WEBVTT - The BA Q&A: Should I Pay For A Resume? 0:00:06.160 --> 0:00:09.680 Hey, Hey, ba fam, It's Mandy here with another episode 0:00:09.720 --> 0:00:12.520 of the ba Q and a thank you so much 0:00:12.520 --> 0:00:15.320 for sibmony. Your questions, y'all. I love to read them 0:00:15.800 --> 0:00:17.880 and I love to answer them. If you want to 0:00:17.920 --> 0:00:20.320 submit a question to have read on the show, hit 0:00:20.400 --> 0:00:24.160 us up at Brandnabission podcast dot com or slide into 0:00:24.160 --> 0:00:28.400 our dms. We are at Brandabission Podcast on Instagram and 0:00:28.440 --> 0:00:30.600 we are happy to take them. I keep saying we 0:00:30.760 --> 0:00:34.120 because obviously Tiffany is here in spirit. Continue to send 0:00:34.120 --> 0:00:37.279 her lots and lots of love and virtual hugs, and 0:00:37.320 --> 0:00:38.840 we hope to have you back here soon. 0:00:38.920 --> 0:00:39.400 Tiffany. 0:00:39.880 --> 0:00:42.360 All right, let me jump on in. Today's questions are 0:00:42.360 --> 0:00:45.120 some of my favorite kind of take career questions. Y'all 0:00:45.159 --> 0:00:48.080 know I am the career queen, and I thank y'all 0:00:48.120 --> 0:00:51.120 because these career questions give me life. Oh, we have 0:00:51.200 --> 0:00:54.000 a question from Nick from IG that I cannot wait 0:00:54.040 --> 0:00:57.560 to answer because listen, I have seen a lot of 0:00:57.640 --> 0:01:00.720 people and it's crazy to me how much I've seen 0:01:00.760 --> 0:01:04.720 people spend money on resume writing. So Nix's question is, 0:01:04.920 --> 0:01:07.720 do you think it's worth paying to have your resume 0:01:07.920 --> 0:01:09.479 professionally done? 0:01:10.640 --> 0:01:11.040 Oof? 0:01:11.200 --> 0:01:14.040 Okay, Well, if you follow me on ig or TikTok, 0:01:14.120 --> 0:01:17.200 you know that I have a little bone to pick 0:01:17.240 --> 0:01:20.480 when it comes to resumes in general, not resume writers, 0:01:20.480 --> 0:01:24.960 but the actual document itself. Why are people so obsessed 0:01:25.000 --> 0:01:25.920 with resumes? 0:01:26.080 --> 0:01:29.839 I don't get it, So, I mean, I do understand, obviously. 0:01:30.000 --> 0:01:34.039 It feels like in the worldwide, you know, hunt for 0:01:34.160 --> 0:01:36.920 your dream job, it can feel like the one thing 0:01:36.959 --> 0:01:40.480 that you can control is your resume, and it's kind 0:01:40.520 --> 0:01:44.319 of become like the cornerstone of a whole application now 0:01:44.360 --> 0:01:46.440 is submitting your resume, and we all do it, like 0:01:46.520 --> 0:01:49.920 through the online application tracking system and all of that. 0:01:50.400 --> 0:01:53.880 So it feels really really important. And obviously, when you 0:01:53.920 --> 0:01:56.400 think about it, though, take a step back. 0:01:56.520 --> 0:01:58.800 A resume is a list of previous. 0:01:58.360 --> 0:02:02.000 Professional experience, and the whole purpose of it is to 0:02:02.720 --> 0:02:06.040 tell a future employer like, here's what I got going on, 0:02:06.120 --> 0:02:08.359 Here's where I've worked before and for how long, and 0:02:08.480 --> 0:02:10.520 my titles, and here's what I did while I was there. 0:02:10.919 --> 0:02:15.880 It's very very simple. Can a bad resume cost you 0:02:15.960 --> 0:02:16.480 a job? 0:02:16.919 --> 0:02:17.280 Sure? 0:02:17.560 --> 0:02:20.799 If your resume is really hard to read or it's 0:02:20.840 --> 0:02:24.400 really badly organized, and it's not simple for a hiring 0:02:24.440 --> 0:02:27.040 manager or a recruiter to quickly get those pieces of 0:02:27.040 --> 0:02:30.040 information I just talked about, then yeah, maybe they'll be 0:02:30.160 --> 0:02:33.080 quicker to just like skip past your resume in the pile. 0:02:33.520 --> 0:02:36.960 But it is not the most important thing when it 0:02:37.000 --> 0:02:40.520 comes to getting a good job. And I talked to 0:02:40.639 --> 0:02:43.080 so many people, especially women. I mean, y'all know how 0:02:43.080 --> 0:02:45.880 I've been doing. I started out doing two hundred free 0:02:45.919 --> 0:02:48.600 career coaching sessions earlier this year, and now it's become 0:02:49.480 --> 0:02:51.800 a recurring thing for me. As I do career coaching. 