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I do have a clap, OK, we we're 
definitely live and I do have a 

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little clap there. 
They gave you a little sound 

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board, which is kind of cool. 
So I don't know if you can hear 

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that. 
Hi everyone. 

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We are live and we are so 
excited because tonight we are 

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talking about jobs and we have 
Chelsea Avery with us. 

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Who is I? 
I just call you a job curator 

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extraordinaire, because that's 
what you do. 

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And you run Skip Jobs, which I 
found about. 

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I think it's been over a year 
now and we chatted and we're 

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excited to get into it. 
Oh, the clapping's funny. 

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I got will not have to figure 
out how to figure out how to 

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stop it. 
Yeah, absolutely. 

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So, Chelsea, why don't you just 
tell us a little bit about 

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yourself, what you do with Skip?
And then obviously, I have tons 

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of questions to ask you and we 
want to save some time at the 

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end for the audience as well. 
Excellent. 

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Well, thank you so much for 
having me. 

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I always enjoyed chatting with 
you and I am really thrilled to 

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be here and to have so many 
people listening on to be 

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excited about what the current 
state of the Ed tech job market 

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is. 
So I'm Chelsea, and I love the 

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job title of job curator 
extraordinaire. 

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So I'm not going to try to tap 
that. 

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And I may even change my 
LinkedIn to say that because 

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it's a perfect way of describing
what I love to do with Skip, 

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which is share jobs and share 
jobs that are meaningful. 

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They do really cool things where
we're actually helping students 

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transform their lives or 
educators transform their 

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teaching practices. 
And they're going to pay well 

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and give you work life balance. 
So that sense of not just 

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finding jobs, but finding 
really, really great jobs, the 

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curation part, something I love.
So yeah, yeah, I just. 

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And I love the fact that you do.
You do. 

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I know you're going to talk 
about this. 

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You do this with the, you know, 
a salary in mind. 

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And salary transparency is very 
big to people nowadays, and 

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there's a lot of laws and things
surrounding that in certain 

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states. 
So I'm glad that you have a site

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that does all that. 
And I've watched your site, 

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like, evolve from just posting 
jobs and now there's categories 

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and now there's coaching and all
these different things that 

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you're doing. 
And I know we have a lot of 

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educators or transition teachers
that are in the audience, 

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especially they listen to the 
podcast, they've listened. 

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Your episode is one of the top 
episodes of our show. 

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So what are the top three if you
had to pick the top three remote

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roles that educators are 
transitioning into that offer 

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that salary minimum, if you want
to talk about that? 

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Right. 
Definitely so. 

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I may not be able to keep it 
quite to three, but I think 

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there are some major, major 
categories. 

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Customer success continues to be
the top job skip that I see 

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people moving into or Edskip, 
that's my new, my new branding 

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is Edskip. 
So customer success, I'm seeing 

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it really consistently. 
It's a great fit for educators, 

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whether they're working directly
with teachers or working more 

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with admin to create 
programming. 

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It's a really good fit. 
I've also seen a lot of 

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instructional design, that's of 
course your field instructional 

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design is. 
It does require that additional 

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upskilling, but it's something 
that teachers do really well and

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they enjoy that creative aspect 
in continuing to develop 

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curriculum and. 
What I'm seeing really as an 

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interesting pattern is that the 
jobs are remaining pretty steady

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and consistent throughout the 
couple of years I've been doing 

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this. 
I'm still seeing sales. 

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Initially, sales. 
Was this like meant to be an 

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entry level into Edtech? 
And now I think people are 

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really saying, wait a second, I 
think I would enjoy sales or I 

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wouldn't enjoy sales. 
So it's still very popular. 

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But one of the things that I'm 
really seeing now is people 

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interested in program management
and program management, I mean 

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educators or program managers. 
That is literally what we do is 

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we develop programming for our 
students and so really being 

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able to recognize that that is 
what we do and then apply for 

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those jobs confidently. 
That's the big trend that I'm 

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seeing and I'm definitely seeing
people move into that, both 

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people I'm working with 
individually in coaching and in 

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my larger LinkedIn audience. 
So yeah, Training, training. 

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I can't. 
Not say training, that one's 

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also important. 
So I mean there's so many great 

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options, There's so many skills 
they transfer so well that I 

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can't narrow it down to three. 
But customer success, program 

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management, instructional 
design, let's call it learning 

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and development. 
So it's instructional design 

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training. 
There you go. 

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So yeah, program management is 
definitely a huge part of L&D. 

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And you know, as an 
instructional designer, I 

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especially working in higher 
education, like I just thought 

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we were just creating courses 
and that is not the case. 

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That's totally not the case. 
And you know that you said 

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because you said of that 
upskilling of instructional 

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designers and what we have to 
do. 

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But I love the fact that you're 
the jobs that you're posting are

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really a wide variety and you 
post jobs from companies with 

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with a mission that you're 
you're aligned with, that skips 

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aligned with. 
And it's just so like it's 

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nonprofit. 
It's companies we've heard of 

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maybe in the vendor space, but 
it's it's a wide array. 

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And I just. 
I just love that that's what you

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do. 
Yeah, I love it too because 

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they're, I mean, everyday I find
a new company and I'm like 

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there's somebody working on 
solving that problem for our 

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communities and our schools. 
And it's really nice because we 

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just don't have the capacity to 
solve everything in our own 

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communities and having resources
that we can pull in, 

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particularly in area, I live in 
a rural area, so our resources 

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are limited. 
So it's really great to have 

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this expansion available. 
Absolutely, absolutely. 

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And gosh and it's sometimes it's
so hard to kind of you know when

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you're thinking about jobs and 
I'm going to, I'm going to kind 

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of join in kind of kind of 
combine some questions and maybe

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go off script because you know 
once my mind starts going then 

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it doesn't stop. 
So one of the things that I 

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really want to know for 
educators like the tools and 

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resources why you provide the 
job listings and you work with 

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these companies to get the jobs 
on your site. 

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So what are some of the tools 
and resources that you provide 

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that can specifically aid, you 
know, educators who are looking 

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to transition into these fields 
that you just mentioned and 

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beyond, because obviously 
there's more than just those few

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that you mentioned. 
Right, so there's the job board 

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that I do. 
I've also recently restarted my 

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newsletter. 
I let it let it fall, fall by 

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the wayside. 
But one of the things I loved 

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about doing the newsletter you 
did, I didn't, I didn't even 

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notice. 
I still get the the stuff, you 

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know, You know that's funny as a
you say you you think you're 

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letting stuff fall by the 
wayside. 

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But I'm like, Oh my gosh, 
Chelsea is just on top of this. 

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She's sending another 
newsletter. 

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There's more information. 
It didn't fall by the wayside. 

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It still exists. 
Go sign up for it. 

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Yes, it does exist. 
And one of the things that I've 

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always loved doing is doing 
these like deep dives into a 

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particular field. 
So I did student success, which 

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is basically like the 
implementation role of customer 

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success. 
I did that last month and this 

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month I'm diving into program 
management and I'm really able 

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to say what are these questions 
I'm getting in my audience. 

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How can I answer them for 
everyone and not just for the 

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person I'm talking to at the 
moment? 

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Because these are questions I 
get all the time in one-on-one. 

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So I restarted the newsletter 
doing the deep dives, and that's

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exciting. 
But part of what I'm doing in 

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the newsletter is also I'm doing
skills analysis. 

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So I've launched this tool where
I'm asking questions and they're

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based on all these job 
descriptions I have. 

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I mean literally of hundreds of 
bullet points from companies. 

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And I have hundreds of bullet 
points from educators. 

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And I'm saying how do these 
align? 

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Because that's what I've always 
done really well when I do the 

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coaching, as I'm able to say, 
oh, you've got those three 

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tasks, they fall into this 
bucket, It's implementation or 

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it's training what have you. 
And so now what I'm doing is 

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actually starting to say, can I 
automate that process? 

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Can I ask questions that will 
help people discover this for 

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themselves so that they can 
quickly? 

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Answer a few questions and 
really identify this is what I 

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need in my resume. 
This is what I need to take out 

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of my resume. 
And then long term, I'm really 

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hoping to be able to add this is
how I can indicate 

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accomplishments and metrics so 
that what you're really doing is

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getting something that's very 
tailored and customized to 

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people in our field moving into 
the kinds of jobs that are 

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typical. 
And so the skills analysis is. 

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That's it's a coming up is a new
product launch. 

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Once I really get my question 
made going, I'm going to be 

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implementing that as part of a 
coaching product. 

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So instead of having to do all 
that work yourself, I'll have 

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done the back end and you can 
actually just. 

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It's like TPT, but it's 
accurate. 

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Yes. 
And we've talked about this 

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before on the show. 
This reminds me of a 

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conversation we previously had 
when you got to these other job 

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sites and you're typing an 
instructional designer and 

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they're sending you something 
like, you know, graphic design 

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or that's not even. 
That's pretty close, but that's 

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not what an instructional 
designer is. 

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Or if they're sending you 
something like, Oh my gosh, I 

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don't know, like I have to save 
some of the funny ones so I can 

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share them with you like Masonry
or something. 

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I don't know how, like the the 
algorithms like think I want to 

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be like a data entry specialist 
or or something along those 

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lines. 
It's just so crazy to me. 

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So it sounds like the product 
that you're developing and 

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that's about to come out is 
something that's really 

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personalized and really is going
to know what you need and find 

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that niche. 
Like, that's one of the things I

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tell people when we have these 
conversations is find your niche

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where you want to be, what the 
program management, project 

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management, structural design, 
where, where, where do you want 

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to be? 
Yes, definitely. 

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And that's, that's the piece 
where I'm still working on the 

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product development that's 
trying to figure out. 

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There's so many different 
avenues you can use this 

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00:10:12,540 --> 00:10:15,100
information for. 
You can use it to tailor a job 

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description or tailor your 
resume for a particular job 

200
00:10:17,620 --> 00:10:21,460
description to figure out career
clarity in the 1st place or to 

201
00:10:21,460 --> 00:10:24,140
create that sort of master 
resume so you don't have to do 

202
00:10:24,140 --> 00:10:25,740
as much work. 
So there's a lot of 

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00:10:25,740 --> 00:10:28,870
opportunities there. 
And I'd love to enter, I love 

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00:10:28,870 --> 00:10:31,430
your point about the job boards 
because if I can integrate that 

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00:10:31,430 --> 00:10:34,870
into the job board, then yes, 
you could have personalized job,

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00:10:36,510 --> 00:10:39,070
personalized job posts that came
to you. 

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00:10:39,150 --> 00:10:42,670
Because yes, the ones that stand
out to me is you Google customer

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success. 
Well, we throw in a LinkedIn, 

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00:10:45,270 --> 00:10:48,670
you Google customer success on 
LinkedIn and you get product 

210
00:10:48,670 --> 00:10:51,190
manager jobs. 
And I'm like those are two very 

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00:10:51,190 --> 00:10:53,430
different. 
Skills that are required for 

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00:10:53,430 --> 00:10:55,790
that. 
One of them is, is something 

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00:10:55,790 --> 00:10:58,590
that educators can do, and the 
other is something that you need

214
00:10:58,590 --> 00:11:00,910
like three to five years of 
product experience to do. 

215
00:11:01,030 --> 00:11:03,670
And it's really frustrating that
they lump them together. 

216
00:11:06,150 --> 00:11:09,070
But that's that's what happens 
when you're using these big 

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00:11:09,070 --> 00:11:11,150
algorithms rather than curated 
databases. 

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00:11:11,150 --> 00:11:13,750
You've got to start with 
something that really has the 

219
00:11:13,750 --> 00:11:15,390
right information from the 
beginning. 

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00:11:16,750 --> 00:11:19,270
Absolutely. 
So all of your jobs that you 

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00:11:19,270 --> 00:11:22,670
post on your site are remote 
work, so working from home. 

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00:11:23,070 --> 00:11:25,630
And I want to know something 
before I actually dive into this

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00:11:25,630 --> 00:11:27,750
question. 
Do you differentiate between 

224
00:11:27,750 --> 00:11:30,830
working from home? 
Because to some people working 

225
00:11:30,830 --> 00:11:33,950
from home, you have to be in a 
in a certain location like 

226
00:11:33,950 --> 00:11:37,120
sometimes they'll list out like 
a state and remote work. 

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Remote to me means anywhere 
working from home means you 

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00:11:40,240 --> 00:11:42,000
might have to be in a certain 
location. 

229
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Is that how you differentiate it
or am I way off faces there? 

230
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I feel like that's something 
I've definitely heard before. 

231
00:11:50,080 --> 00:11:54,720
I'm not sure how many I've seen 
people do work from home in 

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00:11:54,720 --> 00:11:56,440
parentheses, remote, and I'm 
like. 

233
00:11:57,050 --> 00:11:58,770
Are those different things? 
Are not. 

234
00:11:58,810 --> 00:12:02,890
It's confusing. 
I saw your poll too about This 

235
00:12:02,890 --> 00:12:04,810
is why I'm bringing this up, 
because I saw that poll on 

236
00:12:04,810 --> 00:12:06,810
LinkedIn. 
I'm like, it got me thinking, 

237
00:12:06,810 --> 00:12:08,930
Chelsea. 
Like, what do we call it? 

238
00:12:09,730 --> 00:12:12,690
I know there's no great, there's
no great term for it. 

