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Speaker 1: Welcome back to the Money Making Conversations Masterclass hosted by

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Speaker 1: Rashaan MacDonald. Money Making Conversations Masterclass continues online at Moneymakingconversations

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Speaker 1: dot com and follow money Making Conversations Masterclass on Facebook, Twitter,

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Speaker 1: and Instagram.

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Speaker 2: Manekus the nationally recognized leader and labor relations for more

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Speaker 2: than twenty five years of experience across law, government and

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Speaker 2: corporate America. Currently serving as Labor Relations Council as Starbucks.

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Speaker 2: Patrese Advisor, the Executive leadership O Complex Labor Relations Strategies,

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Speaker 2: insurance compliance which is very important with evolving labor laws,

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Speaker 2: and develop proactive people center solutions to strengthen workplace culture

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Speaker 2: and performance. Please welcome to Money Making Conversations Masterclass. Patrese Miller, Hi,

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Speaker 2: Domus Miller.

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Speaker 3: I'm doing amazing. Thank you so much for having me.

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Speaker 3: I am super excited to be here.

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Speaker 2: Labor relations what does that mean?

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Speaker 3: Labor relations deals with all of the compliance issues federal

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Speaker 3: and state regulations that companies are required to adhere to,

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Speaker 3: so making sure that companies are in compliance with those

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Speaker 3: regulations and making sure that they're maintaining good compliance with

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Speaker 3: their employee relations and the relationships with their employees.

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Speaker 2: Now get these signs in my company, Tell to put

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Speaker 2: these on the walls so your employees can hear that.

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Speaker 2: Is that what we're talking about when we say labor relations.

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Speaker 3: Sure, that's one part of it. So the poster requirement

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Speaker 3: is one part or one aspect of employee and labor relations,

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Speaker 3: but it all kind of feeds into the general trend

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Speaker 3: of making sure that the employer's workforce is well educated

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Speaker 3: and well protected, and that's something that the federal and

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Speaker 3: state government are very much aligned with, so making sure

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Speaker 3: employers are doing that, and the posters are definitely one

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Speaker 3: of those categories that they.

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Speaker 4: Do that as well.

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Speaker 2: Okay, cool, Now let's talk about that's labor relations. So

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Speaker 2: what is the difference between in labor relations and human resources?

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Speaker 2: Can you answer that?

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Speaker 3: Sure? So, human resource is going to be the umbrella,

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Speaker 3: if you will, so it will also encompass benefits as

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Speaker 3: well as you know, leaves, PTO and all those great things.

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Speaker 3: Labor relations instead gets to the heart of the actual

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Speaker 3: employment relations between the employer and the employee and the

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Speaker 3: work assignments, the work conditions, and things in that nature.

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Speaker 2: So basically you're making sure it's set up correctly for

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Speaker 2: the humor relations human resource person can do their job.

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Speaker 3: That's a great way to put it. Excellent.

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Speaker 2: Yes, So basically, when I have a complaint, I'm not

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Speaker 2: gonna talk totries Miller. I'm gonna go to my human

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Speaker 2: resources person correct, and if it's not set up correctly,

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Speaker 2: then they're going to go to you correct.

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Speaker 1: Yes.

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Speaker 3: Yes, And our goal is looking at this through a

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Speaker 3: proactive lens instead of a reactive lens. We want to

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Speaker 3: get out in front of things and making sure that

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Speaker 3: workplaces are compliant as far as the laws and regulations concerned,

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Speaker 3: and making sure that the workforce is being treated fair

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Speaker 3: and equitable by employers.

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Speaker 2: Well, let's talk about that, because there's so many different

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Speaker 2: I hear the world, right, the work stayed there, some

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Speaker 2: place you can go where you can tell somebody where

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Speaker 2: was an immediate or firing or or layoff. There is

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Speaker 2: a process to it. Tell us exactly what is the

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Speaker 2: right way to downsize your company?

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Speaker 3: The right way is number one, making sure that you're

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Speaker 3: in compliance with federal and state regulations, but also making

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Speaker 3: sure that you're even in compliance with your own policies.