0:02:51.840 --> 0:02:54.680 I have a group coaching cohort called the Mandy money Makers. 0:02:55.240 --> 0:02:58.959 And when I tell you the biggest success stories among 0:02:59.080 --> 0:03:03.480 my coaching mentees and clients and from my Mandy money 0:03:03.520 --> 0:03:06.880 Makers time and time and from my own personal damn experience, 0:03:06.919 --> 0:03:09.880 which I think matters for something right time and time again, 0:03:10.000 --> 0:03:12.200 has nothing to do with the resume that's getting people 0:03:12.280 --> 0:03:16.079 these great jobs and big raises. It's about their people, 0:03:16.200 --> 0:03:19.480 skills and how and who they are able to connect with. 0:03:20.040 --> 0:03:21.799 Now I want to stop you right there, because I 0:03:21.840 --> 0:03:24.680 feel like when I say that, people's responses usually, oh, 0:03:24.720 --> 0:03:27.880 it feels so gross, like is it really who you know? 0:03:28.200 --> 0:03:30.760 And isn't it just like all a boy's club, and 0:03:31.360 --> 0:03:34.200 you know, it's like the gatekeepers are keeping people out 0:03:34.240 --> 0:03:34.960 of it. 0:03:35.160 --> 0:03:37.040 Like it's human nature. 0:03:37.360 --> 0:03:39.840 It's human nature for us to want to connect with 0:03:39.840 --> 0:03:42.640 one another. And when we're thinking of having a human 0:03:42.720 --> 0:03:46.080 being sitting next to us and doing a type of 0:03:46.120 --> 0:03:48.880 work or doing a job, or we're thinking of referring 0:03:48.920 --> 0:03:52.040 someone for an opportunity where they're working with a human 0:03:52.080 --> 0:03:54.960 being that we know, don't you want to refer someone 0:03:55.000 --> 0:03:57.280 who you have like a personal connection with and you've 0:03:57.320 --> 0:04:01.360 actually known them or vetted them, or you remember having 0:04:01.400 --> 0:04:02.839 a great experience with them. 0:04:03.160 --> 0:04:06.119 Like that's just human nature. I mean, the same way. 0:04:05.880 --> 0:04:08.840 That we tell you, guys, the first place to stop 0:04:08.880 --> 0:04:12.760 when you're looking for referral for a financial planner or 0:04:12.760 --> 0:04:16.200 someone to do your plumbing or renovate your house or 0:04:16.240 --> 0:04:19.599 babysit your kids, it's talk to someone who knows someone 0:04:19.600 --> 0:04:20.200 who's great. 0:04:20.640 --> 0:04:22.719 Isn't that the best way to get someone good? 0:04:23.160 --> 0:04:25.719 So that also happens in the job market. And what 0:04:25.839 --> 0:04:28.480 I see for so many job candidates who are feeling 0:04:28.560 --> 0:04:31.839 stalled in their careers and like nothing, like they're applying 0:04:31.839 --> 0:04:33.880 to jobs and nothing is really getting back to them, 0:04:34.360 --> 0:04:37.120 is that that's all they're doing, and they're not focusing 0:04:37.240 --> 0:04:41.520 enough on building those meaningful professional relationships so that when 0:04:41.560 --> 0:04:44.920 opportunities come up down the line, people are thinking of them. 0:04:45.040 --> 0:04:46.760 And so that's why I do so much coaching and 0:04:46.800 --> 0:04:49.839 work with people on their professional brand. And do people 0:04:49.920 --> 0:04:52.160 think of you when opportunities come up? And if they're 0:04:52.200 --> 0:04:53.880 not thinking of you, then how can we make them 0:04:53.920 --> 0:04:54.320 think of you? 0:04:54.800 --> 0:04:55.840 And that's pretty simple. 0:04:56.160 --> 0:04:59.960 Beyond just your resume, it's about being active on LinkedIn, 0:05:00.240 --> 0:05:03.680 for example. And I don't care who says LinkedIn is 0:05:03.680 --> 0:05:05.919 not worth your time and oh, it's just social media. 