239
00:12:13,010 --> 00:12:16,530
I think of what I'm separating 
out right now is remote jobs are

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00:12:16,530 --> 00:12:20,370
jobs that are available anywhere
in the US and I do just stick 

241
00:12:20,370 --> 00:12:23,210
with the US because once you go 
into international hiring, there

242
00:12:23,210 --> 00:12:28,610
are a lot of complications and. 
Big, big potential problems for 

243
00:12:28,610 --> 00:12:33,250
compliance and things like that.
So I stick with remote is us 

244
00:12:33,330 --> 00:12:35,610
anywhere nationally. 
So the jobs you see on the main 

245
00:12:35,610 --> 00:12:39,130
page of the job board are all 
going to be that and then I have

246
00:12:39,130 --> 00:12:42,380
a small page. 
For, I think I renamed it 

247
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location specific jobs. 
Location specific remote jobs 

248
00:12:47,260 --> 00:12:51,140
was what I came up with. 
And the idea there is that some 

249
00:12:51,140 --> 00:12:53,300
jobs want you to be in a 
particular state because you're 

250
00:12:53,300 --> 00:12:55,180
going to have to travel 
frequently regionally. 

251
00:12:56,020 --> 00:12:59,540
So you need to be in Georgia 
because you're servicing clients

252
00:12:59,540 --> 00:13:01,980
who are in Georgia and maybe 
across the line in Florida too. 

253
00:13:03,340 --> 00:13:06,940
But some states also the hiring 
laws are just so challenging. 

254
00:13:06,940 --> 00:13:09,060
And the tax laws, if you've 
ever. 

255
00:13:09,400 --> 00:13:12,040
Lived in two states for 
different parts of the year. 

256
00:13:12,040 --> 00:13:14,800
You may have paid double taxes 
like I did when I moved from 

257
00:13:14,800 --> 00:13:17,280
Georgia to Wisconsin. 
And the companies have that same

258
00:13:17,280 --> 00:13:21,160
problem except that they can be 
personally sued as well the the 

259
00:13:21,320 --> 00:13:25,160
HR managers. 
So they can often really say, 

260
00:13:25,160 --> 00:13:28,320
wait a second, I need to make 
sure that I'm comfortable with 

261
00:13:28,320 --> 00:13:31,080
these state laws. 
I can't do every all 50 states, 

262
00:13:31,400 --> 00:13:33,920
but I have 10 state laws that 
are similar. 

263
00:13:33,960 --> 00:13:37,050
I can hire in those ten states. 
So a lot of times it just 

264
00:13:37,050 --> 00:13:39,010
depends on the capacity of a 
hiring manager. 

265
00:13:39,250 --> 00:13:42,130
And so I call this location 
specific remote jobs. 

266
00:13:42,130 --> 00:13:45,770
So sometimes that makes sense. 
Sometimes they're not. 

267
00:13:47,170 --> 00:13:50,610
So. 
So for people like educators who

268
00:13:50,610 --> 00:13:53,210
are used to being in the 
classroom every day and seeing 

269
00:13:53,210 --> 00:13:57,370
their learners or seeing their 
colleagues, how, what are some 

270
00:13:57,370 --> 00:14:01,130
of the challenges that they 
might face when they get to a 

271
00:14:01,130 --> 00:14:03,710
remote work study? 
And it's like I see a lot of 

272
00:14:03,710 --> 00:14:07,550
posts when people do transition 
and it's like a relief, but then

273
00:14:07,550 --> 00:14:11,310
sometimes there is there are 
those consequences to remote 

274
00:14:11,310 --> 00:14:12,830
work. 
Like you don't get to interact 

275
00:14:12,830 --> 00:14:16,590
with people every day in the 
sense that you're in person and 

276
00:14:16,590 --> 00:14:18,630
like the human thing is is 
missing. 

277
00:14:18,910 --> 00:14:23,790
So how do you think that what 
where, how can they overcome 

278
00:14:23,790 --> 00:14:25,270
these things? 
What are the challenges and how 

279
00:14:25,270 --> 00:14:27,300
can they overcome them? 
Right. 

280
00:14:27,540 --> 00:14:30,260
I think with remote work you 
have to be a lot more proactive 

281
00:14:30,260 --> 00:14:33,260
about building those 
relationships and really saying 

282
00:14:33,500 --> 00:14:38,980
hey, can we chat or even having 
like a particular reason to say,

283
00:14:39,420 --> 00:14:42,900
I'd love to know about this 
project you're working on or I 

284
00:14:42,900 --> 00:14:45,620
think I might need to our 
projects might align. 

285
00:14:45,620 --> 00:14:48,300
Can we kind of talk about 
traditionally how these roles 

286
00:14:48,300 --> 00:14:50,500
have been connected to each 
other or ways that we can 

287
00:14:50,500 --> 00:14:53,700
support each other more so 
having like a really concrete 

288
00:14:53,780 --> 00:14:57,380
ask to say let's connect. 
And doing that strategically 

289
00:14:57,380 --> 00:15:00,300
throughout the organization, so 
making sure you're connecting 

290
00:15:00,300 --> 00:15:02,980
regularly with your supervisors,
making sure that you're 

291
00:15:02,980 --> 00:15:06,540
connecting regularly with these 
teams that are sort of adjacent 

292
00:15:06,540 --> 00:15:10,300
to the work you do, and even 
your own team, your own team, 

293
00:15:10,300 --> 00:15:12,380
you probably already have that 
structure in place. 

294
00:15:12,740 --> 00:15:15,580
So really consciously thinking 
about places where you don't 

295
00:15:15,580 --> 00:15:17,740
have it. 
The New York Times just did. 

296
00:15:18,710 --> 00:15:22,870
A post on what we know about the
dangers of remote work and one 

297
00:15:22,870 --> 00:15:25,790
of the interesting things that 
they said was that women in 

298
00:15:25,790 --> 00:15:30,030
general are finding it harder to
get feedback if they're This is 

299
00:15:30,030 --> 00:15:32,590
specifically about engineers, 
but they were early career 

300
00:15:33,430 --> 00:15:37,550
female engineers and because 
there wasn't often. 

301
00:15:37,860 --> 00:15:41,340
A really easy way to to ask 
follow up questions they were 

302
00:15:41,340 --> 00:15:44,580
falling behind and I think 
that's something educators we 

303
00:15:44,580 --> 00:15:46,660
don't really worry about as much
because we're used to working 

304
00:15:46,660 --> 00:15:49,460
independently and figuring out 
answers to questions. 

305
00:15:49,940 --> 00:15:52,700
But I think it does really 
highlight that need to make sure

306
00:15:52,700 --> 00:15:55,500
that what you are doing is 
visible and making sure that the

307
00:15:55,500 --> 00:15:58,660
challenges that you're 
overcoming are visible so that 

308
00:15:58,900 --> 00:16:04,140
you know it's it's your your 
work product is very much. 

309
00:16:04,510 --> 00:16:07,830
Your accomplishments in your 
mind, your metrics are very much

310
00:16:07,830 --> 00:16:11,510
in the mindsets of the people 
who are not just. 

311
00:16:11,510 --> 00:16:13,790
They're making decisions about 
phases, about promotions. 

312
00:16:13,790 --> 00:16:16,230
So people who are really in 
charge of your career, the 

313
00:16:16,230 --> 00:16:19,950
people who they did hire you but
now you're really thinking about

314
00:16:20,190 --> 00:16:22,870
what are what are my, what's my 
five year plan, How do I 

315
00:16:22,870 --> 00:16:26,830
actually make sure that I am 
going to be able to accomplish 

316
00:16:26,830 --> 00:16:29,870
that and I'm not going to be in 
the same job in five years 

317
00:16:29,910 --> 00:16:33,490
unless I want to be. 
Yeah, absolutely. 

318
00:16:33,490 --> 00:16:36,490
And I would say too with remote 
work like you're saying to make 

319
00:16:36,490 --> 00:16:39,410
make it a purposeful to develop 
those relationships. 

320
00:16:39,410 --> 00:16:42,210
It might take a little bit 
longer and I noticed that even 

321
00:16:43,530 --> 00:16:46,770
how long have I been remote work
since COVID, So almost three 

322
00:16:46,770 --> 00:16:48,810
years now. 
It does take a little bit longer

323
00:16:48,810 --> 00:16:54,490
but one of the great things that
we do in in pharmacy and we we 

324
00:16:54,490 --> 00:16:57,570
meet quarterly so we have off 
sites and things so that we can 

325
00:16:57,570 --> 00:17:01,720
be with our teams and that 
really rejuvenates us and that 

326
00:17:01,720 --> 00:17:05,720
has really helped to develop you
know those relationships and 

327
00:17:05,720 --> 00:17:08,040
that cohesion with the team. 
I know not everybody has 

328
00:17:08,040 --> 00:17:11,720
afforded that opportunity but I 
would say if it's possible it's 

329
00:17:11,880 --> 00:17:14,800
it's interesting because some 
people with remote work you 

330
00:17:14,800 --> 00:17:18,920
don't realize it like Oh my 
gosh, like Nadia, my Co host. 

331
00:17:19,280 --> 00:17:22,160
She lives in Columbia, SC, I'm 
in Myrtle Beach. 

332
00:17:22,400 --> 00:17:26,400
It's literally a 2 hour drive 
and we we've never met each 

333
00:17:26,400 --> 00:17:28,960
other in person but we're going 
to because we live close to each

334
00:17:28,960 --> 00:17:33,510
other and just if you can and 
you know like a Co worker go 

335
00:17:33,510 --> 00:17:34,830
meet up with them at a coffee 
shop. 

336
00:17:34,830 --> 00:17:36,830
It's it's really it's really 
fun. 

337
00:17:38,310 --> 00:17:41,390
Somebody else lives in Myrtle 
Beach that found me on LinkedIn 

338
00:17:41,390 --> 00:17:43,590
and we go meet up at a coffee 
shop. 

339
00:17:43,670 --> 00:17:45,550
You know it's just it's just 
crazy. 

340
00:17:46,150 --> 00:17:48,670
So there are some things like 
you're saying that we can do to 

341
00:17:48,670 --> 00:17:52,110
really kind of mitigate those 
challenges with remote work and 

342
00:17:52,270 --> 00:17:55,790
make us feel less like we're 
isolated and more like there we 

343
00:17:55,790 --> 00:17:58,870
are a team and there there's 
tons of different departments 

344
00:17:58,870 --> 00:18:02,140
within you know larger 
organizations that that we're 

345
00:18:02,140 --> 00:18:03,820
working for. 
Right. 

346
00:18:04,140 --> 00:18:07,300
And I think that's also one 
place where edtech is a little 

347
00:18:07,300 --> 00:18:10,180
bit unique in the remote 
environment is that so many of 

348
00:18:10,180 --> 00:18:13,340
the edtech companies always been
remote first because their 

349
00:18:13,340 --> 00:18:15,860
audiences are nationals, so 
they're often going to need 

350
00:18:15,860 --> 00:18:19,460
people who are in particular 
locations, travel being one of 

351
00:18:19,460 --> 00:18:21,580
them. 
But also because you need people

352
00:18:21,580 --> 00:18:24,300
have expertise and well, what's 
the difference between taxes 

353
00:18:24,300 --> 00:18:26,740
standards and main standards or 
just the culture of the school 

354
00:18:26,740 --> 00:18:30,710
systems so? 
Having that that remote first 

355
00:18:30,710 --> 00:18:34,190
environment I think means that a
lot of these companies have 

356
00:18:34,190 --> 00:18:37,430
these practices much more 
standard than your your, your 

357
00:18:37,430 --> 00:18:40,070
corporation that went remote 
because of COVID and is now 

358
00:18:40,350 --> 00:18:44,270
trying to figure out what to do.
Or are those CEOs who did you 

359
00:18:44,270 --> 00:18:47,750
see that stat? 
63% of CEOs believe that 

360
00:18:47,750 --> 00:18:51,590
everyone will be back to remote 
work five days a week in two 

361
00:18:51,590 --> 00:18:54,430
years. 
Why did they say that? 

362
00:18:54,670 --> 00:18:56,270
No, I didn't see. 
That they wanted? 

363
00:18:56,950 --> 00:18:57,590
Yeah. 
Well, it is. 

364
00:18:58,760 --> 00:19:00,840
Well, I think there's that's 
another place where that 

365
00:19:00,840 --> 00:19:03,800
visibility, like what you're 
actually doing becomes important

366
00:19:03,880 --> 00:19:07,280
is there's this fear that people
are just sitting home doing 

367
00:19:07,280 --> 00:19:10,200
whatever they want instead of 
actually doing the job. 

368
00:19:10,200 --> 00:19:13,360
But being able to really say, 
hey, here is what I'm doing, 

369
00:19:13,880 --> 00:19:18,160
here's what I'm not doing, is 
really important, I think, to 

370
00:19:18,160 --> 00:19:21,200
make sure that companies, if 
they're not accustomed to this 

371
00:19:21,200 --> 00:19:24,240
remote work, that really these, 
these bosses can feel 

372
00:19:24,240 --> 00:19:26,520
comfortable. 
But it's going to be existing. 

373
00:19:26,520 --> 00:19:29,760
There's a lot of CEO pushback 
and there's a lot of work. 

374
00:19:30,600 --> 00:19:33,840
And so we're going to see a lot 
of changes over the next few 

375
00:19:33,840 --> 00:19:35,840
years. 
And that hybrid one thing we 

376
00:19:35,840 --> 00:19:39,080
aren't talking about is hybrid 
workforces, which kind of that 

377
00:19:39,120 --> 00:19:41,160
in person you're talking about 
in the remote. 