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Speaker 3: Sometimes organizations will implement policies and procedures or handbooks, if

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Speaker 3: you will, and they're not following their own guidelines. So

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Speaker 3: one of the most important things that an employer and

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Speaker 3: an organization can do is maintaining consistency. Maintaining consistency and

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Speaker 3: not only how they're treating their workers, but also in

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Speaker 3: those unfortunate times when downsizing is necessary and unable to

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Speaker 3: be avoided, making sure that they're being consistent in that

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Speaker 3: process as well and equitable and fairly treating employers employees

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Speaker 3: throughout that process.

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Speaker 2: You know, one of the big moves is this new

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Speaker 2: administration was layoff government layoffs. Now, when people are layoff,

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Speaker 2: what is the role of the company to the person

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Speaker 2: that they are laying off? Is there are certain responsibility

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Speaker 2: that they should adhere to to respect the person you're

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Speaker 2: laying off. Is there a notification period? How is that handled?

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Speaker 3: Yes, and you're speaking to someone who was actually a

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Speaker 3: federal employee for ten years. I served ten years with

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Speaker 3: the federal government with the Department of Labor. So this

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Speaker 3: is a topic that's very near and dear to my heart.

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Speaker 3: I have many friends who are still in the federal workforce.

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Speaker 3: So I believe that companies definitely have a level of

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Speaker 3: responsibilities to their employees. This actually is outlined in the

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Speaker 3: laws as well. There are certain companies based upon their

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Speaker 3: size and based upon you know, the actual they produce

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Speaker 3: or the industry that they're in their regulations as far

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Speaker 3: as the notice that they're required to give in that regard.

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Speaker 3: But I think outside of even the federal and state rules,

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Speaker 3: I think it's just a matter of being transparent as

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Speaker 3: transparent as possible with employees and letting them know and

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Speaker 3: keeping them abreast of what's going on in the company

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Speaker 3: so that these things don't come as a blind signing

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Speaker 3: moment to employees. Because it's rough enough if you're experiencing that,

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Speaker 3: but then if you're kept in the dark and have

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Speaker 3: no idea that these things are coming, I think it's

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Speaker 3: ten times even worse.

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Speaker 2: Let's talk about this Coatris Meiler, your experience in labor

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Speaker 2: relations and over the years my show is about small

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Speaker 2: business owners, entrepreneurs, and so that relationship is a lot

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Speaker 2: more intimate. You know, you're in a big corporation ice

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Speaker 2: world for IBM. If you work for the government, you

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Speaker 2: start laying out people basically the decision making person that's

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Speaker 2: making that decision. It's not even closed to the person

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Speaker 2: that they're laying off. How does a p in these

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Speaker 2: intimate environments deal with it, Well, I.

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Speaker 3: Think it's the understanding that companies and business models are

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Speaker 3: constantly evolving, and so because of that, I think employers

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Speaker 3: as well as employees need to understand that there are

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Speaker 3: going to be uncertain times that's unavoidable. But instead, what's

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Speaker 3: most important is how the employer handles it with a

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Speaker 3: certain level of decency and respect with employees, and most importantly,

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Speaker 3: having employees protect themselves and understanding that their job is

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Speaker 3: their assignment. However, their personal brand is their identity, and

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Speaker 3: I think sometimes there's a blurring of the lines, which

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Speaker 3: rightfully so we're all human. I've done it myself, so

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Speaker 3: it feels deeply personal when you are laid off or

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Speaker 3: there's you know, a reduction in force, you feel as

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Speaker 3: though you have personally suffered a loss or that you

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Speaker 3: personally have had a failure. However, it's all about aligning

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Speaker 3: your gifts and your strategies with your personal brand that

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Speaker 3: helps you to be able to pivot in the event

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Speaker 3: these things happen.

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Speaker 2: Well, let's do that with the personal brand talk, because

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Speaker 2: when I first started out looking for a job, I

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Speaker 2: didn't have social media, I didn't have a LinkedIn account,

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Speaker 2: which is personal branding. What value is LinkedIn to personal branding?

