

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Speaker 1: miss the mark. That's why it's so important not to

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Speaker 1: just be doing stuff. You need to know what does

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Speaker 1: my manager care about? Because those are the things we

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Speaker 1: want to prioritize, And so asking your manager questions like

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Speaker 1: how will success be measured? It's a very important question.

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Speaker 1: Also what are the key metrics I should focus on?

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Speaker 1: And then maybe even what did the last person in

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Speaker 1: this role do well or not so well? That way

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Speaker 1: you can kind of tweak your strategy when you're ramping

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Speaker 1: up and making sure that you're successful in the role.

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Speaker 2: And I think what's important to note here even within that, like,

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Speaker 2: that's why I love the questions that you posed, Because

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Speaker 2: even if you are in a job where there aren't

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Speaker 2: formalized performance evaluations, so there's nothing ain't as necessarily in

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Speaker 2: writing in terms of your performance, it's still important to

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Speaker 2: know what your manager is expecting of you, what your

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Speaker 2: immediate supervisor is expecting of you, what went well in

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Speaker 2: the person who for the person who was previously in

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Speaker 2: the role, and what didn't go so well. Because that way, again,

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Speaker 2: even if it's not formally documented, we all know whether

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Speaker 2: we've experienced it or we know someone who has. Where

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Speaker 2: we start engaging in certain behaviors performing certain tasks, it's

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Speaker 2: not the way administration or upper management wants it done,

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Speaker 2: and next thing.

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Speaker 3: We know, we're being at where we're.

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Speaker 2: Being pulled into meetings and being told if we don't

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Speaker 2: do ABC and D within X amount of time, we're

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Speaker 2: either going to be fired, we could be suspended, our

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Speaker 2: hours cut, whatever. There's some sort of disciplinary reaction, right, yes,

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Speaker 2: and so, or it's oh, we're in this role and

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Speaker 2: we're looking at Let's say that you're a cashier at

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Speaker 2: your local grocery store, and at this particular store, there

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Speaker 2: are no written performance evaluations, but you started at the

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Speaker 2: same day, on the same day with three other people,

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Speaker 2: and we fast forward six months and one of those

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Speaker 2: three people is now being promoted to manager. Hold up, now,

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Speaker 2: how did they get that promotion? They start at the

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Speaker 2: same time as you, work the same hours as you,

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Speaker 2: have the same job task as you. How did they

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Speaker 2: get considered for that promotion? M Well, now you go

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Speaker 2: and talk to your manager, and your manager points out

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Speaker 2: all these extra things or the way in which the

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Speaker 2: specific way in which they were performing the expected task,

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Speaker 2: and you're like, wait, hold on.

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Speaker 3: If I would have known that was the case, I

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Speaker 3: could have been getting this promotion.

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Speaker 2: Okay, And so I think it's important whether it's documented

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Speaker 2: or not to make sure that you're having these conversations

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Speaker 2: from the beginning so that you are very clear if

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Speaker 2: you know you're coming into this role as a cashier,

439
00:24:30,600 --> 00:24:33,919
Speaker 2: but your goal ultimately, because maybe you happen to one

440
00:24:34,000 --> 00:24:37,320
Speaker 2: day want to go to school and get your business degree,

441
00:24:38,840 --> 00:24:42,080
Speaker 2: but now it's not your time, but you know that

442
00:24:42,240 --> 00:24:45,959
Speaker 2: having this job, you want to eventually your goal is

443
00:24:46,000 --> 00:24:49,560
Speaker 2: to work up to a managerial position, so that you

444
00:24:49,680 --> 00:24:53,879
Speaker 2: get this experience that will help inform you when you

445
00:24:54,040 --> 00:25:00,359
Speaker 2: do get that business degree. That is vital information for

446
00:25:00,400 --> 00:25:03,119
Speaker 2: your manager to be aware of because there are things

447
00:25:03,160 --> 00:25:06,640
Speaker 2: and there are opportunities that they could then offer you

448
00:25:08,480 --> 00:25:10,720
Speaker 2: that will help in your success.

449
00:25:11,520 --> 00:25:14,080
Speaker 1: That is so good, Domin. That's such a great example

450
00:25:14,160 --> 00:25:18,960
Speaker 1: of just the importance of also knowing where you stand.

451
00:25:19,040 --> 00:25:21,000
Speaker 1: And so I do this today where I have a

452
00:25:21,040 --> 00:25:23,640
Speaker 1: project and I go over Okay, I don't care where

453
00:25:23,640 --> 00:25:26,640
Speaker 1: everyone else is tracking. I know that I'm doing my work,

454
00:25:26,640 --> 00:25:28,960
Speaker 1: and I have a progress tracker for that so that

455
00:25:29,000 --> 00:25:30,679
Speaker 1: if anything ever comes up and someone's like, oh, well

456
00:25:30,720 --> 00:25:32,560
Speaker 1: she didn't do this, hold up, I have a track

457
00:25:32,600 --> 00:25:35,560
Speaker 1: record here. I've also had discussions, so I log everything.

458
00:25:35,800 --> 00:25:37,600
Speaker 1: But I think back to when I was an undergrad

459
00:25:38,119 --> 00:25:40,720
Speaker 1: and we used to have we had to like I

460
00:25:40,800 --> 00:25:43,080
Speaker 1: used to add up the credits and understand, like, Okay,

461
00:25:43,119 --> 00:25:44,960
Speaker 1: what grade do I need to get in this particular

462
00:25:45,000 --> 00:25:48,359
Speaker 1: class in order to achieve this GPA. I have it

463
00:25:48,359 --> 00:25:50,639
Speaker 1: all organized and understand it so that when I go

464
00:25:50,720 --> 00:25:53,960
Speaker 1: to my professor, I could just have clarity on my

465
00:25:54,240 --> 00:25:57,000
Speaker 1: sort of holistic view of getting my degree. And there

466
00:25:57,000 --> 00:25:58,840
Speaker 1: were many students who didn't do that, so they just

467
00:25:59,040 --> 00:26:00,560
Speaker 1: it was kind of like left in the professor's hand.

