Speaker 1: Wait, I don't know why I can forget how to
Speaker 1: b a q a. It's time for the b a
Speaker 1: q a a, the b a q a.
Speaker 2: What to say the b a q a man, the
Speaker 2: b a q a the b a q a A.
Speaker 1: I don't know why, but my little, my little brain
Speaker 1: can never remember any of the songs we have already
Speaker 1: requested this some of y'all since sing us up. Those
Speaker 1: songs are when I'm forgetting. You know, we could just
Speaker 1: pull you up anyway, Mandy, Are we doing career money?
Speaker 1: What we doing to that girl?
Speaker 2: Let's do some career some juicy, juicy career questions. By
Speaker 2: the way, your camera finally d blurred for me and
Speaker 2: I was like, look at that Michelle Obama shoulder coming
Speaker 2: out of c Alright, yes, we're going to dive into
Speaker 2: some career questions today. But before we do so, I
Speaker 2: wanted to share an update. I love when y'all send
Speaker 2: us updates, and this I known this story now. So
Speaker 2: this person who we call THEO, submitted a question last summer.
Speaker 2: He was an engineer, a chemical engineer, and he was wondering.
Speaker 2: He'd only been in his job for a couple of
Speaker 2: months and he got another opportunity that was going to
Speaker 2: pay him something like twenty percent more, and we answered
Speaker 2: the question I don't know like a month like I
Speaker 2: don't know a few weeks later. It was pretty quick
Speaker 2: turnaround for us, and THEO slid into my DMS last
Speaker 2: week and was like, I know you guys never answered
Speaker 2: my question, but I wanted to give you an update.
Speaker 2: And I was like, wait a second. THEO, I remember
Speaker 2: your name, and I showed him his episode. I'm like,
Speaker 2: we answered it in September, and he had had no idea,
Speaker 2: but he was so sweet. He gave us an update
Speaker 2: and he said, I'm writing in to update you since
Speaker 2: I accepted my new job offer last September, which increased
Speaker 2: my salary by twenty two percent. Listening to my question
Speaker 2: being answered on the show brought me so much joy
Speaker 2: and personal affirmation. I'm sorry didn't get a chance to
Speaker 2: update you sooner. But the company I resigned for, because
Speaker 2: we had cautioned him, like, if you're going to quit
Speaker 2: after a couple of months, do it respectfully and understand
Speaker 2: they may be, you know, not happy about that. The
Speaker 2: company that I resigned from, he said, respected and understood
Speaker 2: my reasons to leave. In fact, the company president was
Speaker 2: happy for me. He did say that he was hopeful
Speaker 2: I would last at least a year before departing, but
Speaker 2: he also said that they were in no position to
Speaker 2: compete with the new offer, Otherwise he would have extended
Speaker 2: a counter offer to try to keep me. Everyone congratulated me,
Speaker 2: and I worked my last two weeks before transitioning to
Speaker 2: the new firm. Now eight months later, I am expanding
Speaker 2: my experience and knowledge base as a oh A construction
Speaker 2: cost estimator. I don't know where Kevin the engineer came from.
Speaker 1: S sister, does that, Carol, she used to do?
Speaker 2: That? Sounds fliancy. I am also utilizing my MBA outside
Speaker 2: of my nine to five to pursue real estate entrepreneurship,
Speaker 2: while also using social media to set a foundation for
Speaker 2: a digital media and consumer finance marketing business. And this
Speaker 2: is the funny PS side note, Tiffany, you are hilarious
Speaker 2: without seeing me. Your visual depiction of my physical appearance
Speaker 2: was spot on. I indeed wear glasses. I don't know
Speaker 2: what you said about him. I thought, just the way
Speaker 2: he's phrasing his email, I'm like he for sure a
Speaker 2: chemical come on, a chemical cost engineer. Estimator. Come on now.
Speaker 2: So that was from THEO. Thank you, THEO I hope
Speaker 2: you hear this episode before eight months go by, and
Speaker 2: congratulations on the on the money moves.
Speaker 1: Yes, I'm really curious to say what I said? What
Speaker 1: did I even say? I don't remember me talking reckless.
Speaker 2: I have no idea, but you were right. Instincts were right.
Speaker 2: That was sweet.
Speaker 1: Yes, we love that.
Speaker 2: And with that, shall we get into our questions? TIF
Speaker 2: you want to read number one?