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Speaker 2: As a labor relations person, do you see that as

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Speaker 2: valuable or should somebody pull back and then let the

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Speaker 2: system work for you?

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Speaker 3: LinkedIn is an extremely valuable tool for establishing your personal brand.

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Speaker 3: It's all about making sure that who you say you

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Speaker 3: are is reflective in your online presence. So I'll give

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Speaker 3: you an example. I'll apply it to my actual career.

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Speaker 3: I had a job previously at Microsoft, so my job

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Speaker 3: was director of HR Compliance and Microsoft. However, my personal

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Speaker 3: brand was that I'm a trusted labor and relations expert

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Speaker 3: who helps organizations resolve complex workplace issues, ensure compliance, and

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Speaker 3: build cultures of accountability and fairness. So I'm lending my

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Speaker 3: talents to Microsoft for that job assignment, but at all

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Speaker 3: times I am that expert. So when that assignment ends,

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Speaker 3: my personal brand does not end. I instead will pivot

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Speaker 3: and find a new assignment, or perhaps even in between assignments,

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Speaker 3: find opportunities where I can showcase my talents and my

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Speaker 3: personal brands to bring me revenue during those in between jobs,

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Speaker 3: but also to keep myself in alignment with my online presence.

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Speaker 2: So if I was talking to my staff, my employees,

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Speaker 2: each one of them, that we have weekly meetings, they

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Speaker 2: should all have lated in accounts. They should all be

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Speaker 2: building a personal brand, putting some of the work that

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Speaker 2: they're doing, some of the skills that they're developing, acknowledging

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Speaker 2: that that is growth for their personal brand, which has

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Speaker 2: value if they leave my company or they stay with

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Speaker 2: my company. That's personal brand building. That's what you're talking about, correct.

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Speaker 3: Yes, absolutely, And you could even do that even when

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Speaker 3: your current job is not in alignment with your personal brand.

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Speaker 3: I'll give you another example. When I first started off,

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Speaker 3: I'm sure a lot of your audience members can relate

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Speaker 3: to this. I was a young single parent and I

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Speaker 3: started off in college. I was working at a video store.

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Speaker 3: I started developing my personal brand. Now they didn't have

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Speaker 3: LinkedIn back then, but I started developing my personal brand,

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Speaker 3: and my online and my in person presence never matched

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Speaker 3: the fact that I stacked videos on a shelf. I

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Speaker 3: was very much about building that personal brand for becoming

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Speaker 3: who I wanted to be, who I wanted to be perceived.

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Speaker 3: And that's how I showed up that job at the

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Speaker 3: video store. That was my maintenance job. I paid my rent,

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Speaker 3: I paid my bills. And that's why I always advise

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Speaker 3: people never leave your maintenance job too soon. If that's

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Speaker 3: paying your bills and it's necessary by all means, continue that,

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Speaker 3: but don't feel that you need to wait until you're

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Speaker 3: actually in the brand and in the position to start

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Speaker 3: building your personal brand.

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Speaker 1: Yeah.

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Speaker 2: I thought it was important to bring you on my

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Speaker 2: show called Trise Miller because of, you know, the unemployment

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Speaker 2: numbers that are out there now, the layoffs that are

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Speaker 2: out there now, and people don't know where to go.

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Speaker 2: And I'm speaking to Katrise Miller. She's a nationally recognized

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Speaker 2: leader in labor relations with over twenty five years of

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Speaker 2: experience across law, government and corporate America. He currently serves

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Speaker 2: as labor relations council as Starbucks. Now, let's talk about money.

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Speaker 2: Let's talk money. Is money make compans his masterclac Let's

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Speaker 2: first talk about being at the job feeling like you're underpaid.

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Speaker 2: How do you build a case for more money as

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Speaker 2: a company that's successful. I'm gonna get to the company

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Speaker 2: that's laying off on my next question, let's talk about

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Speaker 2: the successful company. Can you build a case for more

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Speaker 2: revenue for you personally, How does that work out?

