41: Jacqueline Martinez on How to Hire the Right People

Andrea Liebross |

www.andrealiebross.com |

Episode 41

Speaker1: [00:00:08] You are listening to the Time to level up podcast, I'm your host business life coach, Andrea Libros. I helped women in business commit to their own growth personally and professionally. Each week I'll bring you strategies to help you think clearly, gain confidence, make your time productive, turn every obstacle into an opportunity, and finally overcome the overwhelmed so that you can make money and manage life. Let's create a plan so you have a profitable business, successful career, and best of all, live with unapologetic ambition. Are you ready to drop the drama and figure out the how in order to reach your goals? You're in the right place. It's time to level up.

[00:00:57] Let's do this.

Speaker2: [00:01:05] Welcome back, my time to level up listeners, so today what I'm going to share with you is really, truly just a conversation. There's really no big intro and the beginning of it or exit, but a conversation I had with Jacqueline Martinez and Jaclyn and I have known each other for a while. She is a career in our coach. She also is a human resources adviser, a human design strategist. She really is all things talent, recruiting and career. So I had three questions that I had written down that had kind of been common things that had come up in my coaching with my people. And I wanted her take and kind of the real truth on whether or not you do need to have all of the credentials that might be listed in a job posting should you apply, even if you don't have them? And what do you do, even if you don't have them? Also wanted her opinion on this whole, like, I want a flexible schedule. I don't want to leave the job I'm in because I fear that I won't be able to find the flexibility I currently have and want. So what's that all about?

Speaker3: [00:02:14] How do you tackle that?

Speaker2: [00:02:15] And then the last question that I had written down was how do you ask for what you really want?

Speaker3: [00:02:20] So Jaclyn and I

Speaker2: [00:02:22] Had a conversation around all these things, plus much more. And I think this is a great lesson for someone, regardless of whether or not they are trying to hire someone to work in their business or bring on an additional person to their team,

Speaker3: [00:02:39] Or if you are

Speaker2: [00:02:40] Actually out there or thinking about looking for a new job. So kind of both ways, this can be super helpful. Plus, just helpful to talk about how to have difficult conversations. All right. Sit back, buckle up and listen in to my conversation with Jaclyn.

Speaker4: [00:02:59] Hey, so Jaclyn and I are talking about women looking for jobs, applying for jobs, having new jobs, the whole thing jobs.

Speaker3: [00:03:11] Right. And so she

Speaker4: [00:03:12] And I started talking about this about a month ago, and I sent her a couple questions that always come up with my people. And I think the first thing I would just love to dove into is, Jaclyn, what do you think about this? Women always thinking they have to have all of the credentials before they apply for something. What is your take on it? Oh, my gosh, Andrea. Yes, I have lots of takes on it because, you know, I mean, being a woman and being someone who used to think that

Speaker3: [00:03:44] I needed to check

Speaker4: [00:03:46] Every box before applying to a job, you know, as soon as I got on the other side of that, especially as an H.R. person who is hiring people constantly and realizing that job descriptions, first of all, are not set in stone. And a lot of times they're thrown together. So that's just the majority of it. And so basically

Speaker3: [00:04:07] What we're what we're doing is

Speaker4: [00:04:08] We're taking a

Speaker3: [00:04:08] Job or saying we think this

Speaker4: [00:04:10] Person will need all these qualifications to do this job.

Speaker3: [00:04:14] There are some

Speaker4: [00:04:15] Places, right, without getting too technical into HRT that are really good at writing job descriptions and job ads. And that's awesome. But still, those requirements don't necessarily inform a company about what it takes to do a job, because everybody has a unique approach and everybody has a unique learning style. And so basically, when it comes to people, especially women, looking for jobs. Right. It's a lot of time to shrink back when they start seeing you need ten years of experience and you need this and you need that. And I just invite any if there's anybody in that position

Speaker3: [00:04:52] Or thinking

Speaker4: [00:04:54] About getting themselves into a position where they're looking for a role like first start with you. Right. Think about the things that you have to offer, what your learning style is. Start there before going out and looking at what people are asking for, because that'll

Speaker3: [00:05:10] Just shoot your

Speaker4: [00:05:11] Confidence down. What do you think? Yeah, I think that what's interesting is I always say to them, OK, you're saying you

Speaker3: [00:05:19] Don't have X, but what do you have?