0:05:06.040 --> 0:05:10.279 Isn't social media icky? Like that's just all bs? Okay, 0:05:10.440 --> 0:05:13.600 it matters. That's where recruiters are hanging out. I was 0:05:13.640 --> 0:05:16.159 a hiring manager for five years. The first place I 0:05:16.240 --> 0:05:18.960 went when I was looking for people to recruit was LinkedIn. 0:05:19.520 --> 0:05:22.320 It's an incredible search engine for people who were looking 0:05:22.640 --> 0:05:25.479 to work with other people. So don't sleep on LinkedIn, 0:05:25.920 --> 0:05:28.880 don't don't try to talk yourself out of it, don't 0:05:28.880 --> 0:05:31.359 play yourself. LinkedIn is where it's at. So being a 0:05:31.360 --> 0:05:34.320 bit more active there, reaching out and staying connected to 0:05:34.360 --> 0:05:37.320 former colleagues, checking in with people, seeing how they're doing. 0:05:37.680 --> 0:05:41.839 You know, writing writing content about what you're passionate about 0:05:41.880 --> 0:05:43.760 so that your colleagues and peers can see it. There's 0:05:43.760 --> 0:05:45.320 so many other things that you can do that you 0:05:45.360 --> 0:05:48.560 actually are in control of besides just that little piece 0:05:48.600 --> 0:05:51.760 of paper your resume. So I know, Nick, your question 0:05:51.839 --> 0:05:53.480 is like, do I think it's worth it for people 0:05:53.480 --> 0:05:59.719 to spend money getting a resume professionally done? It's kind 0:05:59.760 --> 0:06:02.359 of bananas to me how much people are spending like 0:06:02.560 --> 0:06:05.440 hundreds and hundreds and hundreds of dollars, sometimes over one 0:06:05.440 --> 0:06:08.120 thousand dollars, two thousand dollars to get their resume done 0:06:08.160 --> 0:06:12.760 in a cover letter. Do I think that's worth it? No, No, 0:06:13.000 --> 0:06:14.640 I don't. I think it's a lot of money to 0:06:14.640 --> 0:06:16.720 spend on a piece of paper, and I think it's 0:06:16.720 --> 0:06:17.840 a lot of money to spend on a piece of 0:06:17.880 --> 0:06:20.920 paper that really, in my experience, does not get will 0:06:20.960 --> 0:06:23.719 not be the final deciding factor to get you in 0:06:23.800 --> 0:06:27.480 the door for an opportunity. I think it's one of 0:06:27.520 --> 0:06:30.680 the factors. Do I think resumes don't matter? No, Yes, 0:06:30.720 --> 0:06:33.200 a resume matters. Like I said, it's a record of 0:06:33.240 --> 0:06:36.720 your professional history. And I do think that hiring managers 0:06:36.720 --> 0:06:38.680 and recruiters take that into account. 0:06:38.839 --> 0:06:42.320 But is it the only thing? Absolutely freaking not. 0:06:42.920 --> 0:06:44.599 And I, like I said, I've seen it time and 0:06:44.640 --> 0:06:49.960 again to be considered for the juiciest, highest paying opportunities, 0:06:50.080 --> 0:06:52.840 especially at the senior level. So I'm not talking about 0:06:53.000 --> 0:06:56.000 entry level, you know, I'm talking about jobs that are 0:06:56.040 --> 0:06:59.360 not always posted. Do y'all know that seventy percent of jobs, 0:07:00.080 --> 0:07:05.360 into one study, seventy percent are not even ever posted. Like, 0:07:05.640 --> 0:07:10.120 if you're only applying to jobs through job boards, LinkedIn, indeed, 0:07:10.240 --> 0:07:12.960 or whatever, you're missing out on jobs that are not 0:07:13.040 --> 0:07:17.280 even posted because they're being staffed and people are finding 0:07:17.320 --> 0:07:21.000 and recruiting for those jobs behind the scenes. Recruiters are 0:07:21.200 --> 0:07:23.520 finding people on LinkedIn or reaching out to their own 0:07:23.600 --> 0:07:25.480 network to find people as who are a good fit. 0:07:25.880 --> 0:07:29.160 They're going to former colleagues or their peers for referrals. 0:07:29.520 --> 0:07:32.440 It's like happening in the human network behind the scenes. 