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Speaker 1: Well?

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Speaker 3: See, I think it's not a process that starts. I

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Speaker 3: think it's a process that never finishes. I think the

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Speaker 3: process is ongoing. You should have an ongoing electronic file,

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Speaker 3: whatever your system may be, or maybe a paper file,

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Speaker 3: whatever works for you, have an ongoing system where you

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Speaker 3: are continuously routing and putting all the great accomplishments that

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Speaker 3: you have in that organization. You're detailing them and you're

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Speaker 3: filing them away. So this should be an ongoing process

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Speaker 3: where you are benchmarking and filing away those those amazing accomplishments,

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Speaker 3: those success stories, those partnerships, collaborations that you have, and

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Speaker 3: the feedback that you receive from those individuals. So now

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Speaker 3: when it's time for that salary conversation, you essentially are

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Speaker 3: going to that file and reviewing and preparing to make

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Speaker 3: your case, not searching for information and support for that

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Speaker 3: actual case.

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Speaker 2: Now, well, just being said a treat companies laying off

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Speaker 2: people left and right, did you stay quiet, staying at

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Speaker 2: corner mad that you can't walk in there and ask

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Speaker 2: for something even though you know additional work is going

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Speaker 2: to come on your plate because they land on people.

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Speaker 3: And this is once again in a very real situation.

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Speaker 3: So the first thing is not to panic. You're not

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Speaker 3: panic in these situations, but you need to make sure

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Speaker 3: that you are making sure that your work and your

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Speaker 3: presence is highly visible and promotable in these uncertain times.

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Speaker 3: So that means advocating for yourself, like we talked about

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Speaker 3: creating that work history and that file and those lists

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Speaker 3: of accomplishments, but also making the proper alignment with people

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Speaker 3: who will advocate for you as well. And sometimes we

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Speaker 3: need to step outside of kinship and look for mentorship. Now,

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Speaker 3: sometimes our mentors may look like our keen people, and

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Speaker 3: that's good, that's amazing. But I'll tell you one of

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Speaker 3: my greatest mentors at one of the law firms I

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Speaker 3: first started with was an older white man who was

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Speaker 3: about sixty five years old and I was a young

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Speaker 3: black woman coming straight out of undergrad and we developed

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Speaker 3: a mentor and mentee relationship and I learned so much

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Speaker 3: from him. Now, it was very intimidating working with him

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Speaker 3: and approaching him because we had nothing in common, but

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Speaker 3: for the fact I wanted to be where he was at.

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Speaker 3: So that was enough for me to make that alignment.

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Speaker 3: So I think sometimes you know, it's human nature to

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Speaker 3: navigate to people who you are familiar with, and that's

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Speaker 3: a very important part of the workplace, but stepping outside

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Speaker 3: of that and developing those mentorships because those are people

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Speaker 3: who will often speak volumes about your skills and your

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Speaker 3: talent in rooms when you're not even present, and that's

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Speaker 3: what you need in these days and times.

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Speaker 1: Please don't go anywhere. We'll be right back with more

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Speaker 1: Money Making Conversations Masterclass. Welcome back to the Money Making

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Speaker 1: Conversations Masterclass, hosted by Rashaan McDonald.

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Speaker 2: You're doing legal counsel for Starbucks, a major corporation, and

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Speaker 2: work for Microsoft as a minority. How do we get

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Speaker 2: rid of these peers or how do we create these relations?

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Speaker 3: I think it is somewhat self inflicted, but let's be honest,

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Speaker 3: this is very much industry inflicted because I believe that minorities,

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Speaker 3: women included, have been beaten down to a certain level

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Speaker 3: and to the point where we find it hard to

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Speaker 3: even recognize our brilliance. But it starts there, recognizing your

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Speaker 3: brilliance and not waiting for someone to validate you. I'll

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Speaker 3: never forget when I was an undergraduate school and even

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Speaker 3: going to law school. I would have classmates in Peers

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Speaker 3: great friends who were white males, and they would apply

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Speaker 3: for jobs that they met like sixty percent of the

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Speaker 3: criteria and it thought they were the best thing to

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Speaker 3: that job. Whereas sometimes we especially women African American women

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Speaker 3: at that, we feel we need to check every single box.