Speaker 3: Who?
Speaker 2: We both were like, ooh, yes, juicy.
Speaker 1: So we're gonna call this person Fomo because that's what
Speaker 1: they call themselves. Fomo says, Hello, please keep my name
Speaker 1: anonymous call your phone.
Speaker 2: Well, girl, I found.
Speaker 1: Out recently that my supervisor had a social event which
Speaker 1: only certain people on my team were invited and I
Speaker 1: was not invited. Since my supervisor is in charge of
Speaker 1: our annual races. That made me very uncomfortable. What do
Speaker 1: you recommend I do bring up my concerns to the
Speaker 1: supervisor directly a higher up manager or HR. In the past,
Speaker 1: when I discussed things with HR, I just came back.
Speaker 1: It just came back to a manager who pulled me
Speaker 1: aside to discuss I do not feel HR has our backs,
Speaker 1: they don't. Am I overlooking the whole situation and should
Speaker 1: I let it go? Appreciate your expertise and feedback. Thank you, ladies,
Speaker 1: and keep up the good work. Love your podcast. Ooh many,
Speaker 1: who do you think?
Speaker 2: First of all, I think that your manager is a
Speaker 2: dufist and should have some more tact than that, because like,
Speaker 2: if you're gonna do something or you're excluding a part
Speaker 2: of your team, you have to have a really good
Speaker 2: damn reason to be doing that, and you need to
Speaker 2: be candid and open up about it.
Speaker 1: You know.
Speaker 2: I'm all about managers, and honestly wish I bet more
Speaker 2: of y'all. Wish they would do this leave you off
Speaker 2: of meeting invites when they're not relevant to you and
Speaker 2: out of respect for your time and all of that.
Speaker 2: But a social event that you don't invite everyone to,
Speaker 2: it's giving mean girls, it's giving high school crifeteria. It's
Speaker 2: giving thirteen year old bandy who was shattered because no
Speaker 2: one came to her surprise party. Like, why would you
Speaker 2: want to make someone feel that way? It's just bad
Speaker 2: management on the front. I do not think you're overthinking it, Fomo,
Speaker 2: I really don't I think that you're right to feel
Speaker 2: some type of way about being left out. The unfortunate
Speaker 2: thing is, like tiffany kind of muttered HR and got
Speaker 2: your back girl, like at least in this situation, First
Speaker 2: and foremost, HR wants to protect the company. And if
Speaker 2: you've already had great and if you've already gone to
Speaker 2: HR and they've shown you what they will do, I
Speaker 2: don't want to paint HR with a broadbrush. I've had
Speaker 2: the experience of working with some HR partners who would
Speaker 2: like do the right thing and try to get the
Speaker 2: manager pulled aside by their manager and make it a
Speaker 2: situation that they could rectify, but you never know. So
Speaker 2: but in this case, they've shown you before what happens
Speaker 2: if you speak up and speak out about your manager
Speaker 2: and it wasn't the result that you wanted. I think
Speaker 2: in this case, if you were going to speak up
Speaker 2: about it, I would probably go to the head of
Speaker 2: the department where your manager, like whoever they report to,
Speaker 2: and let them know your concern. But I wouldn't necessarily
Speaker 2: make it because I wouldn't say, you know, this is
Speaker 2: because my manager, you know, manages our raises. I would say, hey,
Speaker 2: you know, I'm a little concerned because a social event
Speaker 2: was held and I along with other colleagues were excluded
Speaker 2: and it was not a pleasant experience, and I want
Speaker 2: to understand why it happened, and I'd like to know
Speaker 2: that in the future we'll be given the courtesy of
Speaker 2: either being invited or explained or you know, given candid
Speaker 2: information about why we were excluded, because like, as a
Speaker 2: member of this team, it made me feel excluded, made
Speaker 2: me feel left out. That's if you care enough FOMO
Speaker 2: to try to make things better. The other thing I
Speaker 2: want to say is this is a classic symptom. I
Speaker 2: just wrote about this the other day of being quietly fired.
Speaker 2: Have you ever heard you heard that expression? It's kind
Speaker 2: of lame, but this is what people call it quiet firing.