468
00:26:00,600 --> 00:26:02,440
Speaker 1: They had no idea. And so if you don't plan

469
00:26:02,640 --> 00:26:04,560
Speaker 1: and do that for yourself, someone else is going to

470
00:26:04,560 --> 00:26:06,199
Speaker 1: have a plan for you, or they may not have

471
00:26:06,240 --> 00:26:07,440
Speaker 1: a plan for you, and so you may not get

472
00:26:07,440 --> 00:26:10,199
Speaker 1: that promotion. So I think understanding where you stand and

473
00:26:10,240 --> 00:26:13,240
Speaker 1: what you've done allows you to be It allows you

474
00:26:13,280 --> 00:26:15,240
Speaker 1: to have more leverage when you go into those negotiation

475
00:26:15,359 --> 00:26:17,960
Speaker 1: conversations if you do want that raise. And so the

476
00:26:18,000 --> 00:26:19,760
Speaker 1: other thing I wanted to say too is you can

477
00:26:19,840 --> 00:26:22,119
Speaker 1: remix this across different industries. Right, So if you're in

478
00:26:22,160 --> 00:26:25,240
Speaker 1: a nonprofit. Right a nonprofit, you can ask about program

479
00:26:25,320 --> 00:26:28,920
Speaker 1: impact goals or fundraising targets that might be an okayr

480
00:26:29,040 --> 00:26:31,960
Speaker 1: KPI for that industry, and when you think about hospitality,

481
00:26:32,000 --> 00:26:36,040
Speaker 1: it might be like guest satisfaction scores or event execution

482
00:26:36,160 --> 00:26:39,040
Speaker 1: metrics or something. So again, be creative and figure out

483
00:26:39,119 --> 00:26:42,680
Speaker 1: how these frameworks and tips can fit into your particular industry.

484
00:26:43,760 --> 00:26:46,000
Speaker 1: All right, number three this is one of my favorites.

485
00:26:46,000 --> 00:26:49,440
Speaker 1: And number three is get involved and build genuine connections.

486
00:26:49,640 --> 00:26:51,760
Speaker 1: We talked about those one on ones earlier, but one

487
00:26:51,760 --> 00:26:54,080
Speaker 1: of the things I wanted to add to that conversation

488
00:26:54,240 --> 00:26:56,480
Speaker 1: is that it's not just about like, oh, I crossed

489
00:26:56,520 --> 00:26:58,280
Speaker 1: it off the list I met with someone. It's about

490
00:26:58,320 --> 00:27:00,520
Speaker 1: having a plan. And so for all the one on

491
00:27:00,560 --> 00:27:03,520
Speaker 1: ones I have for everyone I've ever potentially had a

492
00:27:03,520 --> 00:27:04,880
Speaker 1: one on one with intech.

493
00:27:04,600 --> 00:27:05,040
Speaker 3: I have a.

494
00:27:07,000 --> 00:27:10,159
Speaker 1: Log or I keep track of everything we discussed so

495
00:27:10,160 --> 00:27:12,120
Speaker 1: that when I meet with that person again, I can

496
00:27:12,400 --> 00:27:13,280
Speaker 1: how is your daughter?

497
00:27:13,480 --> 00:27:13,560
Speaker 2: Like?

498
00:27:13,600 --> 00:27:15,480
Speaker 1: How is the dog? You know, you can ask those

499
00:27:15,560 --> 00:27:18,600
Speaker 1: questions and continue to build the connection, because what's the

500
00:27:18,640 --> 00:27:20,280
Speaker 1: point of a one on one If you forget everything

501
00:27:20,320 --> 00:27:22,280
Speaker 1: they say they have to repeat the same thing when

502
00:27:22,320 --> 00:27:24,199
Speaker 1: you come back, it's not going to be conducive to

503
00:27:24,200 --> 00:27:26,760
Speaker 1: building a connection. And so when you think about culture,

504
00:27:26,840 --> 00:27:29,040
Speaker 1: it's not just something we absorb it's something that we

505
00:27:29,119 --> 00:27:31,359
Speaker 1: help shape when we go to new companies, and so

506
00:27:31,800 --> 00:27:34,320
Speaker 1: I like to join the ergs, which are the employee

507
00:27:34,320 --> 00:27:39,199
Speaker 1: resource groups or employee resource communities, volunteer for internal events,

508
00:27:39,280 --> 00:27:42,880
Speaker 1: or host small community gatherings. I'm the kind of person

509
00:27:42,920 --> 00:27:44,800
Speaker 1: where I go into a space and there is a void.

510
00:27:45,720 --> 00:27:47,320
Speaker 1: I'm not going to complain about it. I make a

511
00:27:47,359 --> 00:27:48,639
Speaker 1: note of it, and I'm like, Okay, what can we

512
00:27:48,680 --> 00:27:50,960
Speaker 1: do to create the thing that I'm desiring? So you

513
00:27:51,359 --> 00:27:53,280
Speaker 1: go into the space and you create what you want.

514
00:27:53,359 --> 00:27:55,840
Speaker 1: Like if you see that there's not there's no community.

515
00:27:56,160 --> 00:27:59,120
Speaker 1: They're not doing I don't know, fun stuff like they

516
00:27:59,160 --> 00:28:01,679
Speaker 1: have like what dress down days or you know, some

517
00:28:01,760 --> 00:28:05,640
Speaker 1: kind of community on Fridays, social Fridays, pot luck, even

518
00:28:05,640 --> 00:28:07,520
Speaker 1: though I probably wouldn't eat the food because that's you know,

519
00:28:07,640 --> 00:28:11,160
Speaker 1: but a pot lucky get everyone, get everyone together. Y'all

520
00:28:11,200 --> 00:28:12,720
Speaker 1: know how we feel about POTLUCKX, but just something to

521
00:28:12,760 --> 00:28:14,560
Speaker 1: get people together, Like you be the one to host

522
00:28:14,640 --> 00:28:17,120
Speaker 1: those things and doing that can help you get noticed,

523
00:28:17,520 --> 00:28:20,520
Speaker 1: build deeper relationships with people, and really make the workplace

524
00:28:20,760 --> 00:28:23,240
Speaker 1: more inclusive and joyful. It really makes a difference.