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Speaker 3: We need to be one hundred percent the best in

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Speaker 3: every category before we even step out into competition or

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Speaker 3: step out and put our throw our hat into the

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Speaker 3: ring to compete for a job or promotion or things

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Speaker 3: like that. So it's understanding, no one's going to validate you.

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Speaker 3: You have to validate yourself, and you have to recognize

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Speaker 3: your talents and what your strengths are, and you have

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Speaker 3: to go on those and go for all those things

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Speaker 3: that you want and that you truly do deserve.

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Speaker 2: Okay, now we start talking about salaries that how do

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Speaker 2: we ask for the right amount of money?

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Speaker 3: Katrice Well, First, in salary negotiations, one of the biggest

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Speaker 3: mistakes I see is not even having a counter offer.

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Speaker 3: And this is when you're actually this is both when

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Speaker 3: you're applying for a job and even when you're in

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Speaker 3: a salary negotiation for a current job that the promotion

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Speaker 3: annual review. We don't even counter at all because we

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Speaker 3: feel as though it's viewed as being ungre rateful, or

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Speaker 3: that we might even lose the opportunity all together if

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Speaker 3: we even mention that we think it should have a

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Speaker 3: higher benchmark price. So we need to erase that mindset

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Speaker 3: and understand that true business and capitalism is built on negotiations,

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Speaker 3: and negotiations are a conversation, is not a confrontation. So

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Speaker 3: start with understanding it is okay to negotiate and have

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Speaker 3: a counter offer. Now that counter offer needs to be

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Speaker 3: based in some level of intelligence and research. Now that's

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Speaker 3: the other mistake. Some people will I have no problem

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Speaker 3: making the counter offer, but they're pulling it out of nowhere,

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Speaker 3: like I even I work with someone. This person was

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Speaker 3: basing their counteroffer on how many bills they had. They

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Speaker 3: basically did their budget and said I need X amount

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Speaker 3: of dollars, hence I want my job to pay me.

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Speaker 3: That that is not the equivalent and the math that

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Speaker 3: we're going to be doing here. Instead, the research that

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Speaker 3: you need to do is you need to number one

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Speaker 3: research to industry research, the position research, the location research, competitors,

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Speaker 3: and there are lots of tools online that are available

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Speaker 3: to you, a lot of resources staffing agencies as well

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Speaker 3: that can help you with this. So you want to

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Speaker 3: go into these negotiations marked with research, real research that

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Speaker 3: will validate and support your point. And one great question

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Speaker 3: you can always ask is if you see that the

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Speaker 3: job description, for example, has a list of duties and

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Speaker 3: then they say on the higher end, we would prefer

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Speaker 3: the applicant to have or the person to have these things,

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Speaker 3: these X, Y and z. The question, my ask is

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Speaker 3: that what level of pay would you be willing to

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Speaker 3: compensate someone who has the additional services or the additional skills,

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Speaker 3: and then they give you that amount and the most

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Speaker 3: likely that'll be on the higher end. So that's your

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Speaker 3: advocate and your point for saying, that's why I feel

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Speaker 3: I should be placed at the higher end because I

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Speaker 3: have those higher end skills. Not even personal about you.

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Speaker 3: It's about the job description they created and the job

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Speaker 3: needs they have you doing, and the skills they're looking

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Speaker 3: for that you have and properly negotiating for them.

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Speaker 2: Wow, that's important. Now you have a coaching program that

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Speaker 2: promises expert coaching without the premium price tag. Now, when

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Speaker 2: you say coaching, let'st before we get to the program,

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Speaker 2: what is coaching that you're referencing And to individuals who

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Speaker 2: are listening to my show, what are you coaching?

