Latest / The Steve Harvey Morning Show / Brand Building: Seeks to empower more professionals, especially those affected by layoffs, with tools for career resilience.

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Brand Building: Seeks to empower more professionals, especially those affected by layoffs, with tools for career resilience. · The Steve Harvey Morning Show

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  Speaker 1: Welcome back to the Money Making Conversations Masterclass hosted by
• 0:04
  Speaker 1: Rashaan MacDonald. Money Making Conversations Masterclass continues online at Moneymakingconversations
• 0:10
  Speaker 1: dot com and follow money Making Conversations Masterclass on Facebook, Twitter,
• 0:15
  Speaker 1: and Instagram.
• 0:16
  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.
• 0:29
  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
• 13:51
  Speaker 1: Money Making Conversations Masterclass. Welcome back to the Money Making
• 14:01
  Speaker 1: Conversations Masterclass, hosted by Rashaan McDonald.
• 14:05
  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,
• 14:25
  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
• 14:35
  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
• 14:41
  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
• 14:54
  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
• 15:05
  Speaker 3: every category before we even step out into competition or
• 15:10
  Speaker 3: step out and put our throw our hat into the
• 15:12
  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
• 15:28
  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.
• 15:45
  Speaker 3: And this is when you're actually this is both when
• 15:47
  Speaker 3: you're applying for a job and even when you're in
• 15:50
  Speaker 3: a salary negotiation for a current job that the promotion
• 15:54
  Speaker 3: annual review. We don't even counter at all because we
• 15:57
  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
• 16:03
  Speaker 3: we even mention that we think it should have a
• 16:06
  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,
• 16:15
  Speaker 3: and negotiations are a conversation, is not a confrontation. So
• 16:20
  Speaker 3: start with understanding it is okay to negotiate and have
• 16:25
  Speaker 3: a counter offer. Now that counter offer needs to be
• 16:28
  Speaker 3: based in some level of intelligence and research. Now that's
• 16:32
  Speaker 3: the other mistake. Some people will I have no problem
• 16:34
  Speaker 3: making the counter offer, but they're pulling it out of nowhere,
• 16:37
  Speaker 3: like I even I work with someone. This person was
• 16:40
  Speaker 3: basing their counteroffer on how many bills they had. They
• 16:44
  Speaker 3: basically did their budget and said I need X amount
• 16:46
  Speaker 3: of dollars, hence I want my job to pay me.
• 16:49
  Speaker 3: That that is not the equivalent and the math that
• 16:52
  Speaker 3: we're going to be doing here. Instead, the research that
• 16:55
  Speaker 3: you need to do is you need to number one
• 16:58
  Speaker 3: research to industry research, the position research, the location research, competitors,
• 17:05
  Speaker 3: and there are lots of tools online that are available
• 17:08
  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
• 17:18
  Speaker 3: will validate and support your point. And one great question
• 17:22
  Speaker 3: you can always ask is if you see that the
• 17:25
  Speaker 3: job description, for example, has a list of duties and
• 17:28
  Speaker 3: then they say on the higher end, we would prefer
• 17:31
  Speaker 3: the applicant to have or the person to have these things,
• 17:34
  Speaker 3: these X, Y and z. The question, my ask is
• 17:37
  Speaker 3: that what level of pay would you be willing to
• 17:40
  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
• 17:48
  Speaker 3: likely that'll be on the higher end. So that's your
• 17:51
  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
• 17:57
  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
• 18:04
  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
• 18:15
  Speaker 2: promises expert coaching without the premium price tag. Now, when
• 18:19
  Speaker 2: you say coaching, let'st before we get to the program,
• 18:22
  Speaker 2: what is coaching that you're referencing And to individuals who
• 18:26
  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
• 18:32
  Speaker 3: help individuals maximize their personal brands, their earning potential, and
• 18:38
  Speaker 3: build strategies to not just find them a job, but
• 18:41
  Speaker 3: to help them launch their careers and develop personal brands
• 18:45
  Speaker 3: that will withstand job markets. So that's what I do.
• 18:48
  Speaker 3: I started off doing this on a one to one
• 18:50
  Speaker 3: coaching basis and was very successful doing that. But I
• 18:54
  Speaker 3: found a couple problems with that.
• 18:55
  Speaker 1: One.