378
00:19:41,160 --> 00:19:46,040
We lose the ability to work 
where we live, we have to uproot

379
00:19:46,040 --> 00:19:49,960
ourselves, but we do gain some 
of that that benefit of actually

380
00:19:49,960 --> 00:19:51,440
having the in person 
connections. 

381
00:19:51,480 --> 00:19:53,720
So I think there's a lot to 
figure out with it. 

382
00:19:54,170 --> 00:19:57,210
But edtech companies are used to
figuring out because a lot of 

383
00:19:57,210 --> 00:19:59,330
them, so many of them, were 
remote first before the 

384
00:19:59,330 --> 00:20:01,570
pandemic. 
Absolutely. 

385
00:20:01,570 --> 00:20:03,890
And I know a lot of my friends 
who like worked in the the 

386
00:20:03,890 --> 00:20:06,810
edtech industry like they were 
remote, but they would travel 

387
00:20:06,810 --> 00:20:08,610
quite a bit. 
You know, especially if they 

388
00:20:08,610 --> 00:20:10,610
were in sales and they were 
doing some sort of training 

389
00:20:10,610 --> 00:20:13,290
activities, they would, they 
would have to travel and that's 

390
00:20:13,290 --> 00:20:17,610
still the case. 
But you know at Amazon, I'm 

391
00:20:17,610 --> 00:20:19,170
going to speak a little bit 
about Amazon. 

392
00:20:19,210 --> 00:20:22,170
The the RTO because it's been 
across the news is to return the

393
00:20:22,170 --> 00:20:26,370
office and you know, having to 
go in three days a week, I I 

394
00:20:26,370 --> 00:20:30,930
mean it's good, but not 
everybody can do it like because

395
00:20:31,090 --> 00:20:34,410
I'm in a virtual location in 
South Carolina, but there's no 

396
00:20:34,410 --> 00:20:37,130
close office as closest as 
probably Charleston, but it's 

397
00:20:37,130 --> 00:20:39,530
not even like related to 
pharmacy and none of my 

398
00:20:39,530 --> 00:20:41,850
teammates are there like we're 
all over the United States. 

399
00:20:42,130 --> 00:20:46,430
So you have to be very like, you
know, tactful about how you're 

400
00:20:46,430 --> 00:20:50,390
deciding to do this. 
And you know, I'm, I'm fortunate

401
00:20:50,390 --> 00:20:52,830
enough that we get to meet 
quarterly, but I know there's a 

402
00:20:52,830 --> 00:20:56,150
lot of people who are just like,
you know, I can't afford to 

403
00:20:56,470 --> 00:21:00,070
drive 2 hours one way to go into
an office three days a week. 

404
00:21:00,070 --> 00:21:04,510
It's just too much so. 
Yeah, and it's there's not 

405
00:21:04,510 --> 00:21:06,830
enough of the benefit. 
I was talking to someone just 

406
00:21:06,830 --> 00:21:08,710
the other day. 
They're they're applying. 

407
00:21:08,710 --> 00:21:10,830
It's a local main company in 
Portland. 

408
00:21:11,330 --> 00:21:13,330
Are a nonprofit, and they're 
looking for a development 

409
00:21:13,330 --> 00:21:14,810
tractor. 
They've been looking for five 

410
00:21:14,810 --> 00:21:16,690
months. 
And they're like, this can all 

411
00:21:16,690 --> 00:21:19,290
be done remotely, except they 
occasionally need to come in the

412
00:21:19,290 --> 00:21:21,650
office. 
And I'm like, how do you have 

413
00:21:21,650 --> 00:21:23,650
that worded? 
And he's like, oh, occasionally 

414
00:21:23,650 --> 00:21:24,650
you need to come into the 
office. 

415
00:21:24,890 --> 00:21:27,290
And I'm like, you know, if you 
set that up with like you have 

416
00:21:27,290 --> 00:21:30,130
to come to the office once a 
month or once a quarter, you're 

417
00:21:30,130 --> 00:21:33,610
going to get a lot more takers 
for that job because yes, 

418
00:21:33,690 --> 00:21:36,690
there's exactly. 
Something that's practical and 

419
00:21:36,690 --> 00:21:40,020
there's something that is just. 
Too open-ended to really make be

420
00:21:40,020 --> 00:21:42,860
able to make decisions about 
your life and the kind of work 

421
00:21:42,900 --> 00:21:45,740
balance you want to have? 
Yeah, I was just going to say 

422
00:21:45,740 --> 00:21:48,780
that the work life balance with 
remote work is so much better 

423
00:21:49,100 --> 00:21:51,860
than it was when I had to go in 
the office every single day. 

424
00:21:51,860 --> 00:21:54,620
I felt really rushed on the 
weekends and sometimes I still 

425
00:21:54,620 --> 00:21:58,340
do, depending upon the workload 
of do getting done, Adult 

426
00:21:58,340 --> 00:22:01,300
responsibilities, and I know 
educators and people who are 

427
00:22:01,300 --> 00:22:03,260
transitioning roles can 
definitely relate to this. 

428
00:22:03,260 --> 00:22:07,410
Going from in person to remote, 
you're like, oh, I have time to 

429
00:22:07,410 --> 00:22:11,130
go throw a load of laundry lane 
and or I can go clean the 

430
00:22:11,130 --> 00:22:13,410
kitchen. 
You know it's like take a little

431
00:22:13,410 --> 00:22:15,090
mental health figure, go walk 
around the block. 

432
00:22:15,290 --> 00:22:18,370
It's it's really nice. 
It's really advantageous, you 

433
00:22:18,370 --> 00:22:20,250
know, especially for mental 
health and things like that. 

434
00:22:20,730 --> 00:22:22,490
Yeah, that's what I did before 
our call. 

435
00:22:22,490 --> 00:22:25,090
I walked down a couple of 
blocks, took a look at the 

436
00:22:25,370 --> 00:22:28,090
really beautiful sunset over the
ocean, and I walked back and I 

437
00:22:28,090 --> 00:22:29,570
was like, huh? 
Now I'm ready to talk. 

438
00:22:31,170 --> 00:22:35,810
That's awesome. 
All right, so one of the things 

439
00:22:35,810 --> 00:22:38,810
that you know, educators and 
other people who are 

440
00:22:38,810 --> 00:22:41,970
transitioning ask about a lot. 
I get a lot of LinkedIn 

441
00:22:41,970 --> 00:22:44,610
messages. 
I'm sure you do too, thinking 

442
00:22:44,610 --> 00:22:48,290
about the skills that we have 
and what makes them like 

443
00:22:48,290 --> 00:22:50,490
suitable candidates for these 
remote roles. 

444
00:22:50,490 --> 00:22:52,530
So what are some of those things
you can identify? 

445
00:22:53,310 --> 00:22:56,030
Definitely. 
I wrote them down because one of

446
00:22:56,030 --> 00:22:59,150
the things that I think happens 
is that we we're like, we have 

447
00:22:59,150 --> 00:23:03,030
so many skills and for starters,
identifying which are the most 

448
00:23:03,030 --> 00:23:05,430
important ones, It's a 
challenge. 

449
00:23:05,430 --> 00:23:08,270
But I also, the ones that I 
tried to focus on are ones that 

450
00:23:08,270 --> 00:23:12,830
I often see people omit. 
So that's where these are. 

451
00:23:12,830 --> 00:23:15,870
Certainly not all of our skills 
or even they're important, but 

452
00:23:15,870 --> 00:23:17,750
not necessarily the most 
important, the ones that I 

453
00:23:17,750 --> 00:23:20,700
regularly don't see. 
Are things like project and 

454
00:23:20,700 --> 00:23:23,580
program management. 
So while that's its own career, 

455
00:23:23,700 --> 00:23:27,300
it's also something that we do 
in any job that we do. 

456
00:23:27,340 --> 00:23:30,940
That's that ability to take all 
of these moving pieces and put 

457
00:23:30,940 --> 00:23:34,060
them in this coherent organized 
system to develop curriculum 

458
00:23:34,060 --> 00:23:36,940
programs. 
All of that work we do, it has 

459
00:23:37,300 --> 00:23:40,860
these time management 
organizational and. 

460
00:23:41,860 --> 00:23:44,060
Coherence building activities 
going on. 

461
00:23:44,660 --> 00:23:49,020
Then we also have data analysis.
This is something I rarely see 

462
00:23:49,020 --> 00:23:53,700
in educator skills and we're 
using data on a daily basis, 

463
00:23:53,940 --> 00:23:57,460
probably an hourly basis. 
And I think that ability to that

464
00:23:57,460 --> 00:24:01,180
educators have to collect a lot 
of data to identify what's 

465
00:24:01,180 --> 00:24:04,660
meaningful in the data and then 
more importantly to be able to 

466
00:24:04,660 --> 00:24:07,260
use the data. 
So we're actually taking that 

467
00:24:07,260 --> 00:24:10,060
data and differentiating 
curriculum on a regular basis 

468
00:24:10,060 --> 00:24:12,010
for our students. 
And we're doing it informally, 

469
00:24:12,010 --> 00:24:13,930
informally. 
So qualitatively, 

470
00:24:13,930 --> 00:24:16,970
quantitatively. 
It's a lot of data and education

471
00:24:17,730 --> 00:24:21,690
and we don't take full advantage
of that when we talk about that.

472
00:24:21,730 --> 00:24:23,370
And then there's also that 
doesn't even get us to 

473
00:24:23,370 --> 00:24:25,730
reporting. 
We're used to reporting it to 

474
00:24:25,730 --> 00:24:29,650
stakeholders AKA parents and 
communicating what that data 

475
00:24:29,650 --> 00:24:32,850
means and what's behind it and 
what you do and don't need to 

476
00:24:32,850 --> 00:24:35,650
worry about in terms of your 
students progress. 

477
00:24:37,120 --> 00:24:39,400
The other one, I went back and 
forth about what to call it. 

478
00:24:39,600 --> 00:24:42,200
So I think normally we would 
call it collaboration. 

479
00:24:42,720 --> 00:24:46,080
And as I was writing down the 
kinds of skills that I was 

480
00:24:46,120 --> 00:24:48,080
thinking about, I was like, this
isn't collaboration. 

481
00:24:48,440 --> 00:24:52,640
So the skills I'm thinking about
the ability to facilitate, we 

482
00:24:52,680 --> 00:24:54,840
underestimate the ability to 
facilitate. 

483
00:24:54,840 --> 00:24:57,760
But I'm sure you've had those 
meetings, you've LED that 

484
00:24:57,760 --> 00:25:00,200
everyone's like that was the 
best meeting ever and you're 

485
00:25:00,200 --> 00:25:02,560
like. 
That's just what I normally do. 

486
00:25:03,240 --> 00:25:05,880
As teachers, we're used to 
managing conversations, to 

487
00:25:05,880 --> 00:25:09,080
making sure people are heard, 
asking follow up questions that 

488
00:25:09,160 --> 00:25:11,280
actually get you to dig into 
what do you mean. 

489
00:25:11,800 --> 00:25:14,200
And we're also used to managing 
difficult conversations. 

490
00:25:14,200 --> 00:25:17,240
So when they start to go awry or
their personality is involved, 

491
00:25:17,240 --> 00:25:19,600
those are things that we can 
manage pretty effortlessly. 

492
00:25:20,160 --> 00:25:22,320
And the reason I don't think we 
we think about that as 

493
00:25:22,320 --> 00:25:25,640
collaboration because it happens
in committees and it happens in 

494
00:25:25,640 --> 00:25:27,400
groups. 
But I think what it really is, 

495
00:25:27,400 --> 00:25:30,550
is leadership. 
And I think that as educators we

496
00:25:30,550 --> 00:25:35,510
need to actually name that, that
we are leaders in what we do. 

497
00:25:37,870 --> 00:25:40,470
Yeah. 
So program project management, 

498
00:25:40,910 --> 00:25:45,350
data analysis, and leadership. 
Oh, I totally agree with 

499
00:25:45,990 --> 00:25:48,430
Absolutely those skills are 
necessary. 

500
00:25:49,590 --> 00:25:51,990
I'm going to go a little bit off
topic because I just thought of 

501
00:25:51,990 --> 00:25:54,510
something and I know you've 
heard this too. 

502
00:25:56,350 --> 00:26:00,550
So the thing that's like the 
transitioning teachers on 

503
00:26:00,550 --> 00:26:03,910
Facebook, the the hashtag and 
like some of that got some 

504
00:26:03,910 --> 00:26:07,510
negative negativity around it. 
I didn't really engage in it. 

505
00:26:07,510 --> 00:26:09,590
I just saw some things that were
happening. 

506
00:26:09,990 --> 00:26:13,350
And the thing too about coming 
across job postings that say 

507
00:26:13,350 --> 00:26:15,670
that teachers basically they're 
telling them they're not 

508
00:26:15,670 --> 00:26:17,310
professionals. 
And that's the thing I haven't 

509
00:26:17,310 --> 00:26:19,350
seen. 
This is not the case. 