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Speaker 3: So I am a career in business coach, and I

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Speaker 3: help individuals maximize their personal brands, their earning potential, and

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Speaker 3: build strategies to not just find them a job, but

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Speaker 3: to help them launch their careers and develop personal brands

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Speaker 3: that will withstand job markets. So that's what I do.

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Speaker 3: I started off doing this on a one to one

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Speaker 3: coaching basis and was very successful doing that. But I

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Speaker 3: found a couple problems with that.

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Speaker 1: One.

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Speaker 3: It wasn't scalable. I wasn't able to reach as many

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Speaker 3: people I.

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Speaker 4: Wanted to reach.

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Speaker 3: This only one of me and I could only see

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Speaker 3: so many people in one day. And also I started

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Speaker 3: to see a trend of people who were in these

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Speaker 3: layoffs that you mentioned and in these dire situations who

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Speaker 3: really needed quality coaching but could not afford the premium price.

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Speaker 3: Toad and I myself have been in that situation. I've

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Speaker 3: been laid off, i've been downsized, I've gone through all this,

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Speaker 3: and I know the level of quality that I wanted,

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Speaker 3: but I couldn't quite afford the one on one coaching.

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Speaker 3: Now there's a place for that, and that's a great spot,

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Speaker 3: and I actually still do some level of one on

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Speaker 3: one coaching. It's a very curated and various, personalized coaching

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Speaker 3: package I offer, but I also offer this for individuals

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Speaker 3: who are looking to grow and to not compromise quality

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Speaker 3: for price. So that's what I'm launching on July first.

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Speaker 3: I'm currently building its online program, so it'll have all

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Speaker 3: the great things from my one on one coaching program

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Speaker 3: in the online portals, but in addition to that, I

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Speaker 3: will be hosting calls monthly calls to assist them with

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Speaker 3: interviewing techniques, with job searching strategies. I'm going to have

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Speaker 3: templates and approven documents that will system throughout the job process.

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Speaker 3: And I'm going to have a twenty four to seven

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Speaker 3: support system where they can email questions in and receive

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Speaker 3: an answer than twenty four hours to their questions and concerns.

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Speaker 3: So it's really building a bridge between the best of

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Speaker 3: both worlds and offering it at a very important time

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Speaker 3: in our career industry and in the situation that's going

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Speaker 3: on out there with many people.

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Speaker 2: First, well, how do we find that website or is

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Speaker 2: it still in the Is there a landing page right

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Speaker 2: now where you could go there and submit your email

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Speaker 2: address and get information when it launches? What does the

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Speaker 2: website address?

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Speaker 3: Absolutely, so I encourage you to visit my website. It's

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Speaker 3: Corporate Winners dot com www dot Corporate Winners dot com.

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Speaker 3: And then I at the top of the page there

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Speaker 3: is a link for you to sign up for the

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Speaker 3: waiting list. So I encourage individuals to sign up for

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Speaker 3: the waiting list for the July first launch because you

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Speaker 3: will receive exclusive details information leading up to the launch,

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Speaker 3: as well as opportunities that people who are not on

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Speaker 3: the wait list are not going to have. So just

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Speaker 3: visit my website and it will lead you from there.

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Speaker 2: A lot of people have been laid off this year, okay,

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Speaker 2: which I think that this website is very time laying,

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Speaker 2: very necessary because a lot of confusion props up when

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Speaker 2: you get laid off. Right, you've been laid off, Can

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Speaker 2: you share some of the emotional and how did you

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Speaker 2: get back on the hoys or did you see the

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Speaker 2: layoff coming and you was able to prepare for it?

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Speaker 2: Talk to us because people are experiencing exactly what you felt.

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Speaker 3: Now, so much of what I teach is rooted in

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Speaker 3: what I've experienced, and so you are correct. I have

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Speaker 3: gone through this. So my sound advice is to number one,

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Speaker 3: don't panic. When you operate out of panic in any situation,

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Speaker 3: you are not going to have quality results. And panic

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Speaker 3: looks like in this area of applying for everything. Let

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Speaker 3: me apply for every opportunity. The more resumes and the

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Speaker 3: more applications I submit, the better, and you make it

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Speaker 3: a numbers game and you remove the quality and you

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Speaker 3: remove the strategy. So I say, number one, do not panic.