• 18:56
  Speaker 3: It wasn't scalable. I wasn't able to reach as many
• 18:59
  Speaker 3: people I.
• 19:00
  Speaker 4: Wanted to reach.
• 19:00
  Speaker 3: This only one of me and I could only see
• 19:03
  Speaker 3: so many people in one day. And also I started
• 19:06
  Speaker 3: to see a trend of people who were in these
• 19:09
  Speaker 3: layoffs that you mentioned and in these dire situations who
• 19:13
  Speaker 3: really needed quality coaching but could not afford the premium price.
• 19:18
  Speaker 3: Toad and I myself have been in that situation. I've
• 19:21
  Speaker 3: been laid off, i've been downsized, I've gone through all this,
• 19:25
  Speaker 3: and I know the level of quality that I wanted,
• 19:28
  Speaker 3: but I couldn't quite afford the one on one coaching.
• 19:31
  Speaker 3: Now there's a place for that, and that's a great spot,
• 19:34
  Speaker 3: and I actually still do some level of one on
• 19:36
  Speaker 3: one coaching. It's a very curated and various, personalized coaching
• 19:40
  Speaker 3: package I offer, but I also offer this for individuals
• 19:44
  Speaker 3: who are looking to grow and to not compromise quality
• 19:48
  Speaker 3: for price. So that's what I'm launching on July first.
• 19:52
  Speaker 3: I'm currently building its online program, so it'll have all
• 19:56
  Speaker 3: the great things from my one on one coaching program
• 19:59
  Speaker 3: in the online portals, but in addition to that, I
• 20:02
  Speaker 3: will be hosting calls monthly calls to assist them with
• 20:06
  Speaker 3: interviewing techniques, with job searching strategies. I'm going to have
• 20:11
  Speaker 3: templates and approven documents that will system throughout the job process.
• 20:16
  Speaker 3: And I'm going to have a twenty four to seven
• 20:18
  Speaker 3: support system where they can email questions in and receive
• 20:22
  Speaker 3: an answer than twenty four hours to their questions and concerns.
• 20:25
  Speaker 3: So it's really building a bridge between the best of
• 20:28
  Speaker 3: both worlds and offering it at a very important time
• 20:32
  Speaker 3: in our career industry and in the situation that's going
• 20:36
  Speaker 3: on out there with many people.
• 20:38
  Speaker 2: First, well, how do we find that website or is
• 20:41
  Speaker 2: it still in the Is there a landing page right
• 20:43
  Speaker 2: now where you could go there and submit your email
• 20:46
  Speaker 2: address and get information when it launches? What does the
• 20:50
  Speaker 2: website address?
• 20:51
  Speaker 3: Absolutely, so I encourage you to visit my website. It's
• 20:54
  Speaker 3: Corporate Winners dot com www dot Corporate Winners dot com.
• 20:59
  Speaker 3: And then I at the top of the page there
• 21:01
  Speaker 3: is a link for you to sign up for the
• 21:03
  Speaker 3: waiting list. So I encourage individuals to sign up for
• 21:06
  Speaker 3: the waiting list for the July first launch because you
• 21:09
  Speaker 3: will receive exclusive details information leading up to the launch,
• 21:14
  Speaker 3: as well as opportunities that people who are not on
• 21:17
  Speaker 3: the wait list are not going to have. So just
• 21:19
  Speaker 3: visit my website and it will lead you from there.
• 21:22
  Speaker 2: A lot of people have been laid off this year, okay,
• 21:25
  Speaker 2: which I think that this website is very time laying,
• 21:28
  Speaker 2: very necessary because a lot of confusion props up when
• 21:32
  Speaker 2: you get laid off. Right, you've been laid off, Can
• 21:36
  Speaker 2: you share some of the emotional and how did you
• 21:39
  Speaker 2: get back on the hoys or did you see the
• 21:41
  Speaker 2: layoff coming and you was able to prepare for it?
• 21:44
  Speaker 2: Talk to us because people are experiencing exactly what you felt.