525
00:28:24,680 --> 00:28:28,040
Speaker 2: Yes, And I think I think also too, it's about

526
00:28:28,119 --> 00:28:33,960
Speaker 2: figuring out what works for you. Yes, right, So if

527
00:28:34,000 --> 00:28:39,960
Speaker 2: you're not the person to initiate the conversations right or

528
00:28:40,000 --> 00:28:45,040
Speaker 2: to initiate the social outings, but it's something that feels

529
00:28:45,040 --> 00:28:49,720
Speaker 2: important to you, maybe you tap into one of the

530
00:28:49,720 --> 00:28:55,000
Speaker 2: people that you've had an individual connection with and you're like, hey,

531
00:28:56,240 --> 00:28:59,640
Speaker 2: we have you thought about doing ABCD whatever the thing

532
00:28:59,760 --> 00:29:04,080
Speaker 2: is that you're wanting, right, and seeing if that person

533
00:29:04,160 --> 00:29:06,360
Speaker 2: is willing to take it on, because that's something that

534
00:29:06,480 --> 00:29:10,520
Speaker 2: you've observed is an interest and a strength of theirs.

535
00:29:11,200 --> 00:29:14,400
Speaker 2: And so it's also about figuring. So truly it is

536
00:29:14,440 --> 00:29:18,920
Speaker 2: about figuring out what is the thing that you is

537
00:29:18,960 --> 00:29:24,120
Speaker 2: your strength, yes, and leveraging that. But then again, as

538
00:29:24,160 --> 00:29:28,600
Speaker 2: you have made connections with other people, helping them to

539
00:29:28,800 --> 00:29:32,520
Speaker 2: leverage their strengths as well. If these are things that

540
00:29:32,920 --> 00:29:39,000
Speaker 2: you believe will connect the company or connect particular people

541
00:29:39,600 --> 00:29:41,760
Speaker 2: in the company in a certain way.

542
00:29:42,920 --> 00:29:44,840
Speaker 1: I love that don because, like you said, if you're

543
00:29:44,880 --> 00:29:47,720
Speaker 1: not the person to initiate it, you can bring up

544
00:29:47,720 --> 00:29:49,840
Speaker 1: the conversation and then go support the person who is

545
00:29:49,880 --> 00:29:51,680
Speaker 1: going to do it. You be the chair that or

546
00:29:51,720 --> 00:29:54,640
Speaker 1: you be behind the scenes. And when you think about disability,

547
00:29:54,840 --> 00:29:57,640
Speaker 1: disability isn't about bragging. It's about connection. So when people

548
00:29:57,680 --> 00:30:01,040
Speaker 1: see you your values and energy more likely to support

549
00:30:01,040 --> 00:30:03,040
Speaker 1: your growth and dom You know what, this makes me

550
00:30:03,040 --> 00:30:04,120
Speaker 1: think about?

551
00:30:05,440 --> 00:30:05,920
Speaker 2: What? Girl? What?

552
00:30:06,200 --> 00:30:07,640
Speaker 3: What does make you think about?

553
00:30:07,760 --> 00:30:10,240
Speaker 2: Already? I already have an idea, but go ahead and tell.

554
00:30:10,240 --> 00:30:11,960
Speaker 1: Well, no, I was just gonna say, like, just like

555
00:30:12,000 --> 00:30:15,560
Speaker 1: we're building connections at work through ergs or community events,

556
00:30:15,800 --> 00:30:18,360
Speaker 1: it's also important to build your personal community in a

557
00:30:18,360 --> 00:30:21,920
Speaker 1: way it feels intentional as well. And so that's what

558
00:30:21,960 --> 00:30:25,800
Speaker 1: I've been focused on this season. Okay, Okay, okay, So.

559
00:30:25,760 --> 00:30:27,760
Speaker 2: I mean, like I said, I already had an idea

560
00:30:27,760 --> 00:30:30,920
Speaker 2: of where you were going with this. So I know

561
00:30:31,360 --> 00:30:34,360
Speaker 2: we've been talking about Field, and so.

562
00:30:36,640 --> 00:30:37,040
Speaker 3: Am I right?

563
00:30:37,120 --> 00:30:40,240
Speaker 2: Is that what you that's what you're talking about?

564
00:30:40,280 --> 00:30:44,080
Speaker 1: Listen, y'all. Field is not your average dating app, Okay.

565
00:30:44,120 --> 00:30:46,920
Speaker 1: As someone who's in the season of exploring and dating

566
00:30:46,960 --> 00:30:50,400
Speaker 1: and building community, I wanted more than just a swipe

567
00:30:50,760 --> 00:30:53,880
Speaker 1: and small talk, Okay. I'm looking for real connection even

568
00:30:53,920 --> 00:30:56,720
Speaker 1: outside of dating. I want like minded people, new energy,

569
00:30:56,800 --> 00:31:00,440
Speaker 1: and shared vibes. You feel me, all right?

570
00:31:00,600 --> 00:31:04,640
Speaker 2: So I mean what makes feel truly stand out for

571
00:31:04,720 --> 00:31:07,600
Speaker 2: people who are wanting that deeper level of connection.

572
00:31:08,320 --> 00:31:11,160
Speaker 1: Oh my goodness. Okay, So first off, there's no weird

573
00:31:11,280 --> 00:31:14,800
Speaker 1: algorithm pressure, so you can actually explore at your own pace,

574
00:31:15,480 --> 00:31:19,440
Speaker 1: revisit connections. And there's this cool constellation feature where you

575
00:31:19,480 --> 00:31:22,640
Speaker 1: can link with friends or partners, which makes it perfect

576
00:31:22,640 --> 00:31:25,400
Speaker 1: if you're building a community vibe and not just romantic stuff.

577
00:31:25,600 --> 00:31:27,360
Speaker 1: And then, girl, let me tell you about the transparency,

578
00:31:27,400 --> 00:31:30,240
Speaker 1: because this is a new level of transparency for me.

579
00:31:30,600 --> 00:31:34,719
Speaker 1: People are so upfront about who they are, what they want,

580
00:31:34,960 --> 00:31:37,440
Speaker 1: none of that figured out mess on the app. Like,

581
00:31:37,720 --> 00:31:40,760
Speaker 1: it's been very, very sober to see people be so transparent.

582
00:31:41,160 --> 00:31:42,880
Speaker 1: So lady, go create an account and take a look

583
00:31:42,880 --> 00:31:44,760
Speaker 1: at some of their profiles. You will see exactly what

584
00:31:44,800 --> 00:31:48,160
Speaker 1: I mean. So, whether you're exploring open relationships, finding a

585
00:31:48,200 --> 00:31:50,800
Speaker 1: cuddle buddy okay it might be, or a travel buddy

586
00:31:50,800 --> 00:31:53,719
Speaker 1: for the summertime, or even starting a creative project, field

587
00:31:53,880 --> 00:31:55,440
Speaker 1: is where I'm finding my people.