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Speaker 3: Number two, you need to do a self assessment. You

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Speaker 3: need to figure out not just what have I done

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Speaker 3: hence your resume, but what have I done is transferable

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Speaker 3: to where I want to be. And that's really important

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Speaker 3: for our federal workers who have been laid off and

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Speaker 3: downsized and reduced and forced from their jobs, because there

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Speaker 3: are so many great skills that the federal government teaches

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Speaker 3: you or that you are aligned with, that you can

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Speaker 3: bring to the corporate world. And I did this myself,

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Speaker 3: just not in a layoff situation. I had ten years

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Speaker 3: of federal experience. And I found successfully a way to

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Speaker 3: pivot that and bring it to the corporate world. So

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Speaker 3: have that self assessment to figure out what problems do

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Speaker 3: you solve, what skills do you bring, what's transferable to

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Speaker 3: the workforce you want to join, and then proceed with

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Speaker 3: confidence and be prepared clarity about knowing who you are,

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Speaker 3: what you offer, what problems you solve, and have that

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Speaker 3: be your guiding light as you proceed through this process,

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Speaker 3: understanding it's gonna be rough. I'm not gonna sit here

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Speaker 3: and lie and say it's easy, but you need to

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Speaker 3: make sure you have a mindset that has four things.

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Speaker 3: Number One, you need to have the clarity which we

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Speaker 3: spoke about. You need to have confidence, confidence in who

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Speaker 3: you are and what you bring. Number Three courage so

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Speaker 3: when the times get rough, the stats don't add up,

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Speaker 3: when everything is saying this is not gonna work, that's

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Speaker 3: when the courage kicks in. And then lastly, you need

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Speaker 3: to have calm. Calm comes from alignment with your values,

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Speaker 3: your personal life and your profession no life and making

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Speaker 3: sure that alignment is creates a level of peace for

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Speaker 3: you to move forward through this process. Because you cannot

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Speaker 3: survive and strive in chaos.

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Speaker 2: Now, there are people out there right now at Patrice

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Speaker 2: working jobs. They're not happy yet, they don't know how

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Speaker 2: to get out. They go to work, they care that

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Speaker 2: same negative injury to breaks the launches. They looking at

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Speaker 2: the clock on the wall so they can leave as

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Speaker 2: soon as they're supposed to leave. What are some of

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Speaker 2: the three qualities of actionable items or actual call the

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Speaker 2: action they can bring to their lives in that format

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Speaker 2: of nine to five that they really don't want to

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Speaker 2: be at.

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Speaker 3: Well, first, I recommend that you conduct a self audit

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Speaker 3: for alignment. You need to ask yourself, what part of

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Speaker 3: my day energizes me, what part of my day drains me? Really,

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Speaker 3: do a self audit to see how you really are

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00:24:54,960 --> 00:24:58,800
Speaker 3: aligned with the current job that you have. Now, if

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Speaker 3: you find that you are actually aligned, you like the job,

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00:25:02,080 --> 00:25:05,240
Speaker 3: You enjoy the job, but perhaps there's some adjustments that

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00:25:05,280 --> 00:25:08,320
Speaker 3: need to be made in that position. Well, in that case,

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Speaker 3: you can even create your own performance plan. You don't

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00:25:11,800 --> 00:25:14,760
Speaker 3: need your employer to create a performance plan for you.

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00:25:15,080 --> 00:25:18,280
Speaker 3: Create your own performance plan for setting goals for how

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Speaker 3: you want to strive within that organization, and that may

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00:25:21,320 --> 00:25:26,560
Speaker 3: include volunteering for more high impact projects. Increasing your visibility,

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00:25:26,840 --> 00:25:30,040
Speaker 3: speaking up at meetings, having that meeting with your supervisor.

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Speaker 3: Those are things we're going to do if we decide

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Speaker 3: we're properly aligned needing adjustment. But what if we do

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Speaker 3: that alignment check and we find out this is not

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Speaker 3: where we want to be, this is not proper alignment.