0:07:32.480 --> 0:07:34.560 And if you're not involved in that human network, then 0:07:34.560 --> 0:07:36.560 you're really shooting yourself in the foot when it comes 0:07:36.600 --> 0:07:39.800 to your career. So don't play yourself. Resume matters, But 0:07:39.840 --> 0:07:42.320 it is not at all the end, all be all 0:07:42.360 --> 0:07:44.720 when it comes to those great career opportunities. And I 0:07:44.760 --> 0:07:47.360 will say it till I'm blue in the face. Don't 0:07:47.440 --> 0:07:49.800 at me, or you know what, do at me, come 0:07:49.840 --> 0:07:51.160 at me. It's fine. 0:07:51.240 --> 0:07:53.280 I know what my personal data shows. 0:07:53.640 --> 0:07:55.480 I know. I was on the phone with two bad 0:07:55.600 --> 0:07:59.600 three badass women last week who each got nearly two 0:07:59.720 --> 0:08:02.920 hundred one thousand dollars salary jobs. And I will tell 0:08:02.960 --> 0:08:05.880 you how many of them actually did it because they 0:08:05.920 --> 0:08:10.800 submitted a resume through an application system. Zero zero out 0:08:10.800 --> 0:08:14.200 of three, three out of three women However, one hundred 0:08:14.240 --> 0:08:18.480 percent of my sample size got those jobs because their 0:08:18.520 --> 0:08:22.320 professional brands were strong, they were referred for those positions, 0:08:22.600 --> 0:08:26.360 people came to them with those opportunities, and then they 0:08:26.400 --> 0:08:29.520 brought their skill set. Then they submit the resume as 0:08:29.560 --> 0:08:32.600 an afterthought because the first thing that they wanted was 0:08:32.640 --> 0:08:35.880 that human connection. And that's where these women, that's where 0:08:36.040 --> 0:08:39.000 they got the leverage, and that's how they positioned themselves 0:08:39.000 --> 0:08:42.000 for those great opportunities. And it wasn't a piece of 0:08:42.000 --> 0:08:46.400 paper neck. It wasn't okay, all right, Oh, I get 0:08:46.440 --> 0:08:50.400 really excited talking about resumes. Obviously, Let's go on to 0:08:52.160 --> 0:08:56.360 second question. Missus C squared from ig C squared wants 0:08:56.400 --> 0:08:59.640 to know, Mandy, have you ever switched careers, and how 0:08:59.679 --> 0:09:03.120 did you convey that you're very well qualified even though 0:09:03.120 --> 0:09:04.440 you're in a different industry. 0:09:04.640 --> 0:09:06.320 Have I ever switched careers? Yes. 0:09:06.679 --> 0:09:09.560 I made a big pivot from being a personal finance 0:09:09.600 --> 0:09:14.319 reporter for Yahoo Finance to being an executive editor basically 0:09:14.400 --> 0:09:18.400 a content director for a startup called Magnify Money back 0:09:18.440 --> 0:09:22.079 in two thousand and sixteen or seventeen, I forget. So 0:09:22.320 --> 0:09:23.880 this was a big career ship for me in a 0:09:23.880 --> 0:09:24.720 couple different ways. 0:09:24.760 --> 0:09:25.400 One, I was. 0:09:25.360 --> 0:09:28.160 Switching from being an individual contributor. I had no one 0:09:28.240 --> 0:09:30.120 reporting to me. I only had to carey about myself. 0:09:30.600 --> 0:09:33.199 And I was going to be leading a team. And 0:09:33.440 --> 0:09:36.400 how did I convey that I was well qualified? Well, 0:09:36.440 --> 0:09:40.440 here's the magic bit for me in this whole career pivot. 0:09:41.880 --> 0:09:48.560 I had formed a professional relationship with the founder of 0:09:48.600 --> 0:09:53.400 that company. We became really like colleagues. He was actually 0:09:53.440 --> 0:09:56.280 someone who I worked with as a reporter at Yahoo 0:09:56.320 --> 0:09:58.719 Finance and talked to him because he had a lot 0:09:58.720 --> 0:10:01.480 of experience in the credit in and he became one 0:10:01.520 --> 0:10:03.760 of my favorite people to talk to when I had 0:10:03.880 --> 0:10:07.440 questions as a reporter about the credit industry. So we 0:10:07.480 --> 0:10:11.439 had a personal connection and when he was looking for 0:10:11.480 --> 0:10:13.240 someone to manage his content team. 