510
00:26:19,350 --> 00:26:22,430
This is not the case. 
Former educators sitting right 

511
00:26:22,430 --> 00:26:27,030
here, We are all professionals 
and we are all, I feel like 

512
00:26:27,030 --> 00:26:30,390
teachers have a lot of imposter 
syndrome when it comes to 

513
00:26:30,390 --> 00:26:34,310
transitioning roles. 
Do you have any advice there to 

514
00:26:34,310 --> 00:26:38,870
overcome those things? 
Sometimes I think we're climbing

515
00:26:38,870 --> 00:26:40,950
a higher mountain than some 
other people who've been in the 

516
00:26:40,950 --> 00:26:44,550
business world, you know, 
previously or have been have 

517
00:26:44,550 --> 00:26:46,470
more experience. 
We're kind of competing with 

518
00:26:46,470 --> 00:26:48,190
those. 
Those people have their roles. 

519
00:26:49,310 --> 00:26:52,070
Yeah, it was interesting because
I was, I was kind of thinking 

520
00:26:52,070 --> 00:26:54,750
about. 
Just in general, what I would 

521
00:26:54,750 --> 00:26:58,270
talk about imposter syndrome was
a topic that came up in a couple

522
00:26:58,270 --> 00:26:59,910
of different things I was 
thinking about. 

523
00:27:00,310 --> 00:27:04,870
Because when when I started 
Skip, I started Skip partially 

524
00:27:04,870 --> 00:27:09,230
because all these companies, So 
these are companies like I'll 

525
00:27:09,230 --> 00:27:11,110
just name them Paper Varsity 
Tutors. 

526
00:27:11,310 --> 00:27:16,310
They pay their professionals 
sixty $80,000 a year. 

527
00:27:16,430 --> 00:27:19,940
They pay their teachers and 
their tutors. 10 to at the time,

528
00:27:19,940 --> 00:27:22,380
10 to $12.00 an hour. 
I think now they're up to 15 to 

529
00:27:22,380 --> 00:27:25,740
20 and they distinguish between 
that based on the audience. 

530
00:27:26,460 --> 00:27:28,860
It's he are you working with 
adults or are you working with 

531
00:27:28,860 --> 00:27:31,100
kids? 
And I think that's really 

532
00:27:31,100 --> 00:27:33,900
something as a society we should
not undervalue. 

533
00:27:34,220 --> 00:27:38,460
And I think that really it's 
interesting because you do see 

534
00:27:38,460 --> 00:27:41,140
that language a lot of times, 
like professional and then 

535
00:27:41,380 --> 00:27:43,260
tutoring and teaching. 
That's still professional. 

536
00:27:43,380 --> 00:27:45,460
But I mean we're doing those 
same skills. 

537
00:27:45,860 --> 00:27:48,260
The only difference is the 
audience and the pay. 

538
00:27:48,820 --> 00:27:52,860
So I think yes, that imposter 
syndrome is so much a part of 

539
00:27:52,860 --> 00:27:57,180
how as a society we view 
educators and also as women, I 

540
00:27:57,180 --> 00:28:00,380
mean, I am in a business women's
group and we all gave kind of we

541
00:28:00,380 --> 00:28:03,260
pitched our business and the 
feedback we got was you're 

542
00:28:03,260 --> 00:28:06,940
underselling yourselves. 
You are not communicating it. 

543
00:28:06,940 --> 00:28:11,940
That is true. 
I do that all the time. 

544
00:28:12,180 --> 00:28:14,500
We do that all the time. 
I know we do. 

545
00:28:14,500 --> 00:28:17,260
It's bad. 
It's so bad, it's not just 

546
00:28:17,420 --> 00:28:19,240
under. 
Yeah. 

547
00:28:19,240 --> 00:28:22,320
It's underselling. 
We're not used to we know what 

548
00:28:22,320 --> 00:28:25,360
makes us great but we're not 
used to putting it on paper. 

549
00:28:25,640 --> 00:28:29,000
And so I think some of that is 
just a habit and it's been I've 

550
00:28:29,000 --> 00:28:31,960
been thinking about this a lot 
and I'm I'm actually, when I 

551
00:28:31,960 --> 00:28:34,800
work with my coach coaching 
people lately I've been saying 

552
00:28:34,800 --> 00:28:36,800
you're underselling yourself 
because I'm like it's such a 

553
00:28:37,280 --> 00:28:41,200
it's the word really resonates. 
I think impostor syndrome feel 

554
00:28:41,200 --> 00:28:44,160
scary underselling though. 
Or like, oh wait, I can actually

555
00:28:44,160 --> 00:28:46,510
see that. 
So what I've been doing with 

556
00:28:46,510 --> 00:28:48,710
people is saying, all right, 
you're underselling yourself. 

557
00:28:48,910 --> 00:28:52,430
Here are the actual skills that 
you have when you say, all 

558
00:28:52,430 --> 00:28:54,870
right, well, I'm just teaching 
kids, what are you doing? 

559
00:28:55,150 --> 00:28:57,430
You're facilitating, you're 
asking questions. 

560
00:28:57,670 --> 00:28:59,830
Again, that's that leadership 
role you're training. 

561
00:29:00,390 --> 00:29:04,350
Yeah, you're training, you're 
coaching or mentoring depending 

562
00:29:04,350 --> 00:29:07,630
on what role you're in. 
So really saying instead of 

563
00:29:07,630 --> 00:29:10,630
focusing on the audience, step 
back and say, well, what is? 

564
00:29:10,710 --> 00:29:12,830
What are the actual tasks that 
I'm doing? 

565
00:29:13,110 --> 00:29:16,430
What do those tasks require? 
What kinds of skills do they 

566
00:29:16,430 --> 00:29:19,790
require, and how great am I at 
those skills? 

567
00:29:19,790 --> 00:29:23,430
Let me tell you about that. 
Yeah, absolutely. 

568
00:29:23,430 --> 00:29:26,550
And Marnie was just saying in 
the chat that she, they get 

569
00:29:26,550 --> 00:29:30,470
really intimidated by the, you 
know, the, the, the experience 

570
00:29:30,470 --> 00:29:32,790
imposture and with all the 
business lingo. 

571
00:29:33,550 --> 00:29:36,070
I know at these bigger, if 
you're definitely on the 

572
00:29:36,070 --> 00:29:38,190
corporate space, there's so many
acronyms, there's so many 

573
00:29:38,190 --> 00:29:41,750
different things like it's it's 
like learning a different 

574
00:29:41,750 --> 00:29:43,750
language sometimes when you 
transition roles. 

575
00:29:43,750 --> 00:29:46,630
And that's OK, that the learning
curve is high. 

576
00:29:46,870 --> 00:29:49,190
I feel like and what you're 
saying Chelsea, and what I feel 

577
00:29:49,190 --> 00:29:52,670
like we're saying is that 
confidence is everything to 

578
00:29:52,670 --> 00:29:55,750
defeat that imposter syndrome 
and you should definitely be 

579
00:29:55,750 --> 00:29:57,470
confident in the skills that you
have. 

580
00:29:57,870 --> 00:30:00,870
And I also feel like too, like 
when you say I was a teacher for

581
00:30:00,870 --> 00:30:04,510
26 years, that's 26 years of 
industry experience. 

582
00:30:04,510 --> 00:30:08,550
To me, that's not anything 
you're not starting over. 

583
00:30:08,550 --> 00:30:11,830
You're not starting at 0, You 
might be starting at 0 in terms 

584
00:30:11,830 --> 00:30:15,990
of learning something new, but 
you're you have experience, you 

585
00:30:15,990 --> 00:30:17,150
have experience there. 
Yes. 

586
00:30:18,670 --> 00:30:19,950
Yeah. 
I agree. 

587
00:30:19,990 --> 00:30:22,510
And I think that's one reason 
why educators, when they get 

588
00:30:22,510 --> 00:30:24,710
hired, they tend to get promoted
really quickly. 

589
00:30:25,270 --> 00:30:28,350
It's because we have all of 
those skills and those skills. 

590
00:30:28,810 --> 00:30:32,450
They may not show up in like the
resume, but if we think about 

591
00:30:32,570 --> 00:30:35,330
like this, Ed Skip is like an 
entire process. 

592
00:30:35,410 --> 00:30:39,170
Once you get into the job and 
you're really able to 

593
00:30:39,170 --> 00:30:42,330
demonstrate what you can do, 
people give you more tasks and 

594
00:30:42,330 --> 00:30:46,330
more responsibility. 
And you know I I look at 

595
00:30:46,530 --> 00:30:50,130
people's career history and 
teaching 26 years and they move 

596
00:30:50,130 --> 00:30:53,650
into Ed tech and like every 8 to
12 months they are being 

597
00:30:53,650 --> 00:30:56,130
promoted going quick. 
They're going quick in the in 

598
00:30:56,130 --> 00:30:59,310
the industry it's you know it's 
maybe 1 to it's one to two years

599
00:30:59,310 --> 00:31:02,670
and they're they're going fairly
quick because they're organized.

600
00:31:02,670 --> 00:31:04,310
They know what the expectations 
are. 

601
00:31:04,310 --> 00:31:07,070
They're going to outperform 
their counterparts just because 

602
00:31:07,070 --> 00:31:10,110
of the way educators think or 
you know other professionals. 

603
00:31:10,110 --> 00:31:13,990
So it's it's good to see that 
the that that sort of respect is

604
00:31:13,990 --> 00:31:18,190
happening and that the 
recognition is there for them 

605
00:31:18,350 --> 00:31:20,870
because I feel like that helps 
you again develop that 

606
00:31:20,870 --> 00:31:24,670
confidence and just feel like 
you feel worthy, you know, like 

607
00:31:24,670 --> 00:31:26,430
teaching. 
It's a whole bunch of like 

608
00:31:27,320 --> 00:31:30,360
responsibility being laid on, 
you have to responsibility being

609
00:31:30,360 --> 00:31:31,520
laid on. 
You're like, I don't know how 

610
00:31:31,520 --> 00:31:34,800
much more I can take, but in the
industry when you're doing 

611
00:31:34,800 --> 00:31:38,000
things that are great, people 
are going to recognize you and 

612
00:31:38,000 --> 00:31:40,160
especially if you're in good 
teams, you have good managers 

613
00:31:40,160 --> 00:31:42,920
and leaders, it's wonderful. 
It's it's a fabulous feeling. 

614
00:31:42,920 --> 00:31:48,080
I'm saying that from experience.
Well, and I hear so many 

615
00:31:48,080 --> 00:31:51,120
educators who are like, you 
know, I went to my first meeting

616
00:31:51,480 --> 00:31:54,160
and I was trying to stay quiet 
because, you know, I'm the new 

617
00:31:54,160 --> 00:31:55,360
person. 
I'm just listening and 

618
00:31:55,360 --> 00:31:57,700
absorbing. 
And somebody asked me a question

619
00:31:57,700 --> 00:31:59,460
like, what do I think? 
And I answered it. 

620
00:31:59,580 --> 00:32:01,740
And they're like, that's a great
idea, let's do it. 

621
00:32:02,060 --> 00:32:04,260
And someone's like, I don't have
to listen to you like that at a 

622
00:32:04,260 --> 00:32:09,060
long, long time. 
And I think yes, if you are at a

623
00:32:09,060 --> 00:32:12,260
place where they're actually 
valuing your experience and that

624
00:32:12,260 --> 00:32:17,250
listening can be so empowering. 
So, so are there any, if you're 

625
00:32:17,250 --> 00:32:22,330
looking at your the job postings
that you're doing and you're the

626
00:32:22,330 --> 00:32:24,490
things that you're seeing like 
the backgrounds, are there any 

627
00:32:24,490 --> 00:32:27,930
particular backgrounds in 
education, you know in any 

628
00:32:27,930 --> 00:32:31,850
subject matters that are 
particularly like in demand for 

629
00:32:32,290 --> 00:32:34,290
certain remote roles that you've
come across? 

630
00:32:35,250 --> 00:32:36,290
Yeah. 
So it's interesting. 

631
00:32:36,290 --> 00:32:39,530
The Department of Education of 
course, funds a lot of 

632
00:32:39,530 --> 00:32:41,290
programming. 
And so a lot of the said tech 

633
00:32:41,290 --> 00:32:44,330
funding comes from the DOE, and 
lately that's been federal 

634
00:32:44,330 --> 00:32:47,440
funding. 
So as that's starting to fade 

635
00:32:47,440 --> 00:32:51,240
out, fizzle out what have you 
there, the Department of 

636
00:32:51,240 --> 00:32:54,480
Education is starting to give 
more guidelines about what you 

637
00:32:54,480 --> 00:32:58,280
should be looking for when you 
fund education and fund when 

638
00:32:58,640 --> 00:33:01,040
districts specifically are 
purchasing Ed tech products. 

639
00:33:01,480 --> 00:33:05,400
And so there's actually some 
interesting industry information

640
00:33:05,400 --> 00:33:06,920
there. 
So what they're really talking 

641
00:33:06,920 --> 00:33:09,210
about? 
Is focusing on the problems that

642
00:33:09,210 --> 00:33:12,170
we know we have. 
Students are falling behind in 

643
00:33:12,170 --> 00:33:14,890
math and literacy, particularly 
as a result of the pandemic. 

644
00:33:15,250 --> 00:33:18,410
So those are places where you're
going to see a lot of job 

645
00:33:18,410 --> 00:33:22,570
postings, particularly in early 
literacy, so we can set strong 

646
00:33:22,570 --> 00:33:24,650
foundations for students moving 
forward. 

647
00:33:25,010 --> 00:33:28,770
I also definitely seen equity 
issues. 