Speaker4: [00:05:22] Like, what are you bringing to the table? We always go to the what we don't have part versus what we do have. And I think I also and maybe you tell me if I'm wrong about this, because you know more about this than me, but when when a company is writing a job description that they're writing, like best case scenario, we I mean, if this were like a complete home run, this person would have these ten things. But they are so willing to work with someone

Speaker3: [00:05:49] That has six of them or

Speaker4: [00:05:51] Seven of them to. Thank you, Andrea. So I've been hiring for ten years and I've had descriptions in job ads with hiring managers for ten years or more, and I percent of the time. Don't hire somebody with the qualifications on the job, because that's just not realistic and it is a wish list. So yes, think about, OK, what does 10 years of experience in this field or this industry actually

Speaker3: [00:06:18] Mean and translate that right?

Speaker4: [00:06:21] Or what does great communication skills. That's just kind of what does that actually mean? Or I need this certification. OK, what does that actually bring to this role? And then, you know, figuring out for yourself, what do you have in place of that? OK, so you don't 10 years in this industry, but what do you have? Just like you mentioned, it's like, oh, I've 10 years here, here, here, here, here.

Speaker3: [00:06:45] Ok, what does

Speaker4: [00:06:46] That actually teach you? How adaptable you are, how resilient you are? And then, I mean, I think the key thing is being able to show I say show you work

Speaker3: [00:06:56] Like I'm talking down to where

Speaker4: [00:06:58] You work. So you give us all the steps. Yeah. Examples. What? I mean, tell me tell me. It's your story to tell Teller how you want truthfully, but however you want. Right. All right. So if you're going to tell your story, then how do you ask for what you really want getting so worked up over here? My we're on camera zoom camera got all blurry. I found out I get so excited and gestures. Nobody can see that. How do you ask for what you really want? This is a tough one because first you have to know

Speaker3: [00:07:36] What you really want. Yeah. OK, so

Speaker4: [00:07:38] Let's go start there. Like I think sometimes that's what I say to my people, like what do you really want? And a lot of times they can't really express it.

Speaker3: [00:07:48] So.

Speaker4: [00:07:49] All right. So how do you here's a little take on this. So sometimes I say, OK, what do you really want? What you really want is to feel a certain way completely. It is not necessarily a factual thing. It's just how you want to feel. Yeah. Oh, I mean, you know, the one hundred percent I'm sure you tell everybody that you work with that. What we're all going for is a feeling. And the the thing that we think that

Speaker3: [00:08:15] We want is what will

Speaker4: [00:08:17] We think will get us that feeling. So you want more money, right? Well, what will that actually bring you? More freedom, more happiness, know security. All those things are legit.

Speaker3: [00:08:30] Right?

Speaker4: [00:08:31] Right. But knowing why it

Speaker3: [00:08:33] Is so, say you

Speaker4: [00:08:34] Want something, knowing why you want it is also really powerful. Yes. But really simply, you know. OK, so I feel like there are two types

Speaker3: [00:08:43] People when interm

Speaker4: [00:08:44] When it comes to it and we could so get into the details here. I'm going to try not to do kind of people knowing what they want. There's one person who actively seeks that feeling, even though they may not be able to articulate that's what they're doing. They know what feeling they're going for. They just don't know exactly

Speaker3: [00:08:59] How to get it.