0:10:13.400 --> 0:10:14.439 He thought of me, not. 0:10:14.480 --> 0:10:17.439 Because he was like, oh, Mandy, she's been a content 0:10:17.520 --> 0:10:21.080 director for seventeen years, I should hire Mandy. It was 0:10:21.160 --> 0:10:22.600 this is what I'm talking about when I say the 0:10:22.600 --> 0:10:26.400 power of networking. It was Mandy. Really love working with her. 0:10:26.520 --> 0:10:29.160 She's smart, she does great work. I bet she could 0:10:29.240 --> 0:10:31.760 do this, and he took a chance on me, So 0:10:32.040 --> 0:10:35.000 I didn't really have to do a ton of convincing 0:10:35.040 --> 0:10:37.440 because it was like a mutual understanding that this was 0:10:37.520 --> 0:10:39.599 new for me and that I was going to have 0:10:39.640 --> 0:10:42.280 a lot to learn, and he was cool with that. 0:10:42.679 --> 0:10:44.560 So I think when you were trying to pivot into 0:10:44.600 --> 0:10:48.000 a new industry, that is something to consider. Consider going 0:10:48.080 --> 0:10:51.280 for a company that maybe isn't the huge, well known, 0:10:51.440 --> 0:10:56.040 established juggernaut in your industry, but as someone who's a 0:10:56.080 --> 0:10:59.120 company who's just getting their start, maybe they're willing to 0:10:59.160 --> 0:11:01.240 take a little bit of a gamble on someone who's 0:11:01.280 --> 0:11:05.200 been untested in that particular way because they're all kind 0:11:05.240 --> 0:11:07.600 of being tested in on, you know, in new ways, 0:11:07.640 --> 0:11:09.560 and they're all kind of out of their comfort zones. 0:11:09.920 --> 0:11:13.600 That strategy worked for me, and I remember being really 0:11:13.640 --> 0:11:17.120 freaking scared when I made that leap, you know, managing 0:11:17.160 --> 0:11:19.120 a team even though the team didn't exist yet and 0:11:19.120 --> 0:11:21.600 I had to build it from scratch. But doing things 0:11:21.640 --> 0:11:27.800 like hiring and firing and budgeting for different roles and 0:11:28.000 --> 0:11:30.760 learning how to ask for what I needed to succeed 0:11:30.880 --> 0:11:34.960 as a manager and all that magical, fun, stressful stuff 0:11:35.559 --> 0:11:36.760 scared the crap out of me. 0:11:37.240 --> 0:11:38.319 Mm hmm. It shorted. 0:11:38.600 --> 0:11:41.040 But at the end of the day, I think why 0:11:41.080 --> 0:11:42.960 it worked in my favor was luck. 0:11:43.440 --> 0:11:43.680 One. 0:11:43.800 --> 0:11:47.640 I was lucky, Lucky that I got that particular opportunity, 0:11:47.720 --> 0:11:50.360 Lucky that we ended up getting acquired that by a 0:11:50.400 --> 0:11:53.679 company that wanted us to do what we did best, 0:11:53.760 --> 0:11:56.520 and you know, just lucky in a couple of different ways, 0:11:56.960 --> 0:12:03.320 but also thoughtful in choosing a place to join where 0:12:03.360 --> 0:12:06.080 I felt and I was told that they were going 0:12:06.160 --> 0:12:09.000 to set me up for success, that I wasn't going 0:12:09.040 --> 0:12:12.520 in there pretending like I had all this experience. That 0:12:12.559 --> 0:12:15.240 we both, like I said, mutually understood that I was 0:12:15.280 --> 0:12:17.400 going to be stretching and growing and that they were 0:12:17.440 --> 0:12:18.080 okay with that. 0:12:18.720 --> 0:12:19.800 And I do. 0:12:19.640 --> 0:12:22.280 Feel like when you're pivoting, it's important to have that 0:12:22.400 --> 0:12:27.360 mutual understanding so that everyone's on the same page, and 0:12:27.400 --> 0:12:29.200 that you're not going in there and having to, like 0:12:29.679 --> 0:12:31.040 I mean, fake it till you make it. It's a 0:12:31.040 --> 0:12:32.839 lot of it's just you know, oh yeah, fake it 0:12:32.920 --> 0:12:34.160 till you make it. It's all going to be fine. 0:12:34.160 --> 0:12:35.599 But sometimes it's not okay to fake it till you 0:12:35.640 --> 0:12:39.160 make it. Sometimes you have to have understanding from your 0:12:39.320 --> 0:12:42.560 peers and your supervisors that you have some things to learn. 