Speaker 2: Because of quiet quitting became all the rage. But poor
Speaker 2: management when they do not like an employee for whatever reason,
Speaker 2: when the employees work is not what they want, or
Speaker 2: they just have some beef with the employee. Bad leaders,
Speaker 2: poorly trained leaders, people who don't know how to give
Speaker 2: candid feedback to help develop talent. They will find these
Speaker 2: ways of quietly firing you, quietly icing you out and
Speaker 2: making you feel isolated. You know, making you feel like
Speaker 2: no one's paying attention to you, they'll do it. This
Speaker 2: is one great example of being left out of an event.
Speaker 2: Another example is being forgotten from an email chain that
Speaker 2: maybe you should have been included on, being left off
Speaker 2: a meeting invite for something that directly impacts your team
Speaker 2: or your work, being left out of the loop for
Speaker 2: decisions that affect your everyday work and not given the
Speaker 2: respect and courtesy to be brought into that. And the
Speaker 2: other major symptom of being quietly fired is if they
Speaker 2: are not giving you feedback on a regular basis, if
Speaker 2: your one on ones are getting rescheduled, if they're avoiding them,
Speaker 2: if they're limiting them, if you don't have them at all.
Speaker 2: Because what that opens you up to is all of
Speaker 2: a sudden, they can come to you and say, hey,
Speaker 2: you really screwed this up, and we're going to have
Speaker 2: to put you on a performance improvement plan. And by
Speaker 2: the way, it's your final warning, which happened to one
Speaker 2: of my coaching clients, and I'm just like, and it's
Speaker 2: their cop out. It's what they do when they don't
Speaker 2: either they don't want to or they don't have the
Speaker 2: training themselves to properly manage someone and develop someone and
Speaker 2: get the result that they need out of them. But
Speaker 2: what it does is like it makes you feel shitty,
Speaker 2: and then you end up quitting on your own, which
Speaker 2: takes away their burden of having to be the one
Speaker 2: to fire you and makes their lives easier, you know.
Speaker 2: So this is what that's bringing up for me, and
Speaker 2: I just hope, like, if you've been experiencing this, then
Speaker 2: I would almost I would almost say, like why go
Speaker 2: through the trouble of trying to make them a better
Speaker 2: manager by bringing it up and wanting them to improve,
Speaker 2: then just like getting out of there, you know, which
Speaker 2: is a shame because it's their fault. So it's really
Speaker 2: going to come down to like how bad you want
Speaker 2: to stay with the company, Because if you like the
Speaker 2: work you're doing, and you feel like you're doing great work,
Speaker 2: you like the company, you deserve to stay and you
Speaker 2: deserve to make it work for yourself, and you should,
Speaker 2: you know, talk to the higher ups and see if
Speaker 2: there's another team you can be honor, you know, see
Speaker 2: what can be changed. But if there's other reasons for
Speaker 2: you to be moving on, like they're not giving you
Speaker 2: any reasons to stay fomo, so it might be time
Speaker 2: to go.
Speaker 1: Yeah. So, I mean, the only thing I would add
Speaker 1: to that is if you are thinking, like to Mandy's
Speaker 1: because a friend of mine just got let go and
Speaker 1: she was like, wait, she just just got this big project,
Speaker 1: thought it went well. All of a sudden, her calendar
Speaker 1: seemed real light because she was calling me every day like,
Speaker 1: hey girl, what you doing. I'm like, aren't you usually busy?
Speaker 1: She's like I am, but it's light. She's like, I'm
Speaker 1: met with my director and they were like, oh, we
Speaker 1: don't have anything right now, and then she was like
Speaker 1: what a mint? And then sure enough, you know, I'm
Speaker 1: like about a month or so later she got let go,
Speaker 1: but because she was kind of like prepared, she started
Speaker 1: to like stack a little, you know. So what I
Speaker 1: would do is, whether you're going to leave or you
Speaker 1: think you might be let go, you know, if you
Speaker 1: have not been seriously like looking at your emergency fund,
Speaker 1: just like turn your attentions there to be like, you know,
Speaker 1: is there? You know what can I do to put
Speaker 1: a little extra something here? And honestly I'd be reading
Speaker 1: to see. So for her, thankfully, she was able to
Speaker 1: her company the six days that you have, they pay
Speaker 1: you for them. So she just started to really look
Speaker 1: at like what if I do get let go? Like
Speaker 1: what what is the money? And I kind of look
Speaker 1: like so I could start making moves, and she updated
Speaker 1: her her resume, her cover letter, so she was kind
Speaker 1: of like ready. So literally when her supervisor brought her in,
Speaker 1: so can we just talk, she was like, is this
Speaker 1: where you let me go? And she was They were like,
Speaker 1: oh yeah. So she was ready. So she had her
Speaker 1: cover leather, she had her resume, she had stacked a
Speaker 1: little bit of money in a couple of months where
Speaker 1: she realized things were light, and so I would just
Speaker 1: prepare for the worst, hope for the best, but prepare
Speaker 1: for the worst.