• 21:49
  Speaker 3: Now, so much of what I teach is rooted in
• 21:52
  Speaker 3: what I've experienced, and so you are correct. I have
• 21:55
  Speaker 3: gone through this. So my sound advice is to number one,
• 21:58
  Speaker 3: don't panic. When you operate out of panic in any situation,
• 22:03
  Speaker 3: you are not going to have quality results. And panic
• 22:06
  Speaker 3: looks like in this area of applying for everything. Let
• 22:11
  Speaker 3: me apply for every opportunity. The more resumes and the
• 22:14
  Speaker 3: more applications I submit, the better, and you make it
• 22:17
  Speaker 3: a numbers game and you remove the quality and you
• 22:20
  Speaker 3: remove the strategy. So I say, number one, do not panic.
• 22:24
  Speaker 3: Number two, you need to do a self assessment. You
• 22:28
  Speaker 3: need to figure out not just what have I done
• 22:31
  Speaker 3: hence your resume, but what have I done is transferable
• 22:35
  Speaker 3: to where I want to be. And that's really important
• 22:38
  Speaker 3: for our federal workers who have been laid off and
• 22:41
  Speaker 3: downsized and reduced and forced from their jobs, because there
• 22:45
  Speaker 3: are so many great skills that the federal government teaches
• 22:49
  Speaker 3: you or that you are aligned with, that you can
• 22:51
  Speaker 3: bring to the corporate world. And I did this myself,
• 22:55
  Speaker 3: just not in a layoff situation. I had ten years
• 22:58
  Speaker 3: of federal experience. And I found successfully a way to
• 23:01
  Speaker 3: pivot that and bring it to the corporate world. So
• 23:05
  Speaker 3: have that self assessment to figure out what problems do
• 23:08
  Speaker 3: you solve, what skills do you bring, what's transferable to
• 23:11
  Speaker 3: the workforce you want to join, and then proceed with
• 23:14
  Speaker 3: confidence and be prepared clarity about knowing who you are,
• 23:19
  Speaker 3: what you offer, what problems you solve, and have that
• 23:23
  Speaker 3: be your guiding light as you proceed through this process,
• 23:26
  Speaker 3: understanding it's gonna be rough. I'm not gonna sit here
• 23:30
  Speaker 3: and lie and say it's easy, but you need to
• 23:32
  Speaker 3: make sure you have a mindset that has four things.
• 23:36
  Speaker 3: Number One, you need to have the clarity which we
• 23:38
  Speaker 3: spoke about. You need to have confidence, confidence in who
• 23:42
  Speaker 3: you are and what you bring. Number Three courage so
• 23:45
  Speaker 3: when the times get rough, the stats don't add up,
• 23:48
  Speaker 3: when everything is saying this is not gonna work, that's
• 23:51
  Speaker 3: when the courage kicks in. And then lastly, you need
• 23:53
  Speaker 3: to have calm. Calm comes from alignment with your values,
• 23:58
  Speaker 3: your personal life and your profession no life and making
• 24:01
  Speaker 3: sure that alignment is creates a level of peace for
• 24:05
  Speaker 3: you to move forward through this process. Because you cannot
• 24:07
  Speaker 3: survive and strive in chaos.
• 24:10
  Speaker 2: Now, there are people out there right now at Patrice
• 24:12
  Speaker 2: working jobs. They're not happy yet, they don't know how
• 24:16
  Speaker 2: to get out. They go to work, they care that
• 24:18
  Speaker 2: same negative injury to breaks the launches. They looking at
• 24:23
  Speaker 2: the clock on the wall so they can leave as
• 24:25
  Speaker 2: soon as they're supposed to leave. What are some of
• 24:28
  Speaker 2: the three qualities of actionable items or actual call the
• 24:32
  Speaker 2: action they can bring to their lives in that format
• 24:36
  Speaker 2: of nine to five that they really don't want to
• 24:38
  Speaker 2: be at.
• 24:39
  Speaker 3: Well, first, I recommend that you conduct a self audit
• 24:43
  Speaker 3: for alignment. You need to ask yourself, what part of
• 24:47
  Speaker 3: my day energizes me, what part of my day drains me? Really,
• 24:51
  Speaker 3: do a self audit to see how you really are
• 24:54
  Speaker 3: aligned with the current job that you have. Now, if
• 24:58
  Speaker 3: you find that you are actually aligned, you like the job,
• 25:02
  Speaker 3: You enjoy the job, but perhaps there's some adjustments that
• 25:05
  Speaker 3: need to be made in that position. Well, in that case,
• 25:08
  Speaker 3: you can even create your own performance plan. You don't
• 25:11
  Speaker 3: need your employer to create a performance plan for you.