0:12:42.640 --> 0:12:44.640 So you need time before you're able to ramp up, 0:12:44.679 --> 0:12:46.520 you know what I mean. So let's see how else 0:12:46.559 --> 0:12:48.840 can you convey though, if you if you're in an industry, 0:12:48.920 --> 0:12:50.840 I totally get it. There are industries where you can't 0:12:50.880 --> 0:12:52.880 just get in there and learn as you go, Like 0:12:53.000 --> 0:12:54.880 I don't know, being a nurse or a doctor, you 0:12:54.960 --> 0:12:57.400 kind of had to know how those things work. So 0:12:57.640 --> 0:13:00.320 for me, I think it's about how can you find 0:13:00.000 --> 0:13:02.480 and how can you speak to other people in that 0:13:02.559 --> 0:13:06.520 field and ask them for their advice on certain certifications 0:13:06.559 --> 0:13:11.280 or qualifications that actually matter that hiring managers are going 0:13:11.320 --> 0:13:13.280 to be looking for, and then find a way to 0:13:13.320 --> 0:13:16.160 pursue those on your own. I think that that makes 0:13:16.160 --> 0:13:17.920 a lot of sense. And the reason I say talk 0:13:17.960 --> 0:13:20.440 to other people is because what you don't want to 0:13:20.480 --> 0:13:22.440 do is kind of like make up your own story 0:13:22.480 --> 0:13:25.160 in your head about what is required of a certain 0:13:25.640 --> 0:13:28.480 role or a certain company that you're thinking of joining. 0:13:28.920 --> 0:13:32.000 Actually talk to people who work for the company, or 0:13:32.360 --> 0:13:34.960 recruit for the company, or you are familiar with that 0:13:35.040 --> 0:13:37.319 industry who can actually tell you, oh, here's what I'm 0:13:37.320 --> 0:13:39.840 seeing and here's what people really want. And then you 0:13:39.880 --> 0:13:42.800 can make a strategic decision, because you may have to 0:13:43.280 --> 0:13:46.439 finance at yourself whatever kind of certification or course or 0:13:46.480 --> 0:13:49.760 whatnot that you need. Then you can decide, Okay, this 0:13:49.960 --> 0:13:52.720 is going to have a good ROI a good return 0:13:52.800 --> 0:13:56.480 on my investment of time, money, energy, all of it. 0:13:56.760 --> 0:14:00.000 And I just don't want to see people spending money, time, resources, 0:14:00.120 --> 0:14:02.480 energy on something that actually will not move the needle 0:14:02.480 --> 0:14:05.080 for them in that industry. So that's why I think 0:14:05.080 --> 0:14:07.160 it comes back to talking to people. 0:14:07.600 --> 0:14:08.560 That's always the key. 0:14:08.640 --> 0:14:10.760 Okay, I'm not going to be the one to tell 0:14:10.800 --> 0:14:13.199 you can just sit behind a keyboard and do a 0:14:13.240 --> 0:14:16.200 bunch of research on Google and Google your way to 0:14:16.240 --> 0:14:18.640 your dream career. No no, no, no, no no no no 0:14:18.640 --> 0:14:22.560 no no, You're gonna have to actually interact with other 0:14:22.640 --> 0:14:26.680 human beings. We're such rich sources of information and support, 0:14:27.160 --> 0:14:30.000 and it may feel a little uncomfortable for people who 0:14:30.080 --> 0:14:34.000 maybe aren't as used to being, you know, out there 0:14:34.200 --> 0:14:37.280 and communicating with folks. But if you don't push yourself 0:14:37.320 --> 0:14:39.160 in that direction, then how are you ever going to grow? 0:14:39.320 --> 0:14:39.520 Right? 0:14:39.600 --> 0:14:44.720 So things should be uncomfortable, things should feel awkward and new, 0:14:44.920 --> 0:14:47.920 especially if you're someone who networking and getting information from 0:14:47.960 --> 0:14:51.880 other people and asking for help. If that's unfamiliar territory 0:14:51.920 --> 0:14:54.960 to you, practice makes perfect. Maybe just keep doing it, okay, 0:14:55.000 --> 0:14:57.720 and I promise you you will see the needles start 0:14:57.720 --> 0:14:59.760 to move in a positive direction if you just put 0:14:59.800 --> 0:15:02.000 your off out there. And that can be whether you're 0:15:02.040 --> 0:15:04.480 switching careers or you're just trying. 