Speaker 2: So when it comes to working for any company, you
Speaker 2: always prepare for the worst because as even if this
Speaker 2: wasn't the situation where like you know, your manager wasn't
Speaker 2: a child and didn't invite people to his or her party,
Speaker 2: I mean like like you can even you can love
Speaker 2: your colleagues, have this whole family vibe, but when the
Speaker 2: when the axe comes to grind that sounds like a
Speaker 2: very violent metaphor. When it comes down to it, the
Speaker 2: bottom line will be the company's success, the company's survival,
Speaker 2: and they will cut you, you know, so I think
Speaker 2: you have to. That's why I'm so grateful that I
Speaker 2: was laid off my first big girl job in New York,
Speaker 2: because it just was that wake up call that I
Speaker 2: needed to never really expect to be different and expect
Speaker 2: to be special, so special that I was one of
Speaker 2: the lucky ones who wasn't let go. And so I
Speaker 2: totally agree to if you have to look for those
Speaker 2: signs and not take it personally, because it's really not
Speaker 2: about you, it's about the company. But then just do
Speaker 2: what you have to do to accept what you can control,
Speaker 2: which is your money, your job, prospects, your networking. Like
Speaker 2: your friend did everything right in terms of like getting
Speaker 2: her LinkedIn her resume all up together and fomo, I'd
Speaker 2: be saying the same thing, like, don't make yourself really
Speaker 2: easy to find by recruiters and hiring managers in your field,
Speaker 2: so that you have other options besides staying at a
Speaker 2: place where you're dealing with this baby manager, you know,
Speaker 2: and then let the company see if they're willing to
Speaker 2: retain you, and you know, if they want to, then
Speaker 2: you can be like here, here's what's got to happen.
Speaker 2: We can't be having any more of this, you know,
Speaker 2: exclode exclusion and you know, these behaviors from the manager
Speaker 2: that have made it really hard for you to you know,
Speaker 2: I feel like you're a part of the team. Yes, ma'am,
Speaker 2: but that's a good question. I'm glad you asked.
Speaker 1: Don't worry FROMO. You know we got you and ask
Speaker 1: good like you know, hit us back, let us know,
Speaker 1: like what happened one way one way or the other
Speaker 1: one way? Oh, I know, I know anyway. You want
Speaker 1: to take a break, manager, so we can come back.
Speaker 2: With pay someone, pay someone real for singing that song.
Speaker 2: Let's take a quick break and we'll be right back
Speaker 2: with another juicy career question. All right, So this one
Speaker 2: actually I love it because it's I feel like this
Speaker 2: can cut career, it can cut business owner and TIF.
Speaker 2: I definitely want to hear what you have to say
Speaker 2: about this one, so let me get into it. This
Speaker 2: comes from an anonymous listener, so we'll call her Stephanie.
Speaker 2: Stephanie says, what would you say to a friend and
Speaker 2: colleague who amplifies your ideas but isn't giving you credit
Speaker 2: for them? An acquaintance from college worked as a contractor
Speaker 2: on some projects from my business last year. We hit
Speaker 2: it off right away because we share a lot of
Speaker 2: the same values, and we both started businesses focus on
Speaker 2: helping other women and people of color. We no longer
Speaker 2: work closely together, but we've kept in touch and cheer
Speaker 2: each other on from AFAR by attending each other's workshops
Speaker 2: and speaking events. Recently, though, I've noticed that she's recycled
Speaker 2: a lot of the content I've produced in her speaking
Speaker 2: engagements and on her social media pages promoting her business.
Speaker 2: For example, in a recent speaking engagement, she included an
Speaker 2: idea that I discussed with her, but she took credit
Speaker 2: for it and didn't even mention me. On Instagram, many
Speaker 2: of her posts are incredibly similar to YouTube videos I
Speaker 2: produce for my business page. Her website also appears to
Speaker 2: have lifted language that original appeared on my website. My
Speaker 2: gut is telling me she doesn't mean any harm. She's
Speaker 2: the kind of person who often turns turns to me
Speaker 2: for advice and has said that my work inspires her.