Speaker4: [00:09:01] And the person who knows exactly what they want but isn't really aware of the feeling aspect of it. That's true, because think of the person that does that. Like, I want to make X amount of money. Yeah. Like that is what they're going for. And they may and but they don't

Speaker3: [00:09:19] They haven't really considered any of the

Speaker4: [00:09:21] Other factors

Speaker3: [00:09:22] That this new working environment

Speaker4: [00:09:24] Might bring in, even when they say they want X amount of money. Sometimes I question is that because getting X amount of money, which is more than you're making now, will fake, will make you feel more worthy, more valuable, more respected. Right. Or is it you feel like you deserve it and it's OK to feel all these things like that. Right. But identifying like why do you want that. So maybe you're not getting the exact amount of money, but maybe you're getting away better title and the opportunity to

Speaker3: [00:09:57] Do more like what's the

Speaker4: [00:09:59] Trade off there is is it really about the money or is it really about the opportunity or. Totally. Yeah, total compensation. That's a conversation I have with candidates every single day because it's not you know, I, I'm saying not to fly. I can opt for this and there all these other things to take into consideration. And this is what the total package looks like. And if you like, the modern job seeker, the person transitioning pretty well knows that. But a lot of times they're just searching for the next thing, not knowing why they're exiting what they're exiting from. Sometimes they don't know, which is great, but what is it that they're really going for that they don't have right now? So what I do is I asked them to do one thing. I asked them to take an actual sheet of paper,

Speaker3: [00:10:42] An actual,

Speaker4: [00:10:44] You know,

Speaker3: [00:10:45] In a notebook. Yes.

Speaker4: [00:10:47] Just this green fold it in half vertically and on the left side of the page.

Speaker3: [00:10:53] Right. What's your ideal date look like?

Speaker4: [00:10:56] And then just the aspects of it. Inside of work. Outside of work. What do you wear? Where are you talking to? Is there a commute? All of that. And then on the other side. What do you not want to bring with you into your next role? This is such this is so simple and I'm sure you have people do this, but that exercise, I just call it clear to exercise and it literally brings

Speaker3: [00:11:16] Them into a place

Speaker4: [00:11:18] Of like, oh, these are the things that light me up and keep me going, my hinging points. And then these are the aspects that I want to stay away from. And even if they just toss that piece of paper to the side as they're making their decisions moving forward, it will help. It will act as a natural

Speaker3: [00:11:32] Filter in their mind

Speaker4: [00:11:34] As the options, because a lot of times they can find an opportunity

Speaker3: [00:11:38] To get an offer for a large amount

Speaker4: [00:11:41] Of money and that will dazzle them in the beginning. Yeah, this is great. It's all the things I thought I wanted. But if they run it through that filter of what lights them up versus what they don't want to bring with them, and they've really weigh into those factors, sometimes they'll be surprised with what they come up with because the important things to them may not be the things that are spelled out in an offer

Speaker3: [00:12:02] Situation or the things that are

Speaker4: [00:12:03] Important to other people. It really is individual here. So taking some time to figure out what is it that I want. Okay, what is it that lights me up and keeps me feeling well and hold on to that filter is a great mechanism. I love that idea putting it through the filter because we oftentimes can also get swept away by the bells and whistles, but not necessarily looking how it's going to impact us in the long run. And I've been there. It was an amazing learning opportunity for me at the time, but I was not I was not happy. Right. Well, and so how do we ask for what we really want? I think it starts with first having a strong conviction around what it is that we really want. Yes. And that makes asking for it that much easier. All right. So let's based on what we really want, I haven't met one person that has said to me, well, what I really want is for a job to not be flexible. Everybody everybody is always saying, well, it has to be flexible, has to be flexible. I mean, tell me what you think about this whole flexible work and what it means in the workforce in August of twenty twenty one, because are we living in it automatically flexible world or what do you think is. Yeah, that is such a charged word because it can mean so many things for so many people. Right. But let's face it, over the last few years especially, we've been inching toward people have more freedom and more self authority and the opportunity to be leaders of themselves. And so that can mean some people, some people flexibility means

Speaker3: [00:13:55] Work hours they can

Speaker4: [00:13:57] Go online with when they want. They can do their own thing. A lot of people love that. Sometimes flexibility means not micromanage. Like I have a theory and autonomy over the work that I do every day. Even if I go into an office, sometimes it

Speaker3: [00:14:12] Means I

Speaker4: [00:14:14] Complete projects at my pace or whatever. And so it really depends on the person. So I usually ask people to dove into that a little bit. OK, what would ideally a flexible schedule, flexible environment look like for you? And then it could be any of those things. But everybody has a history that they bring with them, right? The flexible usually has like baggage