0:15:04.240 --> 0:15:06.960 To pivot and move in your own company, you know. 0:15:07.200 --> 0:15:09.160 All right, miss t squared, thank you so much for 0:15:09.240 --> 0:15:11.160 your question. Let me take a quick break and I'll 0:15:11.160 --> 0:15:15.400 be right back with one more question. Okay, ba fam, 0:15:15.440 --> 0:15:17.320 I am back with a third and final question. This 0:15:17.360 --> 0:15:21.400 one comes from ig ig user Nini says, maybe what 0:15:21.480 --> 0:15:26.720 do you think about making lateral moves in the same company? Okay, 0:15:26.760 --> 0:15:29.480 So when we say lateral, generally, what we mean is 0:15:29.520 --> 0:15:33.200 that you are moving to a similar level at your company. 0:15:33.280 --> 0:15:36.520 So probably your pay isn't going to increase so much. 0:15:36.560 --> 0:15:39.520 But maybe it's a different department. Maybe it's a different team. 0:15:39.600 --> 0:15:41.480 If your company is really huge, there could be a 0:15:41.520 --> 0:15:44.320 bunch of your you know, types of team doing what 0:15:44.360 --> 0:15:46.920 you're doing, but for different departments. Maybe you're moving to 0:15:46.920 --> 0:15:50.960 a different department. I absolutely I don't think people consider 0:15:51.080 --> 0:15:53.840 pivoting in place enough when it comes through their career. 0:15:53.840 --> 0:15:55.640 We talk a lot about my last question, which is 0:15:55.680 --> 0:15:57.880 career pivoting and how do you pivot. I want to 0:15:57.920 --> 0:16:00.320 start a new chapter, I want to do something different. 0:16:00.360 --> 0:16:02.240 How do I pivot out of this? It seems challenging. 0:16:02.640 --> 0:16:05.240 I like to talk about pivoting in place, so actually 0:16:05.560 --> 0:16:09.640 speaking to a supervisor through your company and letting them know, Hey, 0:16:09.760 --> 0:16:12.520 I'm actually wanting to stretch myself or grow in a 0:16:12.560 --> 0:16:15.000 new field or a new department. Is there any way 0:16:15.000 --> 0:16:17.120 that I can start to get experience in that field 0:16:17.160 --> 0:16:20.240 or department at that skill set while I'm here? And 0:16:20.440 --> 0:16:23.080 it's actually really good for if you're a hiring manager 0:16:23.120 --> 0:16:25.160 listening to this, or you're someone at a company and 0:16:25.200 --> 0:16:28.000 you have sort of a position where you can influence 0:16:28.360 --> 0:16:30.160 hiring managers or something like that. 0:16:30.360 --> 0:16:32.880 Remind them what a good retention method this is. 0:16:32.920 --> 0:16:36.040 Okay, remind them that when you when your employees are 0:16:36.080 --> 0:16:39.400 feeling like they have flexibility within the company and that 0:16:39.480 --> 0:16:43.680 they can continue to increase their skill set, try different things, 0:16:43.680 --> 0:16:47.160 and things are staying interesting for them, they're less likely 0:16:47.240 --> 0:16:49.720 to move on, Like because it makes so much sense. 0:16:49.760 --> 0:16:52.120 Someone is no longer interested in doing what they're doing, 0:16:52.520 --> 0:16:55.160 and if they feel like they're just encountering brick walls 0:16:55.240 --> 0:16:57.440 every time they look around the company for a way 0:16:57.480 --> 0:17:00.200 to kind of try something different, then hell, yeah, going 0:17:00.280 --> 0:17:02.480 to want to move on and leave. So I think 0:17:02.520 --> 0:17:05.520 a good retention strategy if you want people to stick around, 0:17:06.040 --> 0:17:08.480 is to constantly be talking to your staff and to 0:17:08.560 --> 0:17:13.120 your employees and making sure that they are feeling good 0:17:13.119 --> 0:17:14.760 about the work that they're doing. And if they're not, 0:17:15.040 --> 0:17:17.920 then help them kind of figure out, Okay, well where 0:17:17.920 --> 0:17:19.879 can I be shifting and where can I be moving? 