648
00:33:29,320 --> 00:33:32,520
Coming in, so anyone who has 
experience with Title One 

649
00:33:32,520 --> 00:33:36,000
schools, which is a lot of the 
people I work with, Sure, Title 

650
00:33:36,000 --> 00:33:41,080
One schools that's an in demand 
skill set seems to be the wrong 

651
00:33:41,080 --> 00:33:42,800
term. 
I'm sure there's a better term 

652
00:33:42,800 --> 00:33:46,760
there, but I would definitely 
say that awareness, you know of 

653
00:33:46,760 --> 00:33:49,600
what that is and what that 
encompasses that environment, 

654
00:33:49,600 --> 00:33:53,360
that ecosystem, because we know 
it's it's different than the 

655
00:33:53,360 --> 00:33:55,920
schools that have it. 
All right, that's all that. 

656
00:33:56,200 --> 00:33:58,120
That's a. 
That's a simplified version of 

657
00:33:58,120 --> 00:33:59,050
it. 
Yes. 

658
00:34:00,410 --> 00:34:03,210
The other trend that I've seen 
and this is one, it's too new 

659
00:34:03,210 --> 00:34:05,850
for me to really have too much 
to say about it. 

660
00:34:05,850 --> 00:34:10,690
But I'm starting to see special 
education consultants a lot more

661
00:34:10,770 --> 00:34:14,130
frequently and then starting to 
see special education teachers 

662
00:34:14,130 --> 00:34:17,650
and not necessarily in terms of 
like COVID, we just need virtual

663
00:34:17,650 --> 00:34:20,130
learning. 
But Ed tech companies that are 

664
00:34:20,130 --> 00:34:25,250
really starting to say special 
education is a large segment of 

665
00:34:25,250 --> 00:34:28,230
our student population. 
Can we leverage that to make 

666
00:34:28,230 --> 00:34:30,389
money? 
That's the kind of crass way of 

667
00:34:30,389 --> 00:34:32,469
saying it. 
But I I think there's also a 

668
00:34:32,469 --> 00:34:35,230
sense of this is a place where 
there's a lot of burdensome 

669
00:34:35,230 --> 00:34:39,070
regulation and it's very 
challenging for educators. 

670
00:34:39,070 --> 00:34:44,310
Are there ways that we can start
to make that experience and some

671
00:34:44,310 --> 00:34:47,190
of the process, particularly 
that paperwork process, can we 

672
00:34:47,190 --> 00:34:50,230
make that easier for educators? 
So I'm starting to see. 

673
00:34:50,810 --> 00:34:54,250
A lot more special education 
managers even in like the last 

674
00:34:54,250 --> 00:34:58,090
month or so. 
So I think special education is 

675
00:34:58,090 --> 00:35:01,370
probably going to pop soon, but 
it's still again, it's a it's a 

676
00:35:01,370 --> 00:35:04,530
new trend, but I'm definitely 
seeing it much more frequently 

677
00:35:04,530 --> 00:35:06,810
than I was seeing it. 
And I'm starting to see special 

678
00:35:06,810 --> 00:35:09,570
education as like, subject 
matter experts the same way as 

679
00:35:09,690 --> 00:35:13,010
math and literacy are. 
Yeah, I was going to say have a 

680
00:35:13,010 --> 00:35:16,410
special educator on your Ed tech
team to give you recommendations

681
00:35:16,410 --> 00:35:19,410
about accessibility. 
That's gold. 

682
00:35:22,190 --> 00:35:26,190
Yeah, exactly, exactly. 
So I'm really glad to hear that 

683
00:35:26,190 --> 00:35:28,950
that's booming and that's, 
that's up and coming for 

684
00:35:28,950 --> 00:35:32,390
educators because you know, even
though we're not as educators, 

685
00:35:32,390 --> 00:35:34,910
if we're not labeled special 
education teachers, we're still 

686
00:35:34,910 --> 00:35:38,750
very aware of what those are. 
You know, going through ieps, 5 

687
00:35:38,750 --> 00:35:40,750
O fours, those different kinds 
of things. 

688
00:35:40,750 --> 00:35:44,510
And those definitely can 
transition into skills and 

689
00:35:44,510 --> 00:35:47,150
knowledge for different roles. 
Right. 

690
00:35:47,230 --> 00:35:50,230
I definitely think special 
educators on some level really 

691
00:35:50,230 --> 00:35:52,510
should be looking at data jobs, 
data analyst jobs. 

692
00:35:52,510 --> 00:35:54,390
I'm not seeing a lot of people 
move into it because there's a 

693
00:35:54,390 --> 00:35:57,750
lot of upskilling there, But I 
think that they're the ones who 

694
00:35:57,750 --> 00:36:02,470
are using data the most, not 
that any teacher doesn't, but 

695
00:36:02,670 --> 00:36:05,750
special educators have a certain
level of level of data 

696
00:36:06,470 --> 00:36:07,790
requirements. 
So the rest of the stuff, 

697
00:36:08,750 --> 00:36:11,830
absolutely. 
So I mean, we've talked about, 

698
00:36:11,830 --> 00:36:14,510
we've been dancing around Skip 
and talking all about it. 

699
00:36:15,150 --> 00:36:18,190
I posted links in the chat on 
LinkedIn live and in in 

700
00:36:18,190 --> 00:36:20,270
Riverside so that people can go 
check it out. 

701
00:36:22,310 --> 00:36:27,950
And managing the chat because I 
want, I want to get everybody in

702
00:36:27,950 --> 00:36:29,790
the spotlight. 
I want you to answer all the 

703
00:36:29,790 --> 00:36:31,710
questions. 
I want them to hear from you. 

704
00:36:31,710 --> 00:36:34,670
This is, this is what I have to 
do in this hour that I have with

705
00:36:34,670 --> 00:36:36,310
you. 
We have to get everybody 

706
00:36:36,310 --> 00:36:39,320
involved. 
So I'm doing all the things and 

707
00:36:39,480 --> 00:36:41,200
I'm totally engaged at the same 
time. 

708
00:36:41,280 --> 00:36:43,560
I don't know. 
It's something people say. 

709
00:36:43,560 --> 00:36:45,360
Multitasking is a myth. 
Sometimes. 

710
00:36:45,360 --> 00:36:48,080
I don't know what my brain does.
It's able to do it. 

711
00:36:48,400 --> 00:36:52,240
So I'm grateful. 
So can you tell us like give us 

712
00:36:52,240 --> 00:36:55,400
like the origin story a bit, a 
bit more about how you started 

713
00:36:55,400 --> 00:37:00,040
Skip and like what drove you to 
basically I I kind of know 

714
00:37:00,040 --> 00:37:01,160
because I've had you on the 
show. 

715
00:37:01,160 --> 00:37:04,240
But like, what drove you to 
bridge this gap for, you know, 

716
00:37:04,240 --> 00:37:07,750
especially educators? 
Yeah, so I talked earlier just 

717
00:37:07,750 --> 00:37:10,790
about how frustrated I was with 
those companies that were 

718
00:37:11,110 --> 00:37:12,750
essentially gaslighting 
educators. 

719
00:37:13,350 --> 00:37:16,350
And not only were they paying 
like really, really poor wages, 

720
00:37:16,350 --> 00:37:20,630
like 10 to 12 bucks an hour, but
they were saying that the wages 

721
00:37:20,630 --> 00:37:23,430
were competitive. 
Every single time I saw that 

722
00:37:23,430 --> 00:37:26,910
$12.00 an hour and the 
competitive wages, I was like, 

723
00:37:26,910 --> 00:37:28,270
wait, wait a second. 
I just saw. 

724
00:37:28,680 --> 00:37:32,240
Tutoring job that pays 20 or 35.
Actually there were 35, some of 

725
00:37:32,240 --> 00:37:34,440
them were 50. 
Instructional coaching jobs are 

726
00:37:34,440 --> 00:37:36,720
paying that. 
And I'm like, wait a second, how

727
00:37:36,720 --> 00:37:41,640
is this competitive? 
It's only competitive with very 

728
00:37:41,840 --> 00:37:45,360
few jobs. 
And so it just it just. 

729
00:37:45,960 --> 00:37:48,920
Made me very frustrated. 
I don't know if we can curse on 

730
00:37:48,920 --> 00:37:50,360
this. 
So I'll just say they made me 

731
00:37:50,360 --> 00:37:52,880
very frustrated and you can 
curse. 

732
00:37:53,240 --> 00:37:55,200
I'll just put us explicit 
content. 

733
00:37:55,560 --> 00:37:58,280
It's fine. 
But yeah, I I understand that 

734
00:37:58,320 --> 00:37:59,160
feeling. 
I get. 

735
00:37:59,160 --> 00:38:01,200
I get that. 
That's that's rough. 

736
00:38:01,480 --> 00:38:04,000
That's rough. 
And so I initially just started 

737
00:38:04,000 --> 00:38:07,320
sharing these part time jobs and
then I was like, wait a second, 

738
00:38:07,920 --> 00:38:10,600
So what? 
Somebody who's working, say, 10 

739
00:38:10,600 --> 00:38:14,120
hours a week tutoring after 
working a 40 hour work week. 

740
00:38:14,890 --> 00:38:16,930
And then they still need to do 
all the other things as a 

741
00:38:16,930 --> 00:38:18,970
teacher, we need to do with 
grading and prepping because a 

742
00:38:18,970 --> 00:38:22,090
40 hour work week isn't enough. 
I was like, this doesn't sound 

743
00:38:22,090 --> 00:38:24,730
like fun. 
And the more I was hearing from 

744
00:38:24,730 --> 00:38:26,410
educators, they were like 
actually, you know what it's 

745
00:38:26,410 --> 00:38:28,090
like? 
It's just a full time job that 

746
00:38:28,610 --> 00:38:32,210
lets me do what I love and pays 
me for it and gives me time off.

747
00:38:32,770 --> 00:38:34,970
And so that's when I started 
saying wait a second. 

748
00:38:35,800 --> 00:38:38,280
There are part time jobs like 
that, but there are also full 

749
00:38:38,280 --> 00:38:41,640
time jobs like that. 
And then I started sharing jobs 

750
00:38:41,640 --> 00:38:43,200
and it really snowballed from 
there. 

751
00:38:44,560 --> 00:38:47,840
And I think the coaching piece 
came in just because I have a 

752
00:38:47,840 --> 00:38:49,600
lot of experience interviewing 
people. 

753
00:38:50,240 --> 00:38:54,680
I spent eight years on doing 
that for my my local city and we

754
00:38:54,720 --> 00:38:58,160
hire about 100 people or total 
and some of those people. 

755
00:38:58,980 --> 00:39:02,100
Sometimes people leave. 
So often we do a lot of first 

756
00:39:02,100 --> 00:39:06,620
turnover particularly in city 
city government. 

757
00:39:07,940 --> 00:39:11,420
And so it was it was the sort of
thing that I was like wait a 

758
00:39:11,420 --> 00:39:15,820
second, I have a skill set that 
is really useful and I as I just

759
00:39:15,820 --> 00:39:18,700
started offering advice it was 
like this is really something I 

760
00:39:18,700 --> 00:39:22,940
enjoy doing. 
I really do like having people 

761
00:39:23,700 --> 00:39:26,780
find something that they find 
really meaningful and that finds

762
00:39:26,780 --> 00:39:30,740
them meaningful back and. 
As I've been doing it longer and

763
00:39:30,740 --> 00:39:34,580
longer, I've also, I mean, it's 
really clear that Ed tech is not

764
00:39:34,580 --> 00:39:36,100
going away. 
It's expanding. 

765
00:39:36,500 --> 00:39:39,620
We can do it responsibly as a 
society or irresponsibly as a 

766
00:39:39,620 --> 00:39:41,740
society, but we're doing it no 
matter what. 

767
00:39:42,100 --> 00:39:44,940
And so I would rather have 
people who have taught in 

768
00:39:44,940 --> 00:39:49,500
education be in those worlds. 
So I feel like this is a place 

769
00:39:49,500 --> 00:39:53,860
where we really do need to make 
sure that educators are moving 

770
00:39:53,860 --> 00:39:56,820
into Ed tech and that we're not 
just hiring. 

771
00:39:57,910 --> 00:40:01,070
People who have always worked in
industry because then they're 

772
00:40:01,070 --> 00:40:04,870
going to be focused on industry 
metrics and not on all of the 

773
00:40:04,910 --> 00:40:08,630
student centered metrics and 
educator centered metrics, which

774
00:40:08,630 --> 00:40:11,270
really make a difference. 
And that if you don't 

775
00:40:11,270 --> 00:40:14,110
understand, you're going to have
a really hard time talking to an

776
00:40:14,110 --> 00:40:17,430
educator about your product or 
helping them to really use it 

777
00:40:17,430 --> 00:40:19,650
effectively. 
So yeah. 

778
00:40:19,650 --> 00:40:23,170
So it's evolved over time to 
really to really be like this is

779
00:40:23,170 --> 00:40:26,770
something that we need as a 
society and we need to be 

780
00:40:26,770 --> 00:40:31,970
thinking about very carefully 
that's that's really skip. 

781
00:40:32,210 --> 00:40:34,610
And then also, honestly, I just 
really love data. 

782
00:40:34,890 --> 00:40:39,530
And so being able to say how can
I analyze all this data and 

783
00:40:39,650 --> 00:40:43,340
there's so much data here and 
it's unstructured. 