588
00:31:57,400 --> 00:31:57,800
Speaker 3: Okay.

589
00:31:57,920 --> 00:32:01,320
Speaker 2: So as you're talking about this and finding your people, like,

590
00:32:01,680 --> 00:32:06,680
Speaker 2: to me, that's exactly what we're talking about in the workplace, right,

591
00:32:06,760 --> 00:32:13,480
Speaker 2: So intentionally creating your community, showing up authentically and forming

592
00:32:13,520 --> 00:32:16,840
Speaker 2: those connections that go beyond the surface.

593
00:32:18,040 --> 00:32:21,200
Speaker 1: Exactly whether it's professional or personal. It's all about showing

594
00:32:21,280 --> 00:32:24,160
Speaker 1: up as your full self and being seen. So if

595
00:32:24,160 --> 00:32:29,200
Speaker 1: you're in the season of expansion, romantically, platonically, creatively, all right,

596
00:32:29,480 --> 00:32:31,920
Speaker 1: Field is a beautiful space to do just that. You

597
00:32:31,960 --> 00:32:36,560
Speaker 1: can download Field that's fee ld on the App Store

598
00:32:36,840 --> 00:32:38,720
Speaker 1: or Google Play.

599
00:32:38,840 --> 00:32:41,560
Speaker 2: Yes, all right, y'all, so go check it out and

600
00:32:41,680 --> 00:32:44,880
Speaker 2: let us know how you're building your community, both at

601
00:32:44,920 --> 00:32:46,400
Speaker 2: work and beyond.

602
00:32:47,680 --> 00:32:51,440
Speaker 1: That's right, all right. Now, speaking of building smart, let's

603
00:32:51,440 --> 00:32:54,479
Speaker 1: get into tip number four. Don This is always say

604
00:32:54,520 --> 00:32:56,760
Speaker 1: they're all my favorite, but I really love this one too.

605
00:32:56,880 --> 00:33:02,239
Speaker 1: Number four. It's build your organizational tour. Kid. Listen. I

606
00:33:02,240 --> 00:33:04,800
Speaker 1: cannot tell you how many times I've started a new

607
00:33:04,880 --> 00:33:06,920
Speaker 1: role and I'm just like, even though it might be

608
00:33:06,920 --> 00:33:08,600
Speaker 1: the same role that I had at a different company,

609
00:33:08,640 --> 00:33:10,600
Speaker 1: you have to kind of build everything from the ground up.

610
00:33:10,640 --> 00:33:13,120
Speaker 1: You're like, how do I take notes? How do I do?

611
00:33:13,280 --> 00:33:15,239
Speaker 1: Like just trying to figure out what your system is

612
00:33:15,320 --> 00:33:17,320
Speaker 1: and so what I love to do in the first

613
00:33:17,360 --> 00:33:19,400
Speaker 1: sixty days I like to set up my note taking

614
00:33:19,440 --> 00:33:21,560
Speaker 1: system based on the role that i'm particularly you know,

615
00:33:21,600 --> 00:33:24,760
Speaker 1: the industry and roles I'm in. Note taking system from

616
00:33:24,800 --> 00:33:28,200
Speaker 1: onboarding Insights so that I can just have everything organized

617
00:33:28,200 --> 00:33:29,480
Speaker 1: in a way that makes sense to me and my

618
00:33:29,560 --> 00:33:32,400
Speaker 1: brain my task manager for daily and weekly to do.

619
00:33:32,520 --> 00:33:34,120
Speaker 1: So if you listen to the podcast, you know I

620
00:33:34,160 --> 00:33:37,280
Speaker 1: love ASAUA. Asana is my favorite tool and I use

621
00:33:37,320 --> 00:33:40,040
Speaker 1: it to manage all aspects of life. I'd also say

622
00:33:40,080 --> 00:33:43,440
Speaker 1: a calendar strategy, so blocking off focused time and then

623
00:33:43,480 --> 00:33:46,160
Speaker 1: having recurring check ins with certain people. And for me,

624
00:33:47,000 --> 00:33:49,200
Speaker 1: because of the industry I'm in, blocking off focus time

625
00:33:49,360 --> 00:33:53,160
Speaker 1: it usually prevents people from blocking you know, sending me

626
00:33:53,160 --> 00:33:55,360
Speaker 1: calendar invites over that so I can actually get stuff

627
00:33:55,400 --> 00:33:58,120
Speaker 1: done versus being in meetings all day and then having

628
00:33:58,120 --> 00:34:00,160
Speaker 1: those regular check ins with the people that are going

629
00:34:00,200 --> 00:34:02,440
Speaker 1: to be your support system in the new role, and

630
00:34:02,480 --> 00:34:06,400
Speaker 1: then of course having a place to pack your wins

631
00:34:06,520 --> 00:34:08,839
Speaker 1: and areas for improvement. That's what I want to share

632
00:34:08,880 --> 00:34:10,200
Speaker 1: for now and down I have more, but I want

633
00:34:10,200 --> 00:34:12,800
Speaker 1: to see what would you add to the organizational toolkit?

634
00:34:13,960 --> 00:34:18,720
Speaker 2: The one that I would add because most companies, most

635
00:34:18,840 --> 00:34:24,440
Speaker 2: industries have an email system, right and so one thing

636
00:34:24,520 --> 00:34:27,480
Speaker 2: that I think has helped me in terms of organization

637
00:34:28,360 --> 00:34:32,440
Speaker 2: is setting up those rules within the email system to

638
00:34:33,080 --> 00:34:36,680
Speaker 2: setting up folders and then setting up rules within that

639
00:34:36,840 --> 00:34:40,920
Speaker 2: email system so that when you get particular emails, they

640
00:34:40,920 --> 00:34:46,120
Speaker 2: can easily be readily organized into the folders, and then

641
00:34:46,200 --> 00:34:50,440
Speaker 2: you can go in based on your priorities and your schedule.