Speaker3: [00:14:37] Attached to it becomes

Speaker4: [00:14:39] In a situation where they were micromanaged or where they weren't allowed to, but they were required to work only nine to five or you're right, there's like a staff that comes with flexible in their brains that I'm like I'm very, very passionate about companies treating people well and people showing up as leaders of themselves at work. Like I'm just very passionate about that match going well. However, even today, companies are not as modern as they could be, so they have a little bit of catching up to do in terms of flexibility and trust. And we're inching toward that paradigm, but we're not quite there yet. And so what's going to continue happening is I think people are going to keep demanding it or asking for it or whatever, which I encourage them to do. And they're going to have to meet

Speaker3: [00:15:30] That because people aren't

Speaker4: [00:15:31] Going to

Speaker3: [00:15:32] Want to work

Speaker4: [00:15:32] For them honestly. And then from a company perspective, they're going to have to get really good at managing or, I don't know, not empowering people. I don't necessarily like that term, but reminding people of their power while also holding them accountable. Accountability is a huge part of this. Yes, we can trust people, but verification is still part of the game. So anyway, again, I could dove in deep, but flexibility is very attainable. I do encourage anyone to. Has baggage, like you mentioned. Yes. Honestly, release the baggage because those patterns of whatever it is, micromanagement or being, they will follow you, they will follow you like it's not like you didn't get a new job and all of a sudden all that's going to go away. Right. The release that I always say also you have to love the job you're in before you leave it. So if you're if you're leaving a job because you hate it and you can't stand it anymore and you kind of go out with that attitude, it's probably not going to bode well. So one of my things that I like to say is you have to love it before you leave it. And that could just mean that you love the job for what it is. And it's no longer a job for you. It's for someone else. Someone else is going to have a great time here, but it's just not for you any longer. And that's OK that it's not for you any longer. But going out with such animosity is not helpful, I don't think. Yeah, hope it does. Not helpful at all. You're right. In any situation that we are in that isn't favorable. It's there to teach us something or point out an opportunity in our life that needs to be looked into further. So that's the hard part about going through trials and hard work situations. You name it. I've been there. Yes. Yes, I have to. I have to. Yeah. It's taken me a long time to realize, OK, I'm in this what is this reflecting back to me about me or what if I just need to accept and

Speaker3: [00:17:41] That's never fun. But no, it's never fun.

Speaker4: [00:17:44] It's never

Speaker3: [00:17:44] High. And also the other thing

Speaker4: [00:17:46] Is like learning how to have those hard conversations because you're going to have to have. This is an interesting point, too. I just made this the other day with someone so she's not happy in her job. So she wants to look for a new job. But then she's worried, like she's going to have to

Speaker3: [00:17:59] This

Speaker4: [00:17:59] That whole interview process, asking for what she wants in a new job setting is going to be hard to. OK, so why don't we have a hard conversation? No one with the job you're in currently, you've practiced potentially in having these difficult conversations, because if you do end up leaving, you're probably going to have to have some difficult conversations in that process. So you're not escaping the challenging conversations. It's just there everywhere that you're not going to leave and think it's all going to be better and easy. But that's not necessarily true. And that may be the lesson that you need to learn how to have hard conversations right before. Right when you think about what you want, it's also right the next level of yourself. So next level of yourself is probably somebody who has hard conversations, either more easily or with more courage or whatever. And how are you going to learn that unless you do it? Correct. Actually, the name of this podcast is Time to Level Up, right. So get to the next level. You're going to have to have that hard conversation. So, OK, so here's another thought that came to me. What about the people who have stayed in their job for one hundred years because they fear that they're not going to get in a new job, kind of

Speaker3: [00:19:15] What they have now. So this, again,

Speaker4: [00:19:18] Sometimes goes back to the flexible, like I'm not going to get the flexibility I have in another job like I have now. I always argue not necessarily true. I mean, what are your thoughts on that one? Definitely not necessarily true. I mean, honestly, if you can think of it, it's out there, right?