Speaker 2: HM seems like it. Given that our businesses are targeting
Speaker 2: similar audiences, I would expect some overlap in themes and ideas,
Speaker 2: but this is making me uncomfortable. Now I've muted her
Speaker 2: on social media for my own peace of mind, but
Speaker 2: I'm wondering if I should address this directly with her.
Speaker 2: I'd feel guilty about doing this, as she's gone out
Speaker 2: of her way to do favors for me in the past,
Speaker 2: and I've helped my career. What would you do well?
Speaker 3: This happened to me day several times, several times, several
Speaker 3: times some super egregious where literally it was copy paste,
Speaker 3: where the person actually.
Speaker 1: Blocked me on their email list. And this happened twice.
Speaker 1: Blocked me on their email list and copied and pasted
Speaker 1: like word for word, like a series of like I
Speaker 1: remember I have my literature challenge. It's still you know,
Speaker 1: like available for free. So they literally took the liverature
Speaker 1: challenge copy pasted so much so one of the emails said,
Speaker 1: or my name is in Tiffany girl. Because at first
Speaker 1: I was like, I literally went to her and was like,
Speaker 1: so well because it was my sister, Because you know,
Speaker 1: the thing is you might block me from your email list,
Speaker 1: but like, my sister just random me on her email list,
Speaker 1: and she was like she literally said to me. She's like,
Speaker 1: I think someone's doing your literature challenge, you know, like
Speaker 1: just like you. I was like, well, I didn't invent
Speaker 1: financial challenges. She's like, no, but it sounds just like you.
Speaker 1: I was like, let me say so. First I was
Speaker 1: reading it and I was like yeah, and then so
Speaker 1: I reached out to her and was like, hey, girl,
Speaker 1: so it's looking like your copy and paste and she
Speaker 1: was like, no, you know you're not the first person
Speaker 1: to ever do a challenge. I said, you're right. So
Speaker 1: I literally screenshotted where my name was still in it.
Speaker 1: And when I tell you, i'd never heard from her.
Speaker 1: It was like seven years and I saw her at an
Speaker 1: event and she came to me and apologized. She like
Speaker 1: never wrote back after she took everything down, but she
Speaker 1: was so when I saw her. What she did say was,
Speaker 1: I was really ashamed. I'm so sorry. She blamed it
Speaker 1: on her her ADMIN from like another country or whatever.
Speaker 1: I was like, girl, but she was just like but
Speaker 1: I was really ashamed, and I didn't really know how
Speaker 1: to like. So I accepted the apology and it was
Speaker 1: just like, okay, and someone else had done that before,
Speaker 1: and honestly, it's happened to me several times, and I
Speaker 1: will say that if it's egregious where it's literally like
Speaker 1: copy paste, I will reach out and just say, hey,
Speaker 1: this seems like a lot of my work. I just
Speaker 1: want to bring it to your attention, you know, you know,
Speaker 1: so I don't accuse, but just like, you know, this
Speaker 1: seems like a lot of my work, and I wanted
Speaker 1: to bring you to your attention. Can we have a conversation.