642
00:34:51,280 --> 00:34:53,520
Speaker 2: You can go in and know which emails you need

643
00:34:53,600 --> 00:34:57,960
Speaker 2: to respond to, soonest and fastest versus Okay, this can

644
00:34:58,040 --> 00:34:59,800
Speaker 2: wait a little while. This can maybe wait till the

645
00:35:00,120 --> 00:35:04,720
Speaker 2: end of my workday to check this particular email versus

646
00:35:04,719 --> 00:35:08,160
Speaker 2: something that I know. Oh wait, hold on this folder

647
00:35:08,239 --> 00:35:10,080
Speaker 2: right here. I need This is the folder that I

648
00:35:10,200 --> 00:35:14,400
Speaker 2: check first thing when I start my shift, and I

649
00:35:14,480 --> 00:35:16,319
Speaker 2: need to address I need to make sure I have

650
00:35:16,400 --> 00:35:18,960
Speaker 2: time to address these right away. So having that email

651
00:35:19,520 --> 00:35:21,880
Speaker 2: organization system, I think is one of the things that

652
00:35:22,000 --> 00:35:24,440
Speaker 2: is super important.

653
00:35:25,200 --> 00:35:26,799
Speaker 1: I love that so much, John, And I think that

654
00:35:26,920 --> 00:35:29,839
Speaker 1: when it comes to the systems, it's not about being rigid, right,

655
00:35:29,880 --> 00:35:33,160
Speaker 1: It's about giving ourselves clarity and peace of mind. And

656
00:35:33,200 --> 00:35:38,160
Speaker 1: I think also being open to revisiting it over time,

657
00:35:38,200 --> 00:35:41,160
Speaker 1: Like once you are maybe into I don't know, one

658
00:35:41,239 --> 00:35:43,239
Speaker 1: hundred and twenty day mark, right, it's like, oh, let

659
00:35:43,280 --> 00:35:45,239
Speaker 1: me see, like is what I built is that still

660
00:35:45,280 --> 00:35:46,839
Speaker 1: serving me? Or do you need to tweak it a bit?

661
00:35:47,280 --> 00:35:49,080
Speaker 1: The other thing I like about systems too, is that

662
00:35:49,120 --> 00:35:52,600
Speaker 1: systems beat motivation, so when things get busy, that structure

663
00:35:52,680 --> 00:35:56,120
Speaker 1: helps to keep us grounded and proactive instead of reactive.

664
00:35:56,440 --> 00:35:58,160
Speaker 1: So I love the idea that you shared about the

665
00:35:58,360 --> 00:36:01,160
Speaker 1: getting the email in order for all the emails flood

666
00:36:01,160 --> 00:36:03,680
Speaker 1: in once you've already ramped upcause you know the emails

667
00:36:03,680 --> 00:36:05,560
Speaker 1: are going to be coming. So if you have you now,

668
00:36:05,960 --> 00:36:08,240
Speaker 1: you have your folders, you got your Google Drive organized,

669
00:36:08,280 --> 00:36:10,480
Speaker 1: or whatever systems you're using. And so I just want

670
00:36:10,520 --> 00:36:13,200
Speaker 1: to share a couple of ways that having systems can help,

671
00:36:13,360 --> 00:36:15,680
Speaker 1: and then give you a little remix for some other industries.

672
00:36:16,080 --> 00:36:18,360
Speaker 1: So having your systems in place, it can help to

673
00:36:18,400 --> 00:36:21,920
Speaker 1: avoid burnout, it can help you to stay organized and

674
00:36:22,000 --> 00:36:24,440
Speaker 1: on top of your priorities. And it also can help

675
00:36:24,440 --> 00:36:27,359
Speaker 1: you track your winds and feedback over time. That's one

676
00:36:27,360 --> 00:36:29,120
Speaker 1: thing I don't think we double tapped into that, but

677
00:36:29,200 --> 00:36:32,320
Speaker 1: it is so important whatever whatever role you're in, I

678
00:36:32,320 --> 00:36:35,200
Speaker 1: think it's just so important to track feedback in general.

679
00:36:35,239 --> 00:36:37,960
Speaker 1: I literally day one of any role, I have a

680
00:36:38,000 --> 00:36:40,560
Speaker 1: project called my praise bank, or a task called my

681
00:36:40,600 --> 00:36:43,120
Speaker 1: praise bank, and then the sign a project in every

682
00:36:43,280 --> 00:36:46,120
Speaker 1: amazing thing that someone says about me. I screenshot that

683
00:36:46,239 --> 00:36:49,960
Speaker 1: joker and I put it in the where it needs

684
00:36:50,000 --> 00:36:52,400
Speaker 1: to go. Okay, and then I reuse that for something

685
00:36:52,440 --> 00:36:54,279
Speaker 1: that I create called an impact kit, which we can

686
00:36:54,280 --> 00:36:57,040
Speaker 1: talk about in another episode. But when I'm interviewing for roles,

687
00:36:57,040 --> 00:36:59,520
Speaker 1: in addition to the resume, I have screenshots like let

688
00:36:59,560 --> 00:37:01,920
Speaker 1: me show it receipts. Okay, this is what I've already done.

689
00:37:01,960 --> 00:37:03,839
Speaker 1: I don't got to look. You see it right here, right,

690
00:37:03,880 --> 00:37:06,640
Speaker 1: So that's important. And then if we talk about remixing

691
00:37:06,719 --> 00:37:09,480
Speaker 1: this for other industries, let's say that you are in education.

692
00:37:10,560 --> 00:37:14,200
Speaker 1: You can organize your lesson plans. You can organize parent

693
00:37:14,320 --> 00:37:17,160
Speaker 1: comms and student notes, and the name of the game

694
00:37:17,160 --> 00:37:20,520
Speaker 1: for me when it comes to this are templates. Okay. Yes,

695
00:37:21,280 --> 00:37:23,359
Speaker 1: When I send out emails and I know that I'm

696
00:37:23,360 --> 00:37:25,160
Speaker 1: going to be sending out this email to numerous people

697
00:37:25,160 --> 00:37:27,440
Speaker 1: on a consistent basis, I save the template, and you

698
00:37:27,440 --> 00:37:29,640
Speaker 1: can do this in the email as well. Save it

699
00:37:29,680 --> 00:37:31,239
Speaker 1: so I could just copy and paste it and then

700
00:37:31,320 --> 00:37:34,040
Speaker 1: make tweaks so I'm not retyping the thing over and

701
00:37:34,080 --> 00:37:36,960
Speaker 1: over again. So that's something you can do. If you

702
00:37:37,000 --> 00:37:39,200
Speaker 1: think about being in the service industry, you can create

703
00:37:39,200 --> 00:37:42,359
Speaker 1: a simple checklist system or a personal workflow that helps

704
00:37:42,400 --> 00:37:44,640
Speaker 1: you stay sharp on the floor doing whatever you have

705
00:37:44,680 --> 00:37:46,680
Speaker 1: to do, right, just so that I like to get

706
00:37:46,680 --> 00:37:48,680
Speaker 1: things out of my mind and into a system so

707
00:37:48,719 --> 00:37:51,480
Speaker 1: that it's not just running around in my mind all day,

708
00:37:51,520 --> 00:37:52,480
Speaker 1: If that makes sense.