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Speaker 3: Now that means that, as I said before, we need

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Speaker 3: to start planning our pivot. We don't leave tomorrow because

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Speaker 3: we still need to pay the bills, we still need

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Speaker 3: to make sure we maintain our current lifestyle. But as

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Speaker 3: I said before, you can start branching out and establishing

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Speaker 3: that personal brand and doing those networking tools and opportunities

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00:26:03,560 --> 00:26:06,280
Speaker 3: that are going to help you align with getting the

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Speaker 3: position that you really want and that is more alignment

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Speaker 3: with your true value and your goals. So I would

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Speaker 3: encourage people to start with that self alignment to see

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Speaker 3: is this really the job for you or using a

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00:26:18,920 --> 00:26:21,479
Speaker 3: slump with the job, or is it really time to

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Speaker 3: make a pivot and then making a plan for the pivot.

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Speaker 2: My friend, very powerful conversation. Can you give us one

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Speaker 2: more time? The website your coaching website information to my public.

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00:26:32,520 --> 00:26:39,240
Speaker 3: Absolutely it is www dot Corporatewinners dot com. Yeah, all

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Speaker 3: social media platforms corporate winners as well.

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Speaker 2: And we can go LinkedIn type in Katrise Biller, Yes, yes,

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00:26:46,000 --> 00:26:48,480
Speaker 2: that's very important because we've talked about LinkedIn a lot

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Speaker 2: on this show today, and that's what this is about.

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00:26:51,200 --> 00:26:55,200
Speaker 2: You know, this is not posting on Instagram and Facebook.

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00:26:55,520 --> 00:26:59,200
Speaker 2: You're trying to make that employable connection. It really is. LinkedIn.

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00:27:00,640 --> 00:27:03,800
Speaker 2: It can start tagging people, tagging people who you're trying

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00:27:03,880 --> 00:27:06,879
Speaker 2: to get in front of. You can also upgrade to

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00:27:06,960 --> 00:27:10,560
Speaker 2: some premium programs where you can make direct messaging the

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00:27:10,640 --> 00:27:13,720
Speaker 2: people that you want to get in front of. So

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00:27:13,840 --> 00:27:16,720
Speaker 2: LinkedIn is a very very valuable tool. But more importantly,

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Speaker 2: hearing the truth spoken by an experience veteran of the industry.

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00:27:21,080 --> 00:27:24,200
Speaker 2: And I say veteran politely because she's no veteran when

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00:27:24,200 --> 00:27:27,480
Speaker 2: I'm looking at her. She's fantastic with her experience and

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00:27:27,520 --> 00:27:31,840
Speaker 2: our ability to communicate and also separating what labor relations

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00:27:31,880 --> 00:27:36,159
Speaker 2: means and what human resources mean. You're the foundation to

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00:27:36,240 --> 00:27:40,800
Speaker 2: make humoration human resources functionable. Country Smell. Thank you for

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00:27:40,840 --> 00:27:42,720
Speaker 2: coming on Money Making Conversation master Class.

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Speaker 3: Thank you. I enjoyed this time, really enjoyed it. Thank

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Speaker 3: you so much for having.

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Speaker 2: Me appreciate you. This has been another edition of Money

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00:27:50,320 --> 00:27:53,919
Speaker 2: Making Conversation Masterclass posted by me Rushaun McDonald.

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Speaker 4: Thank you to our guess on the show today and

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Speaker 4: thank you. I'll listen to the audience now. If you

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00:27:58,720 --> 00:28:00,679
Speaker 4: want to listen to any episode I want to be

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00:28:00,680 --> 00:28:04,680
Speaker 4: a guest on the show, visit Moneymakingconversations dot com. Our

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00:28:04,720 --> 00:28:08,360
Speaker 4: social media handle is money Making Conversation. Join us next

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00:28:08,359 --> 00:28:11,639
Speaker 4: week and remember to always leave with your gifts. Keep winning.