Speaker3: [00:19:38] Yeah, there's plenty

Speaker4: [00:19:40] There's an abundance of flexible jobs. There's an abundance of compensation. There's an abundance of video. And so I would just encourage that person or that with that thought to think what else?

Speaker3: [00:19:54] What are just

Speaker4: [00:19:55] Explain those fears and just look

Speaker3: [00:19:59] At them,

Speaker4: [00:20:01] Look at them objectively, like really why you feel. There's a thought that's creating it.

Speaker3: [00:20:05] And why are

Speaker4: [00:20:06] You feeling like you won't? I guess. Why are you feeling stuck. Right. Like you're stuck in this place in. And what's behind all of that. Yeah. Because honestly, I had somebody that I was working with recently. We worked for months on getting an application and like this video resumé and all of the stuff and went through the interview process. And it wasn't you know, she had this job in her mind thinking she was going to be so awesome and so great and a little bit more flexible.

Speaker3: [00:20:35] And it was OK.

Speaker4: [00:20:36] She she's taken it, but she came back to me. She said, thank you for all of your help. However, you have recognized where I am. And I have the collaboration where I am and I have tenure where I am and

Speaker3: [00:20:51] Where I'm

Speaker4: [00:20:52] At isn't so bad that I thought that was I thought that's an interesting reflection and it helps. You know, it's a good reminder to look at the good. Right. Right. So and I think sometimes people come like they probably come to you or they come to me and they

Speaker3: [00:21:07] Always say something

Speaker4: [00:21:08] Needs to change. Usually someone's coming to me, thinks something needs to change, not necessarily finding a new job, but something needs to

Speaker3: [00:21:14] Change in their business or

Speaker4: [00:21:15] Their work or their life or whatever. But once they start to

Speaker3: [00:21:18] Reflect on what they actually do have, sometimes it

Speaker4: [00:21:21] Doesn't seem so bad. So just the going through the exercise of doing that completely. Andrea HSU, what happened in that situation with your client or even mine is something did change. That person changed? Yes. Yes. So yeah. Yeah. Whatever it is, they needed to reconcile in their mind or in their heart. Something changed and a new level acceptance of acceptance

Speaker3: [00:21:48] Automatically opens up opportunity

Speaker4: [00:21:50] For more to come in, whether it's them being able to see what they already have or even something new that they haven't even seen yet. Because sometimes you will say to me, well, what can you guarantee? Like if I work with you, what can you guarantee? What you really can't guarantee much. But I do say you can guarantee that I will give you the opportunity, whether you take it or not is another story. But I will give you the opportunity to think about things differently,

Speaker3: [00:22:15] Like I will hold

Speaker4: [00:22:17] Space and help you think about things differently if you're ready to go there, which is kind of what we're saying, like thinking about things in a different way. It's a you've shown up now is a different person. Totally. Yes. My yes. I love that guarantee. That's so funny. I guess my guarantee would be I guarantee that you will have the opportunity to learn about yourself. Yes. Same thing, right. It's just the. So yes. Yeah. I guess my way, it's just I guess that phrasing can be really scary because people like how little. What's the what's that. Do I really want to think about myself. Would be. Yeah it helps, it changes everything. That's so cool. I just I have one last question for you before you wrap up. And so this is kind of like on the other side of the spectrum. I people who want to hire, OK, so they want to bring someone onto their team. They they want to if if there are an entrepreneur or if they're in a corporate setting, they want to ask for additional resources. Do they want to ask for someone to join their team at maybe a corporate level. And then they always get stuck and thinking there's two things to come, things that happen. One is why would anyone want to work with me or why would anyone want this job that may not pay millions of dollars or be full time or part time or whatever, but their hangup is why would anyone want that? And then the other piece, the other hang up is

Speaker3: [00:23:38] They just can't quite put it all

Speaker4: [00:23:40] Into

Speaker3: [00:23:40] Words and they'll just

Speaker4: [00:23:42] Know the person when they meet them. But those are my two. Those are the two things that

Speaker3: [00:23:47] I hear a lot.