709
00:37:52,840 --> 00:37:55,160
Speaker 2: Yes, And I think the other one thing that I

710
00:37:55,160 --> 00:37:58,480
Speaker 2: would also add is depending on your industry, if you

711
00:37:58,600 --> 00:38:02,640
Speaker 2: know that your industry has seasons, right, So I think

712
00:38:02,640 --> 00:38:06,560
Speaker 2: about working in the university, like I know where I'm

713
00:38:06,640 --> 00:38:09,600
Speaker 2: at currently, we're on the quarter system. I know for

714
00:38:09,760 --> 00:38:14,360
Speaker 2: me in my role, winter quarter is often the toughest

715
00:38:14,360 --> 00:38:20,440
Speaker 2: for me in terms of my time that I'm generally

716
00:38:20,480 --> 00:38:24,759
Speaker 2: busy most of the year, but winter quarter feels heavier

717
00:38:25,440 --> 00:38:28,600
Speaker 2: in terms of the things that I'm doing compared to

718
00:38:28,680 --> 00:38:31,839
Speaker 2: other quarters. And so then that allows me to kind

719
00:38:31,880 --> 00:38:38,360
Speaker 2: of plan my personal life and certain professional things around

720
00:38:38,400 --> 00:38:40,239
Speaker 2: that around those seasons.

721
00:38:40,719 --> 00:38:41,000
Speaker 4: Right.

722
00:38:42,480 --> 00:38:48,640
Speaker 2: I think about in retail that you know there are

723
00:38:48,680 --> 00:38:54,400
Speaker 2: certain seasons specifically like the holiday season, right, that tends

724
00:38:54,440 --> 00:38:57,640
Speaker 2: to be busier and more hectic than other points in

725
00:38:57,680 --> 00:39:02,920
Speaker 2: the year. And so if you know that going into

726
00:39:03,080 --> 00:39:07,080
Speaker 2: as you're starting this role, then that also allows you

727
00:39:07,280 --> 00:39:12,200
Speaker 2: to help with organization. So that what that looks like,

728
00:39:13,640 --> 00:39:18,359
Speaker 2: is maybe you're blocking off that season. That's tactic. You're

729
00:39:18,400 --> 00:39:23,359
Speaker 2: blocking that off in your work and personal calendar so

730
00:39:23,440 --> 00:39:28,480
Speaker 2: that you can plan accordingly. And so I think having

731
00:39:28,520 --> 00:39:30,920
Speaker 2: an idea and if you aren't sure, as you're starting

732
00:39:30,960 --> 00:39:34,960
Speaker 2: a new position, if you aren't sure what the seasons are,

733
00:39:36,400 --> 00:39:40,239
Speaker 2: ask because then that helps you to plan. So if

734
00:39:40,280 --> 00:39:43,879
Speaker 2: you you know, so if you're aware that there's particularly

735
00:39:44,080 --> 00:39:50,960
Speaker 2: busy seasons, you can mentally and physically prepare for that.

736
00:39:50,960 --> 00:39:53,319
Speaker 1: That is spot on, dom. I love that, And I

737
00:39:53,360 --> 00:39:59,200
Speaker 1: was going to say something else about just like usually

738
00:39:59,239 --> 00:40:01,640
Speaker 1: you have a manager, someone who's going to be supporting

739
00:40:01,640 --> 00:40:04,040
Speaker 1: your growth in the role. Right, So, like you were saying,

740
00:40:04,080 --> 00:40:07,000
Speaker 1: if you want to move to a managerial position, ideally

741
00:40:07,040 --> 00:40:09,799
Speaker 1: you have someone who's like working with you to track

742
00:40:09,840 --> 00:40:11,640
Speaker 1: your trajectory and kind of map that out. But if

743
00:40:11,640 --> 00:40:13,319
Speaker 1: no one's doing that, you can add that to your

744
00:40:14,040 --> 00:40:16,640
Speaker 1: organizational toolkit and speak to other people who are maybe

745
00:40:16,719 --> 00:40:19,279
Speaker 1: more senior to understand what was their path like and

746
00:40:19,320 --> 00:40:21,279
Speaker 1: get insight from them on how you can travel on

747
00:40:21,320 --> 00:40:23,719
Speaker 1: that same journey so that you can kind of mark

748
00:40:23,760 --> 00:40:25,160
Speaker 1: things off on your own soul, which is something I

749
00:40:25,200 --> 00:40:27,839
Speaker 1: wanted to add there Before we move on to number five,

750
00:40:28,239 --> 00:40:29,880
Speaker 1: I do want to say, lady, we're going to go

751
00:40:29,920 --> 00:40:32,080
Speaker 1: into the after Show soon and we do have a

752
00:40:32,120 --> 00:40:34,080
Speaker 1: juicy conversation there where we're going to share with you

753
00:40:34,560 --> 00:40:36,600
Speaker 1: some questions that you can ask in these one on

754
00:40:36,600 --> 00:40:39,520
Speaker 1: ones in addition to how to track your praise like

755
00:40:39,560 --> 00:40:42,040
Speaker 1: a pro. So make sure you stay tuned to tune

756
00:40:42,080 --> 00:40:44,160
Speaker 1: into the after Show. But for now we're going to

757
00:40:44,239 --> 00:40:47,960
Speaker 1: jump into number five, which is add value early. You

758
00:40:48,080 --> 00:40:50,239
Speaker 1: do not need to wait ninety days to make an

759
00:40:50,239 --> 00:40:52,120
Speaker 1: impact of whatever company it is. I gave you a

760
00:40:52,280 --> 00:40:56,280
Speaker 1: few examples earlier on how I've added impact, like ergs

761
00:40:56,400 --> 00:40:58,919
Speaker 1: and getting you know, involved in community and stuff like that.