Speaker 1: And then there's some people where it's not egregious, but
Speaker 1: it's enough where I'm like hmm, and I don't Honestly,
Speaker 1: I typically don't say anything because it's enough where if
Speaker 1: I say something, it could easily be like, well, girl,
Speaker 1: you're not the only one that ever said that. I'm like, yeah,
Speaker 1: but you know me, if you know me, you know,
Speaker 1: I love a turn of phrase, you know, and like
Speaker 1: I just make up my own and I'm like, you
Speaker 1: don't even talk like that. And so every once in
Speaker 1: a while there'll be someone who I'm like, you seeing
Speaker 1: like my turn of phrases all the time or whatever,
Speaker 1: and I let those go. You know what I don't
Speaker 1: let go is copy paste. This is your work. But
Speaker 1: like mannerisms, turn a phrase or whatever. I kind of
Speaker 1: just let those goes because one of the things that
Speaker 1: my really good friend Cabral always reminds me is people
Speaker 1: can only ever do what you've already done, so they're late,
Speaker 1: you know. And so that's what he reminded me when
Speaker 1: I complained to him about it, and he was just like, now,
Speaker 1: if someone literally copyright a copy paste, you know, girl,
Speaker 1: have your conversation, but these other things, you know, you've
Speaker 1: already done this thing and they can only copy. They
Speaker 1: cannot know one could be more Tiffany than Tiffany. So
Speaker 1: just continue to be yourself. And so that's what I
Speaker 1: would say. You would have to decide how egregious it's
Speaker 1: been and if it felt like a direct copy and
Speaker 1: paste versus like this makes me feel uncomfortable, And it
Speaker 1: doesn't mean that you can't say anything, Like it doesn't
Speaker 1: mean you can't say anything, because I do believe that,
Speaker 1: you know, people should feel free to speak up, but
Speaker 1: just be mindful that, like, you know, there's nothing new
Speaker 1: under the sun, and you know, like how you should
Speaker 1: have that it's not accusatory, especially if it's not a
Speaker 1: direct copy and paste. So that's what I would just say.
Speaker 1: But like gir, you know what she's doing and she
Speaker 1: know what she's doing.
Speaker 2: And it's difficult too because you say that like she's
Speaker 2: turned to you for advice, so like you were in
Speaker 2: a bit of a mentorship role and your work has
Speaker 2: inspired her. And I think a lot of the work
Speaker 2: that I do too, now that I'm getting more into
Speaker 2: this space that Tiffany's occupied for you know, over a
Speaker 2: decade now, and I'm just I'm a couple of years in.
Speaker 2: It is sometimes hard to tell if someone's doing it
Speaker 2: intentionally or because of something that you wrote. And so
Speaker 2: I get your hesitancy to be like, I don't want
Speaker 2: to come out outright accusing her, but you can't. But
Speaker 2: if you if your spidy sense is telling you something,
Speaker 2: it could be a good lesson for her to at
Speaker 2: least know that you're seeing it and you want to
Speaker 2: have like a candid conversation about it, just as colleagues.
Speaker 2: And this is one of the reasons. So when I
Speaker 2: started doing my webinar, I have a nail yournegotiation dot com.
Speaker 2: I have a negotiation webinar, And there wasn't really anything
Speaker 2: like it when I launched this last year, not anything
Speaker 2: in the way that I do it like specific to
Speaker 2: salary negotiation and stuff that I could see, and I
Speaker 2: did my competitor research. I think it's important for us
Speaker 2: to be paying attention to our peers. I try to
Speaker 2: do it in a healthy way to where I'm not
Speaker 2: comparing myself and feeling bad or feeling like behind. But
Speaker 2: I want to have something unique, right, Like I want
Speaker 2: to create something that is different, and like tiff says,
Speaker 2: like there's nothing new under the sun, but our point
Speaker 2: of view, our take on it, our spin on it
Speaker 2: is what makes it different. And I know that there's
Speaker 2: lots of career coaches, but I want to have something unique.
Speaker 2: And I spent time going through my webinar and creating.
Speaker 2: Like Tiffany, you have your sayings, I wanted to create
Speaker 2: certain I wanted to name it something, you know, so
Speaker 2: I have my five step maker method. I talk about
Speaker 2: something in my webinar called the compensation cupcake. You know,
Speaker 2: like these kind of I coin these phrases. I coin
Speaker 2: these phrases that then if someone's like talks about a
Speaker 2: compensation cupcake, I'm like, it's probably that they got it
Speaker 2: from my webinar because I'm the only you know, I
Speaker 2: check on these things, and I make sure that i'm
Speaker 2: I don't know one a few or the first or whatever.
Speaker 2: And I think it helps to make your titles and
Speaker 2: your like little like if you're gonna name a method
Speaker 2: or it seems kind of kitchy and cheesy, but I
Speaker 2: do think it helps differentiate you stick in people's mind
Speaker 2: and make it a little bit harder for people to
Speaker 2: just lift it, you know, because if I was going
Speaker 2: to call my my my method, like or not even
Speaker 2: have a method, but just say this is how you
Speaker 2: negotiate your salary, then it'd be a lot harder to say, Okay,
Speaker 2: someone has taken her method or copied and pasted it,
Speaker 2: but I made it unique by calling it the five
Speaker 2: step maker method and having it broken down the way
Speaker 2: that I do, and from like an intellectual property standpoint,
Speaker 2: because I there sometimes it's so egregious and if it's
Speaker 2: really taking away your business, then maybe a lawyer is necessary.