Speaker4: [00:23:48] And any thoughts on that? Yes. Thank you for asking. I have tons of them. Yes. OK, so for just like with a job seeker, you tell your own story as a company, you tell your own story, make sure it's truthful and transparent, your own story. And so, OK,

Speaker3: [00:24:06] There is a again, an

Speaker4: [00:24:07] Abundance there's an abundance of job applicants for your role. And so they're just they're just it is even if that person isn't jobless right now, they are there somebody who is looking for what you have. And so for the person who's saying, why would someone want to work with me, encourage you to go in and look at your strengths, look at the things that you have to offer. But that's kind of a different personal development type thing for the company, though, for the opportunity, if you have it works with your whether it's an employer branding person and this is internal or the recruiter or whoever it is, they have to sell that job however many times a day, like talk to them about marketing, because all it is at this point is marketing. Again, truthful. It is. And then if they can't put into words what that type of person is, start with again, the requirements. I put that in quotes because it's like you want somebody if they're getting into a marketing job, for example, of course you want somebody who has some marketing experience, doesn't have to be 10 years or 20. But they need to have exhibited that they

Speaker3: [00:25:11] Can put together a marketing

Speaker4: [00:25:13] Campaign to get people to buy whatever it is they're selling and do that over and over again. So that's really within the competencies or the, you know, these certain skills they want, like just pick five of them

Speaker3: [00:25:27] Five

Speaker4: [00:25:27] Things that you want somebody to come in and do, because if you want someone to join your

Speaker3: [00:25:31] Team, you're filling a gap.

Speaker4: [00:25:33] There's a gap there. So what is the gap? They need to come in and solve that problem. What competencies, what skills need to be

Speaker3: [00:25:42] Had to solve

Speaker4: [00:25:43] The problem? That's true, because they're just they are coming in to solve a problem

Speaker3: [00:25:47] And then setting here.

Speaker4: [00:25:49] You're right. What's the problem with the problem in trying to solve and then say this person also needs to be outward facing, so they need to be a good communicator or say their internal facing and techie. So they need to be more technical and put those little nuances in place. It's really just a formula. It is kind of just a formula, isn't it? Yeah, because I, I say sometimes it's like a puzzle. So you just need to have someone that's going to complete the puzzle and they the pieces of the puzzle maybe like these, it's inward facing, outward facing, like, do they have that piece or they want to work 20 hours a week versus 80 hours a week. So they have that piece

Speaker3: [00:26:28] And I find someone to

Speaker4: [00:26:29] Complete the puzzle. It's not super hard know to put on. It's crazy when I put stuff out. I don't know. It's like a magnet, just people. And I'm not saying every time I put up a job at the perfect person comes I have to do my work as well. But it's like it's just it's magnetism. That's really what it is. You're attracting the people to you by putting out what it is that you want.

Speaker3: [00:26:51] And so it's a puzzle.

Speaker4: [00:26:53] Just start jotting things down, even if it's not perfect, just to start somewhere. And I think you're probably going to learn in the process of putting it on paper and then starting to talk about it with words like out loud, what you're really looking for so many of the time that happens, Andrea, because I mean, part of my job is to console hiring managers on what it is they're looking for. And so part of that process is we'll start hiring and I'll start sending them applicants or we start talking about people who have applied to the job and they'll get even further and to be like, oh, no, not this, or they'll get further clarity. Yes, part of the process is just start start responding to things.

Speaker3: [00:27:38] Yes, yes. OK, what's the advantage?

Speaker4: [00:27:41] If it's a small business, what's the advantage of having someone some help in finding that right person? Because I know a lot of small businesses, they'll just say, well, we're just going to put the job up on indeed. And they're not into hiring. Isn't there thing that's not their specialty. So tell me, like what?