784
00:40:43,340 --> 00:40:46,420
I'm like, how do we structure 
this data and come to meaningful

785
00:40:46,420 --> 00:40:48,420
conclusions? 
So it's actually a lot of fun, 

786
00:40:49,020 --> 00:40:51,660
so. 
Yeah, I can only imagine. 

787
00:40:51,660 --> 00:40:53,100
I wish I would have had your 
data mine. 

788
00:40:53,100 --> 00:40:56,220
I do have a data-driven mind, 
but I just love seeing the 

789
00:40:56,220 --> 00:40:59,540
little pie graphs and stuff and 
somebody else doing it for me. 

790
00:40:59,920 --> 00:41:02,480
And I do like doing pivot tables
and things at work. 

791
00:41:02,720 --> 00:41:04,920
Those are fun to create and 
manipulate. 

792
00:41:04,960 --> 00:41:07,280
But anyways, that's the 
conversation for another day. 

793
00:41:07,520 --> 00:41:09,560
Yeah, pivot tables I don't 
understand. 

794
00:41:10,120 --> 00:41:14,000
Oh, no. 
There's so it's so I I honestly 

795
00:41:14,280 --> 00:41:18,640
thought it was more complex than
what it really is, and one of my

796
00:41:18,640 --> 00:41:20,400
coworkers taught me how to use 
it. 

797
00:41:20,400 --> 00:41:22,400
Hi, Dan. 
Thank you for teaching me pivot 

798
00:41:22,400 --> 00:41:25,870
tables. 
And it's awesome. 

799
00:41:25,910 --> 00:41:30,310
I feel so good about anyways you
know, so using using that data 

800
00:41:30,310 --> 00:41:33,030
and that metrics to really 
inform like decisions or like 

801
00:41:33,030 --> 00:41:36,350
what the, what the latest trends
and stuff are in the job market.

802
00:41:36,750 --> 00:41:41,710
And I'm really glad, and I'll 
say this, that like 

803
00:41:42,150 --> 00:41:45,670
instructional design and Ed tech
and all this stuff has been put 

804
00:41:45,670 --> 00:41:51,000
on the map because of COVID. 
Because before, people had no 

805
00:41:51,000 --> 00:41:53,400
idea what the heck I was talking
about when I said I'm an 

806
00:41:53,400 --> 00:41:56,480
instructional designer. 
So they're like, you design 

807
00:41:56,480 --> 00:42:05,160
websites, you fix computers. 
No, like I'm not a technician. 

808
00:42:05,160 --> 00:42:07,000
I don't. 
I'm not geeks on call. 

809
00:42:07,000 --> 00:42:09,360
I don't come to your house, you 
know, explain that. 

810
00:42:09,360 --> 00:42:12,200
But now an instructional 
designer. 

811
00:42:13,140 --> 00:42:17,620
Like up there edtech like up 
there, it's it's recognized and 

812
00:42:17,900 --> 00:42:23,900
so many different roles. 
I mean finding the like the dot 

813
00:42:23,900 --> 00:42:27,020
like every so often an 
instructional design role even 

814
00:42:27,020 --> 00:42:30,420
in corporate was hard. 
Finding higher Ed even harder 

815
00:42:30,420 --> 00:42:33,820
needle in the haystack. 
But now plethora like you can 

816
00:42:33,820 --> 00:42:35,620
you know you when you're posting
your jobs. 

817
00:42:35,620 --> 00:42:38,020
And then I do my postings, and 
sometimes I include your 

818
00:42:38,020 --> 00:42:40,220
postings. 
And LinkedIn doesn't have good 

819
00:42:40,220 --> 00:42:42,380
stuff for the other ones. 
They just they're a little bit 

820
00:42:42,380 --> 00:42:47,910
off. 
I do like 816 a week that that 

821
00:42:47,910 --> 00:42:52,030
was unheard of pre COVID that's 
really interesting and now I'm 

822
00:42:52,030 --> 00:42:54,350
starting to see that we we 
talked about this the last time 

823
00:42:54,350 --> 00:42:56,510
but that instructional design 
and now we're getting like the 

824
00:42:56,510 --> 00:42:59,030
management structure over the 
instructional design. 

825
00:42:59,030 --> 00:43:03,390
So it's it's becoming a full 
department and it's like is it 

826
00:43:03,390 --> 00:43:05,630
learning and development still? 
Is it something different? 

827
00:43:06,070 --> 00:43:08,150
Yeah, you know, that's a 
conversation like I always 

828
00:43:08,150 --> 00:43:09,870
haven't. 
Like I talked to my IS. 

829
00:43:10,400 --> 00:43:12,280
Is instructional design a part 
of L&D? 

830
00:43:12,280 --> 00:43:14,200
Ellen, What is L&D? 
What's the difference is that's 

831
00:43:14,240 --> 00:43:16,400
that's a conversation I'm going 
to definitely need to have with 

832
00:43:16,400 --> 00:43:18,840
more of an expert. 
Like I consider myself part of 

833
00:43:18,840 --> 00:43:21,520
learning and development because
of where I work and my title. 

834
00:43:21,880 --> 00:43:24,480
But who knows? 
You know, L&D encompasses a lot 

835
00:43:24,480 --> 00:43:26,320
of different like it's an 
umbrella term for a lot of 

836
00:43:26,320 --> 00:43:29,360
different roles in a lot of 
different departments, right. 

837
00:43:29,360 --> 00:43:32,080
Yeah, because HR is often. 
That's that's the one where I 

838
00:43:32,080 --> 00:43:34,600
see a lot of overlap with 
instructional design, learning, 

839
00:43:34,600 --> 00:43:38,360
development, HR. 
I saw a job, yeah. 

840
00:43:38,360 --> 00:43:43,100
I saw a job that was. 
It said instructional design 

841
00:43:43,100 --> 00:43:48,140
manager, but it was an HR. 
Yeah, it said with an HR focus. 

842
00:43:48,540 --> 00:43:51,420
I had never seen that before. 
I had never seen that before. 

843
00:43:51,420 --> 00:43:53,580
Sales ones. 
That's also really, really 

844
00:43:53,580 --> 00:43:55,100
popular. 
You need the sales background 

845
00:43:55,140 --> 00:43:56,780
and the instructional design 
background. 

846
00:43:57,180 --> 00:44:00,300
So career paths. 
Yeah, it's really, really cool 

847
00:44:00,300 --> 00:44:05,380
to see how it's evolving. 
So are there any like additional

848
00:44:05,380 --> 00:44:08,540
like trainings opportunities for
upskilling that? 

849
00:44:08,890 --> 00:44:12,570
You recommend you know to make 
this transition more smooth for 

850
00:44:12,570 --> 00:44:14,570
people. 
I know you have some offerings 

851
00:44:14,570 --> 00:44:15,330
on your site. 
Do you? 

852
00:44:15,330 --> 00:44:17,770
You said you do some coaching, 
but are there any other things 

853
00:44:17,770 --> 00:44:19,090
that you can recommend to 
people? 

854
00:44:20,210 --> 00:44:22,890
So that's an interesting 
question because I was thinking 

855
00:44:22,890 --> 00:44:25,050
about it, I mean for 
instructional design, obviously,

856
00:44:25,050 --> 00:44:27,770
because there are some really 
technical skills that you need 

857
00:44:27,770 --> 00:44:30,610
to learn. 
But we're starting to see a lot 

858
00:44:30,610 --> 00:44:37,530
more customer success trainings 
and for trainings that are much 

859
00:44:37,530 --> 00:44:40,160
more. 
Let me step back for a second. 

860
00:44:40,280 --> 00:44:43,160
So for instructional design, I 
think you definitely need 

861
00:44:43,160 --> 00:44:44,960
upskill. 
But this is another place where 

862
00:44:44,960 --> 00:44:47,080
I was thinking about that 
imposter syndrome that we're 

863
00:44:47,080 --> 00:44:49,760
talking about. 
And how often is it that the 

864
00:44:49,760 --> 00:44:53,240
reason we're looking at some of 
these courses for some of these 

865
00:44:53,240 --> 00:44:56,200
jobs that educators move into 
really regularly? 

866
00:44:56,520 --> 00:45:00,310
How often are we saying, oh, I 
need this training because I 

867
00:45:00,310 --> 00:45:04,910
don't have the right skills and 
I'm not really sure. 

868
00:45:05,030 --> 00:45:08,350
I think sometimes people do need
to have skill, but I think 

869
00:45:08,350 --> 00:45:12,070
sometimes we also just need to 
say, wait a second, I need to 

870
00:45:12,070 --> 00:45:14,230
step back and identify my 
skills. 

871
00:45:15,530 --> 00:45:20,170
And sometimes I think that it's 
a matter of working on a 

872
00:45:20,170 --> 00:45:24,410
different scale in your existing
school. 

873
00:45:24,410 --> 00:45:27,370
So for instance, if you're doing
a lot of program project 

874
00:45:27,370 --> 00:45:29,570
management in your classroom, 
can you do that on your 

875
00:45:29,570 --> 00:45:32,010
department or in your school? 
If you're doing it at school 

876
00:45:32,010 --> 00:45:33,650
level, can you do it on your 
district level? 

877
00:45:33,650 --> 00:45:39,050
So really saying do I need 
something more or can I actually

878
00:45:39,050 --> 00:45:43,210
use the systems I'm already 
working in and just do do what 

879
00:45:43,210 --> 00:45:46,690
I'm doing a little bit 
differently in order to pitch 

880
00:45:46,690 --> 00:45:49,410
myself more competitively. 
And so I think there are two 

881
00:45:49,410 --> 00:45:53,370
ways that I think educators 
should probably start before 

882
00:45:53,370 --> 00:45:55,090
they consider the upskilling 
conversation. 

883
00:45:55,450 --> 00:45:58,210
One is definitely figuring out 
what are some good data tracking

884
00:45:58,210 --> 00:46:02,810
systems because we don't 
necessarily, we track a lot of 

885
00:46:02,810 --> 00:46:06,170
data, but we don't necessarily 
track metrics that are useful 

886
00:46:06,170 --> 00:46:08,730
for the job search. 
We track metrics that are useful

887
00:46:08,730 --> 00:46:11,010
for our students. 
So really saying what are the 

888
00:46:11,010 --> 00:46:14,390
metrics I need to know this 
year, Let me actually track 

889
00:46:14,390 --> 00:46:20,150
those for myself this year. 
And then also saying what are 

890
00:46:20,150 --> 00:46:23,750
some ways that I can take what 
I'm already doing and expand it.

891
00:46:23,830 --> 00:46:26,110
I've been doing a bunch of 
trainings, why don't I do a 

892
00:46:26,110 --> 00:46:29,310
training series? 
I need to know some of the 

893
00:46:29,310 --> 00:46:32,150
metrics about training. 
Let me start actually doing a 

894
00:46:32,150 --> 00:46:35,270
survey before and after and 
tracking that information. 

895
00:46:35,310 --> 00:46:39,390
So I think a lot of times it's 
less about upskilling and it's a

896
00:46:39,390 --> 00:46:43,400
lot more about just 
documentation and using 

897
00:46:43,400 --> 00:46:46,960
opportunities that you're 
already you already have in your

898
00:46:46,960 --> 00:46:48,640
own community. 
And that's another thing. 

899
00:46:48,640 --> 00:46:51,200
Volunteering. 
I think if you if people feel 

900
00:46:51,200 --> 00:46:54,480
like I don't quite have enough 
skills, you know where my HR 

901
00:46:54,480 --> 00:46:59,480
skills come from, Volunteer 
work, being on a being a board 

902
00:46:59,480 --> 00:47:02,000
president. 
I got a lot of project 

903
00:47:02,120 --> 00:47:07,230
performance improvement plans 
with executives and but also a 

904
00:47:07,230 --> 00:47:09,550
lot of intervening skills that 
all came from volunteering. 

905
00:47:09,550 --> 00:47:10,750
I didn't get paid for any of 
that. 

906
00:47:10,750 --> 00:47:13,390
I really should have probably 
for the number of hours I was 

907
00:47:13,390 --> 00:47:16,830
putting in on some of this. 
But I think that there are 

908
00:47:16,830 --> 00:47:21,990
opportunities for us to serve 
our schools and communities that

909
00:47:21,990 --> 00:47:23,950
will be more rewarding for us 
than upskilling. 

910
00:47:23,950 --> 00:47:26,350
Which is not to say that the 
programming, the programs are 

911
00:47:26,350 --> 00:47:28,670
bad or not. 
I don't really, I don't really 

912
00:47:28,670 --> 00:47:31,590
know and I think that's the 
question that I have is do we 

913
00:47:31,590 --> 00:47:33,630
need them? 
Yeah, it it. 

914
00:47:34,270 --> 00:47:37,310
Like I get a question a lot too.
Do I need to get another degree?

915
00:47:37,310 --> 00:47:38,750
The degree is not going to get 
you the role. 

916
00:47:38,750 --> 00:47:41,270
Just like knowing all the 
technologies is not going to get

917
00:47:41,270 --> 00:47:43,350
you the role. 
It takes a lot more than just 

918
00:47:43,350 --> 00:47:45,510
having the I mean here are all 
my degrees. 

919
00:47:45,750 --> 00:47:48,110
I intentionally put like they're
not even hung up. 

920
00:47:48,110 --> 00:47:49,950
They're all back. 
Here's my very expensive pieces 

921
00:47:49,950 --> 00:47:51,630
of paper and I'm very proud of 
them. 

922
00:47:51,630 --> 00:47:55,710
I I work really hard. 
But nothing can replace real 

923
00:47:55,710 --> 00:47:58,710
world application and experience
in a role. 