Speaker 2: Probably not in your case, but what I've heard is
Speaker 2: once you write something and put it out there, it's copywritten,
Speaker 2: like it's it's you have a copyright against it. If
Speaker 2: it's it's intellectual property that you created, you don't have
Speaker 2: to like go trademark and get every single thing that
Speaker 2: you produce copywritten, copyrighted, copyrighted. But you do want to
Speaker 2: like have a record of it and be able to
Speaker 2: at least say that I have ownership of it, because
Speaker 2: if you do want to pursue legal action, then you
Speaker 2: know to have that. To have those receipts is going
Speaker 2: to be important, you know, moving forward, because it's IP
Speaker 2: is like the it's critical. It's the foundation of our businesses.
Speaker 2: I told you, like, our ideas are all we.
Speaker 1: Got like year three of Budgeanista because I have everyone
Speaker 1: should have Google alerts on their business. And it was
Speaker 1: like being you're the Budgeanista is on this like think
Speaker 1: of like the top five banks that you see on
Speaker 1: the corner. One of those banks, right, And I was like,
Speaker 1: oh my god, I think it was a little Asian
Speaker 1: lady like I'm the Budganessa. I said, God, no, not
Speaker 1: me me. So I didn't know what to do because
Speaker 1: I was so but thank God, baby Jesus, teenage Jesus,
Speaker 1: middle aged Jesus, and you know, could have been old
Speaker 1: man Jesus. Thank God that a friend of mine, like
Speaker 1: a year or two prior, was like, have you trademark Budganessa,
Speaker 1: and I was like, I don't have any money, and
Speaker 1: he was like, it's like I think at the time
Speaker 1: it was like seventy five bucks or one fifty something
Speaker 1: like that. He was like, put it on a credit
Speaker 1: card and I will sit with you. And like, so
Speaker 1: we I didn't I couldn't afford to hire an attorney.
Speaker 1: So he sat with me and helped me trademark the Budganessa.
Speaker 1: Thank god, because and so I didn't even have to
Speaker 1: reach out to them within like twenty four to forty
Speaker 1: eight hours. Somebody must have done a Google search over
Speaker 1: there at the bank, at the big bank, because it
Speaker 1: was gone, you know. But I had this, like I
Speaker 1: trademarked the Budganessa, and they were using it in a
Speaker 1: way that like that's how I show up. And so
Speaker 1: I just say all that to say to Mandy's point that, like,
Speaker 1: you know, like certain legal action maybe needed to be taken,
Speaker 1: may need to be taken. But what I love what
Speaker 1: you said, Mandy, which is true. I love that even
Speaker 1: if you are teaching like a budgeting system or a
Speaker 1: negotiating system or whatever, that's not new under the sun.
Speaker 1: But I love the fact that Mandy creates because I
Speaker 1: do the same creates, Like this is the cupcake system,
Speaker 1: this is the Mandy money maker system. So if you
Speaker 1: hear it again, you're like, like Mandy, Like, that's why
Speaker 1: I my ten Steps to financial wholeness, Like right, I
Speaker 1: actually trademark the word financial wholeness or the phrase because
Speaker 1: that's something new. It did not exist before and no
Speaker 1: one was using it casually. So I wanted when you
Speaker 1: heard it again, you're like, well, one, Tiffany owns that,
Speaker 1: and then two like that came from here. So I'm
Speaker 1: always looking for a way to remain like a normal
Speaker 1: thing into something that can be traced back to me,
Speaker 1: and so like, no, I love that, so like and honestly,
Speaker 1: the thing is people are gonna copy all the time.
Speaker 1: You're not gonna be able to chase down every single person.
Speaker 1: So some things I just let go. And unless it's,
Speaker 1: like I said, super egregious to man point, there's litigious
Speaker 1: activities you can participate and in like having an attorney
Speaker 1: or you know, certainly you can confront them and say
Speaker 1: what the entire hell is wrong with you?
Speaker 2: Girl?
Speaker 1: So let us know, honestly, because that's really like, yeah.
Speaker 2: I don't want to know if you actually have that
Speaker 2: conversation how it went hands.
Speaker 1: I mean, you know, we don't con though, we don't condone.