762
00:40:58,960 --> 00:41:02,359
Speaker 1: But I try to look for small but meaningful ways

763
00:41:02,360 --> 00:41:06,200
Speaker 1: to help, like solving a quick problem, offering a resource,

764
00:41:07,080 --> 00:41:09,480
Speaker 1: taking on a task for someone if it's something I

765
00:41:09,520 --> 00:41:12,440
Speaker 1: can do, and try to always listen first and then

766
00:41:12,480 --> 00:41:15,000
Speaker 1: take action. I think those are some general tips that

767
00:41:15,040 --> 00:41:16,880
Speaker 1: we can use, and now that we have AI and

768
00:41:16,960 --> 00:41:19,320
Speaker 1: chat GBT, I think it makes it so much easier

769
00:41:19,320 --> 00:41:22,480
Speaker 1: for us to map out plans and show up in

770
00:41:22,640 --> 00:41:24,200
Speaker 1: powerful ways to add value.

771
00:41:25,080 --> 00:41:28,400
Speaker 2: Yes, and I think it's important to note with this

772
00:41:28,120 --> 00:41:34,640
Speaker 2: this particular tip of add value early that it's very

773
00:41:34,680 --> 00:41:40,360
Speaker 2: intentional how you're adding value. And part of that intentionality

774
00:41:40,960 --> 00:41:44,400
Speaker 2: means that you are doing something that might be a

775
00:41:44,480 --> 00:41:50,279
Speaker 2: one off or might be something that's shared. But regardless,

776
00:41:50,280 --> 00:41:53,719
Speaker 2: like whatever it is that you're adding value with, make

777
00:41:53,760 --> 00:41:59,000
Speaker 2: sure that it's something that you can sustain, because you

778
00:41:59,120 --> 00:42:02,560
Speaker 2: want to make you want to make sure that you're

779
00:42:02,600 --> 00:42:05,360
Speaker 2: doing something that's not going to eventually lead to burnout

780
00:42:07,239 --> 00:42:12,640
Speaker 2: or it's not going to lead to added responsibilities that

781
00:42:12,719 --> 00:42:19,000
Speaker 2: you can't reasonably take on. And so as you're looking

782
00:42:19,239 --> 00:42:22,440
Speaker 2: at okay, here are some things that I might be

783
00:42:22,520 --> 00:42:28,160
Speaker 2: able to do to add value, make sure that it

784
00:42:28,280 --> 00:42:33,200
Speaker 2: truly is something that is meaningful to you and that

785
00:42:33,320 --> 00:42:40,200
Speaker 2: is not going to diminish your defined roles or add.

786
00:42:39,960 --> 00:42:44,239
Speaker 1: Stress girl my job for that that is a good

787
00:42:44,239 --> 00:42:47,560
Speaker 1: point Dom and it makes me think about I love

788
00:42:47,600 --> 00:42:50,800
Speaker 1: that you are encouraging folks to align it with something

789
00:42:50,800 --> 00:42:53,719
Speaker 1: that they genuinely enjoy and that you can sustain. Because

790
00:42:53,760 --> 00:42:56,840
Speaker 1: one of the ways that I've built community but also

791
00:42:57,000 --> 00:42:58,879
Speaker 1: sort of made a name for myself early in new

792
00:42:58,880 --> 00:43:02,000
Speaker 1: companies in the past like three to four companies, is

793
00:43:02,320 --> 00:43:05,480
Speaker 1: simple daily slack posts in our Slack channel and our

794
00:43:05,719 --> 00:43:09,560
Speaker 1: erg Slack channel, just like fun questions and interactive things

795
00:43:09,560 --> 00:43:11,800
Speaker 1: to get people engaged. And I've gotten so much feedback

796
00:43:11,880 --> 00:43:14,400
Speaker 1: from people saying how much they value that, how it

797
00:43:14,400 --> 00:43:16,839
Speaker 1: makes them feel included. But if I would have done

798
00:43:16,920 --> 00:43:20,640
Speaker 1: that and then stopped, it could have been a tricky

799
00:43:20,640 --> 00:43:22,560
Speaker 1: situation where they're like, dang, she just popped up in

800
00:43:22,560 --> 00:43:24,920
Speaker 1: here and then she stopped adding value. So I love

801
00:43:24,960 --> 00:43:26,560
Speaker 1: that you pointed that out. And then the other thing

802
00:43:26,640 --> 00:43:29,640
Speaker 1: is simple things like that, like sharing things in the

803
00:43:29,719 --> 00:43:32,640
Speaker 1: slack community or in whatever community group we have. It

804
00:43:32,760 --> 00:43:37,160
Speaker 1: really increased my visibility and got me different opportunities within

805
00:43:37,160 --> 00:43:39,880
Speaker 1: the company, like to interview our chief legal officer and

806
00:43:39,920 --> 00:43:41,839
Speaker 1: other things like that. So you never know how those

807
00:43:41,880 --> 00:43:43,600
Speaker 1: little things that you do that are tied to things

808
00:43:43,600 --> 00:43:46,719
Speaker 1: you're already passionate about can lead to more opportunities for you.

809
00:43:46,840 --> 00:43:50,480
Speaker 1: So think about how adding this value early it can

810
00:43:50,520 --> 00:43:53,960
Speaker 1: boost your confidence, it can build trust quickly between you

811
00:43:54,000 --> 00:43:56,680
Speaker 1: and your colleagues, and also positioning yourself as a go

812
00:43:56,760 --> 00:43:59,719
Speaker 1: to person. So if we're going to remix this for

813
00:43:59,719 --> 00:44:03,279
Speaker 1: different industry, right, let's say you are a teacher or

814
00:44:03,280 --> 00:44:07,080
Speaker 1: you're in teaching sharing resources. If you're already using a resource,

815
00:44:07,880 --> 00:44:09,719
Speaker 1: might as well share it with other people, right to

816
00:44:09,760 --> 00:44:11,560
Speaker 1: be a value to them if it's not going to, like,

817
00:44:11,640 --> 00:44:13,600
Speaker 1: you know, diminish the work that you're doing, and you

818
00:44:13,600 --> 00:44:16,040
Speaker 1: don't have any issues with anyone possibly putting their name

819
00:44:16,080 --> 00:44:18,480
Speaker 1: on you know how people can be when you share resources.