924
00:47:58,990 --> 00:48:01,710
And, like you're saying, 
volunteering or freelance. 

925
00:48:02,020 --> 00:48:05,940
Quick roles that give you like 
that 6 to 12 months experience 

926
00:48:05,940 --> 00:48:09,180
in a certain position. 
You know, find those things or 

927
00:48:09,180 --> 00:48:12,740
find like a good mentor who can 
teach you. 

928
00:48:12,780 --> 00:48:17,180
And I love the programs that 
incorporate the internship or 

929
00:48:17,180 --> 00:48:21,500
externship into their program. 
And it's not just at the end, 

930
00:48:21,700 --> 00:48:26,710
it's throughout the experience. 
So that the person is growing 

931
00:48:26,710 --> 00:48:30,550
not only as an in the academic 
space and as a learner, they're 

932
00:48:30,550 --> 00:48:34,350
also growing as a professional. 
At the same time that if I had 

933
00:48:34,350 --> 00:48:36,990
to give recommendations to 
higher education, every program,

934
00:48:36,990 --> 00:48:39,350
it doesn't matter what it is, 
needs some sort of internship, 

935
00:48:39,350 --> 00:48:40,830
some sort of real world 
experience. 

936
00:48:40,830 --> 00:48:43,430
I mean, if you think about the 
different subjects, everybody 

937
00:48:43,430 --> 00:48:46,350
needs to have that like whether 
you're a chemist, A biologist, 

938
00:48:46,350 --> 00:48:49,710
instructional design, you're 
going into business management, 

939
00:48:49,710 --> 00:48:52,230
you you really need that real 
world experience because. 

940
00:48:52,650 --> 00:48:55,370
That's what's happening. 
That's where you get to see like

941
00:48:55,930 --> 00:48:58,570
all the things evolving, the 
different changes that are being

942
00:48:58,570 --> 00:49:01,930
made in the industry, the things
that are specific to your 

943
00:49:01,930 --> 00:49:04,570
industry. 
So I mean those types of things 

944
00:49:04,570 --> 00:49:06,930
are invaluable to me. 
I agree. 

945
00:49:06,930 --> 00:49:10,690
And I think that really 
reinforces too, it's not just 

946
00:49:10,690 --> 00:49:12,930
the need to get that whole cycle
going. 

947
00:49:13,010 --> 00:49:17,090
It's really important to be 
tracking your impact across that

948
00:49:17,090 --> 00:49:22,810
cycle and being able to quantify
what your value add is because 

949
00:49:22,810 --> 00:49:25,820
then you can talk about that. 
Then you can put that bullet 

950
00:49:25,820 --> 00:49:28,860
point in your resume. 
And that's like, that's why you 

951
00:49:28,860 --> 00:49:31,980
put your education last, because
what's important is how you 

952
00:49:31,980 --> 00:49:35,100
applied your education, not. 
Exactly. 

953
00:49:35,100 --> 00:49:37,180
I know. 
Like, what is the ROI on this? 

954
00:49:37,180 --> 00:49:39,100
Tons of student loan debt, 
right? 

955
00:49:39,580 --> 00:49:43,380
Yeah, I don't know about 
everybody else, but it is for 

956
00:49:43,380 --> 00:49:46,180
me, all right. 
October hurts. 

957
00:49:46,180 --> 00:49:49,060
October hurts. 
It hurts the budget this month. 

958
00:49:50,720 --> 00:49:53,960
But yeah, absolutely. 
Like, the real world experiences

959
00:49:53,960 --> 00:49:58,160
is like nothing else. 
And I recently had an intern who

960
00:49:58,400 --> 00:50:01,840
came from an institution that 
did what I just said, had the 

961
00:50:01,840 --> 00:50:04,040
internship, you know, throughout
the program. 

962
00:50:04,720 --> 00:50:08,440
And then she got a role at a 
former where she graduated from 

963
00:50:08,440 --> 00:50:10,480
as an undergrad, as an 
instructional designer. 

964
00:50:11,720 --> 00:50:13,680
Yeah, it's really, it's really 
cool stuff. 

965
00:50:15,200 --> 00:50:19,560
Let's see, let's see what 
question we want to ask now. 

966
00:50:20,570 --> 00:50:23,050
I know we've kind of skirted 
around a lot of these questions 

967
00:50:23,050 --> 00:50:25,370
that I had. 
We we've we've kind of answered 

968
00:50:25,370 --> 00:50:28,370
most of them. 
I really do want to give like 

969
00:50:28,370 --> 00:50:31,970
10-5 minutes for Q&A. 
But I also want you to tell us a

970
00:50:31,970 --> 00:50:34,650
little bit about what does the 
future hold for Skip? 

971
00:50:34,650 --> 00:50:36,770
Are there any things up and 
coming that you want to share 

972
00:50:36,770 --> 00:50:40,770
with the audience about what 
you're doing and where they can 

973
00:50:40,770 --> 00:50:42,890
find you and all those things. 
I already put your link in the 

974
00:50:42,890 --> 00:50:46,160
chat, you know I'm going to 
market you like crazy excellent.

975
00:50:46,560 --> 00:50:50,400
So the biggest thing that I'm 
doing is revamping my courses. 

976
00:50:50,400 --> 00:50:53,640
So I have been doing a course 
which was a combination 

977
00:50:54,480 --> 00:50:58,640
self-directed, but I would come 
in and give feedback at certain 

978
00:50:58,640 --> 00:51:03,040
points like on a resume or on 
metrics and bullet points and 

979
00:51:03,620 --> 00:51:06,340
what I'm well a I'm sun setting 
that because the platform I'm 

980
00:51:06,340 --> 00:51:09,660
using is sun setting itself. 
So there's there's there's been 

981
00:51:09,660 --> 00:51:10,100
no choice. 
Well. 

982
00:51:10,180 --> 00:51:12,820
That that makes the decision 
real easy, right? 

983
00:51:13,620 --> 00:51:16,460
But the other thing is that I 
what I'm really learning is that

984
00:51:16,940 --> 00:51:19,900
some of this stuff we can 
automate a little bit and it can

985
00:51:19,900 --> 00:51:23,260
be much more fast, much just 
much more efficient of a 

986
00:51:23,260 --> 00:51:24,660
process. 
And so that's where the skills 

987
00:51:24,660 --> 00:51:28,420
analysis is coming in. 
And So what I'm really, really 

988
00:51:28,420 --> 00:51:34,340
doing is saying how can I take 
the skills analysis tools and 

989
00:51:34,540 --> 00:51:37,420
the one-on-one attention that 
people like and combine them. 

990
00:51:37,620 --> 00:51:43,060
So look for some new products 
where I'm really leveraging the 

991
00:51:43,060 --> 00:51:46,940
skills analysis to help you 
understand exactly what you need

992
00:51:46,940 --> 00:51:51,820
to include in your resume, how 
you can frame it and thinking 

993
00:51:51,820 --> 00:51:54,820
about it in terms of particular 
job titles. 

994
00:51:54,820 --> 00:51:57,660
And not just, these are my 
skills, these are the things I 

995
00:51:57,660 --> 00:52:00,780
do, but these are the things 
that are best aligned for this, 

996
00:52:01,060 --> 00:52:02,500
for the jobs that I'm applying 
for. 

997
00:52:02,900 --> 00:52:06,500
So I'm in the process of 
revamping that and definitely be

998
00:52:06,500 --> 00:52:08,340
making some announcements in the
next month. 

999
00:52:08,540 --> 00:52:11,940
Depending on technology, it's 
really hard sometimes. 

1000
00:52:11,940 --> 00:52:14,540
You know when you're like, I 
know how to do this and I know 

1001
00:52:14,540 --> 00:52:16,540
how to do this, but I can't do 
this. 

1002
00:52:16,980 --> 00:52:19,580
And so I'm trying to find the 
technology that will let me put 

1003
00:52:19,580 --> 00:52:22,380
some things together. 
But I'm really excited about it 

1004
00:52:22,420 --> 00:52:24,580
because I'm really hoping that 
it'll let me. 

1005
00:52:24,980 --> 00:52:28,670
It will make things easier for 
people is at the moment, you 

1006
00:52:28,670 --> 00:52:31,390
know, if you want to learn how 
to tailor a job, you really have

1007
00:52:31,390 --> 00:52:33,390
to read a lot of job 
descriptions and you really have

1008
00:52:33,390 --> 00:52:36,230
to go through a lot of work of 
reading your resume. 

1009
00:52:36,310 --> 00:52:41,830
So this will help cut that time.
Be a lot more specific to what 

1010
00:52:41,830 --> 00:52:45,470
your high level skills are, and 
I think it goes back to impostor

1011
00:52:45,470 --> 00:52:48,590
syndrome. 
It will help people understand 

1012
00:52:48,990 --> 00:52:51,190
that you have so many skills and
they're so relevant. 

1013
00:52:52,150 --> 00:52:53,910
Right. 
And the resume is just the first

1014
00:52:53,910 --> 00:52:55,630
step. 
It's. 

1015
00:52:55,710 --> 00:52:58,770
Not the only step. 
People said put so much weight 

1016
00:52:58,770 --> 00:53:00,850
on that and while it's super 
important to get you the 

1017
00:53:00,850 --> 00:53:03,890
interview, this is a 
conversation for another time 

1018
00:53:03,890 --> 00:53:06,690
because we're come back and talk
about this is interviewing for 

1019
00:53:06,690 --> 00:53:11,170
the roles and how that all 
plays, that all plays out and 

1020
00:53:11,290 --> 00:53:13,570
and there's a lot of things I'll
say right now going on in the 

1021
00:53:13,570 --> 00:53:16,290
chat about like where can you 
find this real world experience,

1022
00:53:16,290 --> 00:53:20,290
like how do I get this having a 
lot of impostor syndrome. 

1023
00:53:21,030 --> 00:53:23,070
I would say one of the other 
things to do too. 

1024
00:53:23,070 --> 00:53:25,590
And where I've gotten a lot of 
my experiences through 

1025
00:53:25,590 --> 00:53:29,470
networking and talking to 
different people who are doing 

1026
00:53:29,470 --> 00:53:32,230
like smaller projects. 
And they're like, could you just

1027
00:53:32,270 --> 00:53:35,550
give me feedback on this? 
Or could you just help me 

1028
00:53:35,550 --> 00:53:38,390
redesign this graphic? 
Or could you help me, you know, 

1029
00:53:38,390 --> 00:53:42,990
put a put together like a 
outline of a course like that 

1030
00:53:42,990 --> 00:53:45,790
kind of stuff, those those those
quick little things give me 

1031
00:53:45,790 --> 00:53:49,070
like, you know, insights into 
one skill. 

1032
00:53:49,520 --> 00:53:52,520
So I would definitely say like 
networking and like LinkedIn is 

1033
00:53:52,520 --> 00:53:56,760
my is, is my jam. 
It's like my Mecca for, you 

1034
00:53:56,760 --> 00:54:00,840
know, connecting with people. 
And I've had so many 

1035
00:54:00,840 --> 00:54:03,520
conversations and I encourage 
you not to feel scared to do 

1036
00:54:03,520 --> 00:54:05,760
that, to have conversations with
people. 

1037
00:54:06,040 --> 00:54:08,120
And it seems like coffee chats 
are getting a bad rap on 

1038
00:54:08,120 --> 00:54:10,040
LinkedIn. 
So have a little lunch and 

1039
00:54:10,040 --> 00:54:13,960
learns or whatever you want to 
call them and just get together 

1040
00:54:13,960 --> 00:54:16,280
and like just talk to somebody 
about what projects they're 

1041
00:54:16,280 --> 00:54:18,440
working on and like what are 
their goals. 

1042
00:54:18,440 --> 00:54:22,200
It's like. 
It's amazing how similar we 

1043
00:54:22,200 --> 00:54:25,760
become in our in our approach 
and our our routines to, you 

1044
00:54:25,760 --> 00:54:27,880
know, transition roles. 
But it's also amazing to find 

1045
00:54:27,880 --> 00:54:31,000
out like, oh, this might be good
for me to try this. 

1046
00:54:31,000 --> 00:54:34,160
And you know, I really like that
part of the networking. 

1047
00:54:35,000 --> 00:54:37,160
Yes, indeed. 
And I I think that's something 

1048
00:54:37,160 --> 00:54:40,000
Edtech companies could do a 
better job of of really there's 

1049
00:54:40,000 --> 00:54:43,520
so much product development 
where they're reaching out to 

1050
00:54:43,520 --> 00:54:46,600
educators for feedback and if 
they could actually integrate 

1051
00:54:47,150 --> 00:54:50,750
the educators into some of those
processes as a thank you for 

1052
00:54:50,750 --> 00:54:55,510
participating on this, I I think
that it would really be, it 

1053
00:54:55,510 --> 00:54:59,470
would be beneficial for both 
sides because it is hard to find

1054
00:54:59,710 --> 00:55:03,630
find the people to network with 
and it's intimidating as well to

1055
00:55:03,750 --> 00:55:07,070
to reach out to. 
Us, especially when so many 

1056
00:55:07,070 --> 00:55:09,910
people don't answer. 
They're like, you know, I I 

1057
00:55:09,910 --> 00:55:12,630
can't tell you how many 
templates of LinkedIn. 