Speaker3: [00:27:58] What would you bring

Speaker4: [00:27:59] To the party, I guess? Oh, my goodness. Yeah, well, I call myself a vibe finder, and so I like that. I know it's kind of cheesy, but it's true that has my energy is really my strength. And so when I'm hiring, when I'm attracting people, when I'm hiring people, literally, I'm bringing the people in who match my body. And so I meet some fantastic people. I'm amazed. Look at the smart, talented, amazing people I get to meet. And so

Speaker3: [00:28:33] Your

Speaker4: [00:28:34] Company, if your small business has its own vibe and if you're not putting a lot of attention and not because you don't want to, but because you can't, you're set for time or shop for resources. You're not really putting into contention or any energy into that. You're not really going to get anything

Speaker3: [00:28:48] Out of your efforts.

Speaker4: [00:28:49] You're going to get some haphazard results. And that's the last thing you want, especially if you're a small business and you don't have that many people working with you, every person, their talents. And yet they can't just it matters. And so I don't think at all that recruiting needs to be expensive. I think that it can be

Speaker3: [00:29:08] Pretty affordable at the

Speaker4: [00:29:09] Same time. And it's a huge deal. Who you hire is a huge deal.

Speaker3: [00:29:14] Yeah, it is

Speaker4: [00:29:15] A huge deal because I think it's it's if you're going to put whatever kind of resources you put towards it, whether that's

Speaker3: [00:29:23] Just time, energy,

Speaker4: [00:29:24] Money, whatever it is. Yeah. In order to get the biggest bang for your buck buck, why not put that vibe out the right way the first time. Yeah, exactly, exactly. So this is super fun, I hope everybody enjoy listening to our banter back and forth because we both I mean, lots of people that I work with are super happy in their jobs and they love their jobs. But there's always if they're working with me, they're probably wanting to lock up their level up. Right. Get better at what they're doing. And I think part of that, even if you're not looking for a job, is being able to kind of sell yourself, market yourself, tell

Speaker3: [00:30:09] Your story in any situation,

Speaker4: [00:30:12] Because you never really you never really know. And B, it's a good skill just to have it. Even if you wanted to advance within your own organization you're currently in. So completely anyway. Any parting? Thanks, Indra. This has been super fun. I obviously get really excited and could talk about this topic all day. But yeah, I think a lot of people come to me too,

Speaker3: [00:30:32] When they're in a position where they're

Speaker4: [00:30:34] Like, I know they want to transition, but I'm not quite sure where I want to transition. And so that's I mean, a lot like you. That's when the clarity conversation comes into place. Who am I really? And I feel like that's what we're really getting at. And everyone just wants to feel like they're fulfilled and growing. And so that's what that's what we're trying to do. And you don't have to figure it all out by yourself. So sometimes they'll say, well, before I talk to you, I want to have figured it all out. I'm like, no, that's why we are talking. Like, you know, you don't have to have figured it all out. So you're doing great work best. And it's you don't have to figure it out. Yeah, you don't. All right, everybody, check out the show. No. For ways to connect further with us, to follow us, to get more insight, we will have both of our contact info and platforms and handles and all the good stuff down in the sheknows have got it. We can't wait to talk to you. Thank you so much, Andrea. You are so welcome. This was fun. It was super fun.

Speaker2: [00:31:45] So what did you think of that conversation? I loved the parts where we talked about writing your own story. I loved when we talked about making sure you fit with the vibe of the organization or the people you bring on if they fit with the vibe. I also love their discussion about flexible and all the ways we can define flexible. So if you think this episode would be helpful to someone, you know, go ahead, go share it. You are doing them a favor. People are happy to listen to things that others recommend. So be that great friend and share it. And if you would love some help in kind of thinking about this type of thing,

Speaker3: [00:32:28] Feel free

Speaker2: [00:32:29] To schedule a call with me and we can figure out what's best for you, whether or not I can help you or I can point you in the right direction and make sure that you go follow Jaclyn on social media and follow me if you're not doing that right now already. All right, my friends, have a great week until next time, remember, it is always a good time to up your game, to up level, to take it to the next level.

Speaker1: [00:33:04] Thanks for tuning in to today's show, if you're ready to commit to personal and professional growth, move forward, make money and manage life. Head to Andrea Libros Dotcom that's a and a l i e be r o. S s dot com to find out about the ways we can work together until next time. Go leveland.