820
00:44:18,520 --> 00:44:21,759
Speaker 1: But sharing resources or lesson strategies, I think that's a

821
00:44:21,760 --> 00:44:24,400
Speaker 1: great way to make your life in other people's lives easier.

822
00:44:24,800 --> 00:44:26,920
Speaker 1: If you think about logistics, right, if you're in a

823
00:44:27,000 --> 00:44:31,120
Speaker 1: logistics field, you can offer a process to improve something

824
00:44:31,160 --> 00:44:34,520
Speaker 1: that you all are already doing, like how deliveries are tracked, right,

825
00:44:34,600 --> 00:44:36,279
Speaker 1: And let's say you work at Amazon and you figure

826
00:44:36,280 --> 00:44:38,319
Speaker 1: out a way to just become more efficient. You can

827
00:44:38,320 --> 00:44:39,479
Speaker 1: share that with the team as well.

828
00:44:41,000 --> 00:44:43,919
Speaker 2: Yes, I love I love that the remixing and share

829
00:44:43,920 --> 00:44:45,799
Speaker 2: it and so that we can really make sure that

830
00:44:45,880 --> 00:44:50,759
Speaker 2: we understand that again, that these tips can be applicable

831
00:44:50,880 --> 00:44:55,160
Speaker 2: to wherever you might be working. And so lady, even

832
00:44:55,200 --> 00:44:58,840
Speaker 2: as you change industry, right, like let's say that you

833
00:44:59,280 --> 00:45:04,120
Speaker 2: are in a teaching role and then you switch to

834
00:45:04,200 --> 00:45:07,240
Speaker 2: a tech company or you switch to the legal field, right,

835
00:45:07,800 --> 00:45:11,880
Speaker 2: so using these tips will still be applicable to no

836
00:45:12,000 --> 00:45:15,239
Speaker 2: matter what industry you're in. So let's do a quick

837
00:45:15,280 --> 00:45:18,239
Speaker 2: recap before we head on to the after show. So

838
00:45:18,880 --> 00:45:23,000
Speaker 2: tip number one schedule one on ones with cross functional

839
00:45:23,040 --> 00:45:28,480
Speaker 2: partners and teammates. Tip number two get crystal clear on

840
00:45:28,560 --> 00:45:34,680
Speaker 2: your OKRs and KPIs. Number three get involved and build

841
00:45:34,840 --> 00:45:42,920
Speaker 2: genuine connections. Number four build your organizational toolkit, and number

842
00:45:42,960 --> 00:45:45,840
Speaker 2: five add value early.

843
00:45:46,280 --> 00:45:49,360
Speaker 1: All right, lady, make sure you go to herspacepodcast dot com,

844
00:45:49,360 --> 00:45:52,480
Speaker 1: click on Patreon, and join us for the after show.

845
00:45:54,120 --> 00:45:57,720
Speaker 1: If you're feeling stuck, overwhelmed, or unsure if your next steps,

846
00:45:58,160 --> 00:46:01,680
Speaker 1: this is for you. Hey, lady, is Tea here and

847
00:46:01,719 --> 00:46:03,719
Speaker 1: I just want to invite you to my free goal

848
00:46:03,760 --> 00:46:06,600
Speaker 1: map like a pro coaching workshop, where I'll share the

849
00:46:06,640 --> 00:46:10,400
Speaker 1: five proven steps to get unstuck and achieve your goals.

850
00:46:10,680 --> 00:46:15,279
Speaker 1: Whether you're feeling overwhelmed by all your ideas, juggling scattered ideas,

851
00:46:15,400 --> 00:46:18,640
Speaker 1: or maybe you just need confidence to start, this workshop

852
00:46:18,680 --> 00:46:21,759
Speaker 1: will give you the clarity, tools and the motivation to

853
00:46:21,920 --> 00:46:23,200
Speaker 1: take back control.

854
00:46:23,480 --> 00:46:24,520
Speaker 3: Reserve your spot for.

855
00:46:24,560 --> 00:46:28,920
Speaker 1: Free by visiting her spacepodcast dot com and clicking on

856
00:46:29,000 --> 00:46:31,960
Speaker 1: the goal map like a pro webinar link. Lady, don't

857
00:46:31,960 --> 00:46:34,040
Speaker 1: miss this chance to build a roadmap that fits your

858
00:46:34,040 --> 00:46:36,279
Speaker 1: life and set you up for success. I hope to

859
00:46:36,280 --> 00:46:36,920
Speaker 1: see you there.

860
00:46:39,280 --> 00:46:43,359
Speaker 2: Thanks for tuning into Cultivating her Space. Remember that while

861
00:46:43,400 --> 00:46:48,160
Speaker 2: this podcast is all about healing, empowerment, and resilience, it's

862
00:46:48,280 --> 00:46:52,160
Speaker 2: not a substitute for therapy. If you or someone you

863
00:46:52,280 --> 00:46:56,320
Speaker 2: know need support, check out resources like Therapy for Black

864
00:46:56,360 --> 00:47:00,960
Speaker 2: Girls or Psychology Today. If you love today's so do

865
00:47:01,120 --> 00:47:03,040
Speaker 2: us a favor and share it with a friend who

866
00:47:03,120 --> 00:47:07,640
Speaker 2: needs some inspiration, or leave us a quick five star review.

867
00:47:08,280 --> 00:47:11,239
Speaker 2: Your support means the world to us and helps keep

868
00:47:11,360 --> 00:47:12,400
Speaker 2: this space thriving.

869
00:47:12,960 --> 00:47:17,839
Speaker 1: And before we meet again, repeat after me. My actions

870
00:47:17,920 --> 00:47:25,600
Speaker 1: are aligned with purpose leading to continuous transformation. Keep thriving, Lady,

871
00:47:25,760 --> 00:47:29,799
Speaker 1: and tune in next Friday for more inspiration from Cultivating

872
00:47:29,840 --> 00:47:32,840
Speaker 1: her Space. In the meantime, be sure to connect with

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Speaker 1: us on Instagram at her Space Podcast