Speaker 2: There was another creator. We've had her on the show
Speaker 2: Deli and Barrows. She's been public with this, but another
Speaker 2: creator basically copy and pasted her whole sales page. I
Speaker 2: remember for her, yeah, for her stock and she did
Speaker 2: an Instagram live. It was for her sales page and
Speaker 2: all of her I think her emails and stuff.
Speaker 1: It was really sick.
Speaker 2: She had all the receipts and she named the person
Speaker 2: because I mean, this person was getting more popular on
Speaker 2: social media and like actually making sales, and you know,
Speaker 2: I think that that's brave of Delhi to do that.
Speaker 2: But I also think you have to kind of be
Speaker 2: a be a Tiger mom, just be like, you know,
Speaker 2: protective of your work and be willing to fight for
Speaker 2: it and put people on blast if they're egregiously doing it.
Speaker 2: And her community people like me like telling us so
Speaker 2: that we we know we're on alert and we can
Speaker 2: you know, unfollow. I think she was you know, I
Speaker 2: think I sent a DM to the person because I had,
Speaker 2: I think met them before something like that, Like this
Speaker 2: is really bad like, what's going on? And before we
Speaker 2: knew it, her page was private and kind of taken down,
Speaker 2: and you know, and DELI had her her attorney also
Speaker 2: sound like a cease and desist. Yeah, but yeah, so
Speaker 2: in that case, I'm like, you can't. I'm glad that
Speaker 2: you muted her, but also I'm just like, keep one
Speaker 2: eye open for like, like Tiffany said, the Google alert,
Speaker 2: even having an admin like I would, it's actually smart.
Speaker 2: I could have my admin crawl pages and just check
Speaker 2: so that you're not really exposed to it. You're not
Speaker 2: in that comparison trap. But I do think it's important
Speaker 2: for us to keep tabs on what everyone else is doing,
Speaker 2: just in case. Yeah, the legal hit lazy and sloppy,
Speaker 2: you know, because that we do conzone on legal hands.
Speaker 2: You know, so exactly. Well, not of us though, because
Speaker 2: we're your financial not your financial advice. We didn't say
Speaker 2: that part. Not your financial advisors, not your investment advisors,
Speaker 2: to assume them, not us.
Speaker 1: Yes, think what we say with a grain of sound,
Speaker 1: chide the smallest of the greens.
Speaker 2: Yes, well, this is a fun b a q A.
Speaker 1: If you have questions that need answers and you don't
Speaker 1: mind taking them with a small grain of salt because
Speaker 1: we're not your mama, cousin, auntie, uncle, attorney, lawyer, or otherwise.
Speaker 1: Please go to Brannibision podcast dot com and click like
Speaker 1: the contact or ask us anything button so you can
Speaker 1: ask a question. You can d m us on Insta
Speaker 1: where brand and Vision podcasts. We're THEBA podcast on Twitter,
Speaker 1: so we can tweet us and any other place of
Speaker 1: the people. What is it Brandonbision podcast at gmail dot com.
Speaker 2: That too, just everywhere. If you can't find us, it's
Speaker 2: not because we did not make ourselves. We're here, hey,
Speaker 2: cry the bare minimum effort. You can find a way
Speaker 2: to contact us.
Speaker 1: Okay, Yeah, never answered the question. Honestly, we love updates,
Speaker 1: so like, you know, send some updates.
Speaker 2: It is fun.
Speaker 1: Yeah, make sure you put the name in that we
Speaker 1: called you, you know, like if your name is Sarah
Speaker 1: and we called you Tanya because we protected your identity,
Speaker 1: just be like, y'all call me Kanya.
Speaker 2: So oh can you hear that? Miss Stephanie and mister
Speaker 2: ms Fomo. I really want to hear back on these
Speaker 2: questions me too, But until next week, BA Fam, I'm Mandy,
Speaker 2: I'm Tiffany that's Tiffany. Goodbye bye, Hey, ba Fam. We
Speaker 2: could not do this show without your support or the
Speaker 2: support of our team behind the scenes. The Brown Ambition
Speaker 2: Podcast is produced by Imani Crosby and Dennis Sanplinsky is
Speaker 2: our in house tech guru. I am your co host
Speaker 2: Mandy Woodrif Santos, and we will see y'all next week,
Speaker 2: ba Fam.