0:17:20.000 --> 0:17:22.000 That was the way that I approached management. I wish 0:17:22.119 --> 0:17:24.560 more people did that. For some it may seem like, ah, 0:17:24.600 --> 0:17:26.320 what's the point, especially if I'm not going to be 0:17:26.359 --> 0:17:28.920 making more pay But if you are someone who's wanting 0:17:28.960 --> 0:17:31.679 to try a different skill set or you're wanting to 0:17:31.960 --> 0:17:34.840 even get out of like a toxic like your toxic 0:17:34.880 --> 0:17:37.600 work environment may just be isolated to your team. It 0:17:37.600 --> 0:17:39.560 could be a colleague, it could be a manager, and 0:17:39.560 --> 0:17:40.960 if you want to get out of there but still 0:17:40.960 --> 0:17:43.320 stay at your company, hell yeah, I would say look 0:17:43.320 --> 0:17:45.880 for the first opportunity that you can find where you're 0:17:45.920 --> 0:17:48.399 in a similar position but just on someone else's team. 0:17:48.880 --> 0:17:52.480 And you can do that by going to HR. You know, 0:17:52.800 --> 0:17:54.560 it's up to you. You guys, you know your HR 0:17:54.640 --> 0:17:57.239 departments better than I do. But you may go to 0:17:57.320 --> 0:18:00.640 your assigned HR business partner, like they say, and kind 0:18:00.640 --> 0:18:02.400 of expressing to them that you would like to try 0:18:02.400 --> 0:18:05.720 things on a different team, or internally networking with your 0:18:05.760 --> 0:18:08.879 colleagues and making sure that you know first off the 0:18:08.920 --> 0:18:12.040 bat when new openings are happening on other teams, or 0:18:12.080 --> 0:18:14.680 so and so's about to leave, or so and so 0:18:14.800 --> 0:18:17.560 just turned in their notice and then you're like, ooh, 0:18:17.600 --> 0:18:19.600 I want that job, and make sure that you immediately 0:18:19.680 --> 0:18:21.520 kind of go to that hiring manager or you get 0:18:21.520 --> 0:18:24.000 your application in or whatever and make sure that they 0:18:24.080 --> 0:18:25.480 think of you so you can get an interview for 0:18:25.520 --> 0:18:29.240 that opportunity. I'll say it again and again. Managers don't 0:18:29.280 --> 0:18:31.040 always have a plan for you. In fact, a lot 0:18:31.080 --> 0:18:33.080 of times they don't, and I mean like a career 0:18:33.119 --> 0:18:36.280 plan for you. So it's really up to you to decide. Okay, 0:18:36.280 --> 0:18:38.880 once I'm in the door at this company, then it's 0:18:38.960 --> 0:18:40.920 up to me to kind of move my own game 0:18:40.960 --> 0:18:43.919 piece around the board to what suits me and benefits 0:18:44.000 --> 0:18:46.960 me both And for as long as what suits you 0:18:47.000 --> 0:18:50.280 and benefits you also suits and benefits the company, then 0:18:50.400 --> 0:18:52.440 it shouldn't be that difficult to kind of make those 0:18:52.520 --> 0:18:55.719 kinds of strategic moves. And when you're feeling stuck and 0:18:55.760 --> 0:18:57.600 like there's nowhere for you to go in the company 0:18:57.680 --> 0:18:59.520 that makes sense for you, then it could be time 0:18:59.560 --> 0:19:01.720 for you to move on to a new company. But 0:19:02.200 --> 0:19:05.000 I like to at least know that I've explored those 0:19:05.040 --> 0:19:07.879 options where I'm at, And I'll go back to the 0:19:07.880 --> 0:19:11.280 idea of someone wanting to pivot into a new field 0:19:11.359 --> 0:19:12.000 or a new kind of. 0:19:12.000 --> 0:19:15.080 Skill set or new career. It can be really great to. 0:19:15.040 --> 0:19:18.000 Do that within your existing company because you're not just 0:19:18.040 --> 0:19:20.359 another name on a resume with a bunch of like 0:19:20.440 --> 0:19:23.520 professional descriptions next to it. You're a human being who 0:19:23.680 --> 0:19:26.680 colleagues have worked for, and colleagues can potentially vouch for, 0:19:27.200 --> 0:19:28.760