• 25:15
  Speaker 3: Create your own performance plan for setting goals for how
• 25:18
  Speaker 3: you want to strive within that organization, and that may
• 25:21
  Speaker 3: include volunteering for more high impact projects. Increasing your visibility,
• 25:26
  Speaker 3: speaking up at meetings, having that meeting with your supervisor.
• 25:30
  Speaker 3: Those are things we're going to do if we decide
• 25:33
  Speaker 3: we're properly aligned needing adjustment. But what if we do
• 25:37
  Speaker 3: that alignment check and we find out this is not
• 25:40
  Speaker 3: where we want to be, this is not proper alignment.
• 25:43
  Speaker 3: Now that means that, as I said before, we need
• 25:46
  Speaker 3: to start planning our pivot. We don't leave tomorrow because
• 25:50
  Speaker 3: we still need to pay the bills, we still need
• 25:51
  Speaker 3: to make sure we maintain our current lifestyle. But as
• 25:55
  Speaker 3: I said before, you can start branching out and establishing
• 25:59
  Speaker 3: that personal brand and doing those networking tools and opportunities
• 26:03
  Speaker 3: that are going to help you align with getting the
• 26:06
  Speaker 3: position that you really want and that is more alignment
• 26:09
  Speaker 3: with your true value and your goals. So I would
• 26:13
  Speaker 3: encourage people to start with that self alignment to see
• 26:16
  Speaker 3: is this really the job for you or using a
• 26:18
  Speaker 3: slump with the job, or is it really time to
• 26:21
  Speaker 3: make a pivot and then making a plan for the pivot.
• 26:25
  Speaker 2: My friend, very powerful conversation. Can you give us one
• 26:28
  Speaker 2: more time? The website your coaching website information to my public.
• 26:32
  Speaker 3: Absolutely it is www dot Corporatewinners dot com. Yeah, all
• 26:39
  Speaker 3: social media platforms corporate winners as well.
• 26:42
  Speaker 2: And we can go LinkedIn type in Katrise Biller, Yes, yes,
• 26:46
  Speaker 2: that's very important because we've talked about LinkedIn a lot
• 26:48
  Speaker 2: on this show today, and that's what this is about.
• 26:51
  Speaker 2: You know, this is not posting on Instagram and Facebook.
• 26:55
  Speaker 2: You're trying to make that employable connection. It really is. LinkedIn.
• 27:00
  Speaker 2: It can start tagging people, tagging people who you're trying
• 27:03
  Speaker 2: to get in front of. You can also upgrade to
• 27:06
  Speaker 2: some premium programs where you can make direct messaging the
• 27:10
  Speaker 2: people that you want to get in front of. So
• 27:13
  Speaker 2: LinkedIn is a very very valuable tool. But more importantly,
• 27:17
  Speaker 2: hearing the truth spoken by an experience veteran of the industry.
• 27:21
  Speaker 2: And I say veteran politely because she's no veteran when
• 27:24
  Speaker 2: I'm looking at her. She's fantastic with her experience and
• 27:27
  Speaker 2: our ability to communicate and also separating what labor relations
• 27:31
  Speaker 2: means and what human resources mean. You're the foundation to
• 27:36
  Speaker 2: make humoration human resources functionable. Country Smell. Thank you for
• 27:40
  Speaker 2: coming on Money Making Conversation master Class.
• 27:42
  Speaker 3: Thank you. I enjoyed this time, really enjoyed it. Thank
• 27:45
  Speaker 3: you so much for having.
• 27:46
  Speaker 2: Me appreciate you. This has been another edition of Money
• 27:50
  Speaker 2: Making Conversation Masterclass posted by me Rushaun McDonald.
• 27:54
  Speaker 4: Thank you to our guess on the show today and
• 27:56
  Speaker 4: thank you. I'll listen to the audience now. If you
• 27:58
  Speaker 4: want to listen to any episode I want to be
• 28:00
  Speaker 4: a guest on the show, visit Moneymakingconversations dot com. Our
• 28:04
  Speaker 4: social media handle is money Making Conversation. Join us next
• 28:08
  Speaker 4: week and remember to always leave with your gifts. Keep winning.