1058
00:55:13,040 --> 00:55:16,120
In in mail messages I've gotten 
and and people are just like 

1059
00:55:16,120 --> 00:55:20,080
they ask for things right off 
the bat and I'm like you don't 

1060
00:55:20,080 --> 00:55:22,480
know me. 
You need to get to know me. 

1061
00:55:22,960 --> 00:55:25,400
I want to know you. 
I want to develop an authentic 

1062
00:55:25,400 --> 00:55:26,920
connection. 
Please just don't sell me 

1063
00:55:26,920 --> 00:55:30,200
something. 
Please just just demand an ID, 

1064
00:55:30,200 --> 00:55:33,560
skill or some review for me. 
Please ask me about myself. 

1065
00:55:33,960 --> 00:55:35,840
Show me that you looked at my 
profile. 

1066
00:55:36,360 --> 00:55:39,440
You know, I I try to do that 
when I connect with other people

1067
00:55:40,720 --> 00:55:44,600
and interact in the comments too
because that's it helps. 

1068
00:55:44,840 --> 00:55:46,640
It helps the person you're 
interacting with because it 

1069
00:55:46,640 --> 00:55:48,960
shares with LinkedIn that it's 
interesting content. 

1070
00:55:49,040 --> 00:55:52,520
And it also is a way that you 
know if you're asking a good 

1071
00:55:52,520 --> 00:55:56,120
question you can build a network
in those conversations and the 

1072
00:55:56,480 --> 00:55:58,400
the question build a 
conversation. 

1073
00:55:58,800 --> 00:56:02,520
And I've actually made some 
really nice connections with 

1074
00:56:02,520 --> 00:56:07,100
people that it just started from
a a little thread where we were 

1075
00:56:07,100 --> 00:56:11,220
going back and forth about an 
idea and then we've created much

1076
00:56:11,220 --> 00:56:14,540
more of a relationship. 
So I think that and Facebook, 

1077
00:56:14,780 --> 00:56:16,500
you can do that on the Facebook 
groups too. 

1078
00:56:17,220 --> 00:56:20,580
It's interesting. 
A lot of industry conversations 

1079
00:56:20,580 --> 00:56:24,060
happen on Facebook and Facebook 
groups, which really surprised 

1080
00:56:24,060 --> 00:56:27,620
me that LinkedIn has never, 
LinkedIn has taken off for 

1081
00:56:27,860 --> 00:56:30,460
public comments, but it's never 
taken off for private groups. 

1082
00:56:31,100 --> 00:56:33,820
So yeah, Facebook. 
Facebook can be a little 

1083
00:56:33,820 --> 00:56:37,140
friendlier sometimes. 
Absolutely, absolutely. 

1084
00:56:37,180 --> 00:56:40,820
And I I know you're going to 
find where you're comfortable in

1085
00:56:40,820 --> 00:56:43,340
that space. 
All right, So we got about 3 1/2

1086
00:56:43,340 --> 00:56:46,100
minutes left of your time 
because I know you and I in 

1087
00:56:46,100 --> 00:56:48,500
hours we could talk. 
Friendly We could talk, friend. 

1088
00:56:48,540 --> 00:56:51,380
It went by really fast, and I'm 
so glad we have a wonderfully 

1089
00:56:51,380 --> 00:56:53,420
engaged audience here who's 
asking. 

1090
00:56:53,740 --> 00:56:55,740
They're asking a lot of 
questions and they're making a 

1091
00:56:55,740 --> 00:56:58,260
lot of comments. 
Definitely people are talking 

1092
00:56:58,260 --> 00:57:02,460
about impostor syndrome. 
One person wanted to know hers 

1093
00:57:02,460 --> 00:57:04,900
and I'm not going to say this 
person's name right because I 

1094
00:57:04,900 --> 00:57:09,460
have such an American southern 
mix of northern accent. 

1095
00:57:10,180 --> 00:57:13,500
I think it's hers in I don't. 
But they're asking and tell me 

1096
00:57:13,500 --> 00:57:15,340
if I said that wrong. 
I'm so sorry. 

1097
00:57:15,580 --> 00:57:20,980
Please put the link linguistic. 
And I I I'm happy to shift and 

1098
00:57:20,980 --> 00:57:22,580
make edits. 
So what? 

1099
00:57:22,580 --> 00:57:25,180
What difference does it make 
whether you are teaching or 

1100
00:57:25,180 --> 00:57:26,980
tutoring adults or children? 
Ask for pay. 

1101
00:57:26,980 --> 00:57:29,820
Is there like a is there a 
difference in that pay? 

1102
00:57:30,370 --> 00:57:31,610
Wait, I missed that situation. 
You say it. 

1103
00:57:31,610 --> 00:57:32,330
One more question. 
So. 

1104
00:57:32,930 --> 00:57:36,370
They're asking if there's a 
difference in pay between 

1105
00:57:36,370 --> 00:57:39,130
teaching or tutoring adults or 
children. 

1106
00:57:39,490 --> 00:57:41,970
Is there like a different, like 
higher, lower. 

1107
00:57:43,130 --> 00:57:46,170
Yeah, I think that in general 
we. 

1108
00:57:46,410 --> 00:57:48,570
So when I was thinking about 
that earlier, I was really 

1109
00:57:48,570 --> 00:57:50,810
thinking about it in terms of 
training. 

1110
00:57:50,810 --> 00:57:55,860
And I think the difference is 
really comes down to a business 

1111
00:57:55,860 --> 00:57:57,860
sense. 
So when you're training adults, 

1112
00:57:57,860 --> 00:58:01,220
there's a corporate business 
purpose and so you can generally

1113
00:58:01,220 --> 00:58:04,700
make more money with it because 
companies are are making more 

1114
00:58:04,700 --> 00:58:08,780
money because their employees 
are either more efficient or 

1115
00:58:08,780 --> 00:58:11,060
they have more skills and they 
can do more things. 

1116
00:58:11,820 --> 00:58:13,820
Kids don't have that economic 
benefit. 

1117
00:58:13,980 --> 00:58:18,980
And I think that's really where 
the difference lies is that when

1118
00:58:18,980 --> 00:58:23,070
a kid learns how to do math 
better, it helps them in 20 

1119
00:58:23,070 --> 00:58:25,310
years and it helps our society 
in 20 years. 

1120
00:58:26,070 --> 00:58:31,150
When an adult can speak a 
language differently that helps 

1121
00:58:31,150 --> 00:58:33,590
them immediately because you can
open up a new business market. 

1122
00:58:33,790 --> 00:58:36,790
So I think that's that's kind of
the distinction that I would see

1123
00:58:37,070 --> 00:58:42,390
is is what is the underlying 
revenue that that is a very sad,

1124
00:58:42,630 --> 00:58:46,310
sad truth I think. 
But it really, I mean that is 

1125
00:58:46,310 --> 00:58:49,110
the The thing is that businesses
even if they're a nonprofit, 

1126
00:58:49,310 --> 00:58:54,220
education adjacent nonprofit we 
are really talking about can we 

1127
00:58:54,220 --> 00:58:56,700
monetize the results that we 
get. 

1128
00:58:56,940 --> 00:58:59,220
And that's the real difference 
from education. 

1129
00:58:59,500 --> 00:59:03,860
And I think that requires us to 
shift our mindset into some 

1130
00:59:03,860 --> 00:59:05,700
things that we think are really 
valuable. 

1131
00:59:06,060 --> 00:59:09,860
If you can't monetize them, it's
harder to make it a business 

1132
00:59:09,860 --> 00:59:13,860
case for doing them. 
Absolutely, absolutely. 

1133
00:59:13,860 --> 00:59:16,940
And one of the things Michael 
asked is what are some ways and 

1134
00:59:16,940 --> 00:59:19,030
this is. 
I don't know if this is in our 

1135
00:59:19,030 --> 00:59:22,390
wheelhouse, but maybe we can we 
can kind of figure it out. 

1136
00:59:23,870 --> 00:59:26,950
What are some ways you can 
tactfully request feedback while

1137
00:59:26,950 --> 00:59:29,950
working remotely? 
I just ask. 

1138
00:59:29,950 --> 00:59:33,430
We have things. 
So the 30/16/90 plan is 

1139
00:59:33,430 --> 00:59:35,750
something I'm seeing a lot, 
especially in the corporate 

1140
00:59:35,750 --> 00:59:37,950
space of like what you're going 
to do and you have to check in 

1141
00:59:37,950 --> 00:59:40,390
with your supervisor. 
There's a lot of different plan 

1142
00:59:40,390 --> 00:59:42,870
implementations and milestones 
that are put into place. 

1143
00:59:43,950 --> 00:59:47,190
I would say regular one-on-one 
chats with your manager, your 

1144
00:59:47,190 --> 00:59:49,650
team. 
Because feedback comes in all 

1145
00:59:49,650 --> 00:59:51,050
forms, right? 
It's going to come back in the 

1146
00:59:51,050 --> 00:59:53,170
form of what you're doing on 
your projects and and how you 

1147
00:59:53,170 --> 00:59:55,890
are as a worker and as a 
teammate collaborative, that 

1148
00:59:55,890 --> 00:59:58,610
kind of stuff. 
So I would just say ask for it 

1149
00:59:58,610 --> 01:00:02,370
and also get familiar with what 
types of tools your company has 

1150
01:00:02,810 --> 01:00:05,930
that you know you're where 
you're tracking those milestones

1151
01:00:05,930 --> 01:00:07,290
and you're tracking that 
information. 

1152
01:00:07,970 --> 01:00:09,960
Right. 
And I think, yeah, I think it 

1153
01:00:09,960 --> 01:00:13,680
can feel awkward to say how am I
doing because that's such a 

1154
01:00:13,680 --> 01:00:16,480
broad opening ended question. 
But if you come at it with some 

1155
01:00:16,480 --> 01:00:22,360
really specific meal specifics 
that around benchmarking and 

1156
01:00:22,360 --> 01:00:25,600
those metrics that Holly just 
mentioned, you can really say 

1157
01:00:25,800 --> 01:00:28,440
you know on our last project, 
what were some things that 

1158
01:00:28,440 --> 01:00:31,040
worked really well, What were 
some things that we can improve 

1159
01:00:31,040 --> 01:00:33,440
on. 
And so framing it in terms of 

1160
01:00:34,520 --> 01:00:39,600
really concrete steps to change,
but also feedback around the 

1161
01:00:39,600 --> 01:00:44,160
product and not the people makes
people a lot more comfortable in

1162
01:00:44,160 --> 01:00:50,120
giving that feedback. 
So yeah, I think that's all the 

1163
01:00:50,120 --> 01:00:52,880
questions we had in the chat. 
We had some, we had some really 

1164
01:00:52,880 --> 01:00:54,640
engaging. 
We had a really engaging 

1165
01:00:54,640 --> 01:00:58,040
audience out on the LinkedIn 
live space and a lot of like 

1166
01:00:58,040 --> 01:01:01,280
claps and like you know, like 
jazzy hands. 

1167
01:01:01,280 --> 01:01:04,920
It was exciting and that 
everybody's really grateful. 

1168
01:01:05,210 --> 01:01:06,650
That this has been very 
informative. 

1169
01:01:06,970 --> 01:01:08,930
So any last things you wanna 
share? 

1170
01:01:08,930 --> 01:01:11,730
Any words of wisdom? 
People stepping into this space 

1171
01:01:11,970 --> 01:01:15,530
looking for roles that they like
What is the we can probably end 

1172
01:01:15,530 --> 01:01:17,490
with this. 
What is the first thing you need

1173
01:01:17,490 --> 01:01:19,690
to do when you're transitioning 
into the role? 

1174
01:01:19,690 --> 01:01:21,890
What's the first thing you 
should do when you're? 

1175
01:01:21,890 --> 01:01:25,730
Trying to go to spot shifts, 
you're transitioning into a new 

1176
01:01:25,770 --> 01:01:27,290
role. 
What's the first thing you need 

1177
01:01:27,290 --> 01:01:30,420
to do? 
Have a 306090 day plan? 

1178
01:01:31,140 --> 01:01:32,980
There you. 
Go No. 

1179
01:01:32,980 --> 01:01:36,780
But I definitely think really 
making sure you talk to every 

1180
01:01:36,780 --> 01:01:40,940
single person who is going to be
on your team or adjacent to your

1181
01:01:40,940 --> 01:01:44,340
team in the 1st 30 days, just 
really start building those 

1182
01:01:44,340 --> 01:01:46,900
connections. 
Because particularly in a remote

1183
01:01:46,900 --> 01:01:49,700
environment, the connections are
harder to develop. 

1184
01:01:50,460 --> 01:01:53,990
And just asking people really 
generally to tell you about what

1185
01:01:53,990 --> 01:01:56,350
they do. 
What do they see? 

1186
01:01:57,310 --> 01:02:00,110
Who worked your job previously? 
How did they interact? 

1187
01:02:00,230 --> 01:02:02,510
What did they really value about
those interactions? 

1188
01:02:03,190 --> 01:02:07,230
Get to know people and get to 
know the tasks and don't stress 

1189
01:02:07,230 --> 01:02:11,960
about having to really perform 
the first. 

1190
01:02:12,080 --> 01:02:15,360
I mean that whole 306090 day. 
It's such a brilliant structure.

1191
01:02:15,600 --> 01:02:18,080
It's usually at the end of 90 
days. 

1192
01:02:18,080 --> 01:02:21,280
You understand our organization 
well enough to do something so 

1193
01:02:21,800 --> 01:02:25,040
it's a process and you don't 
have to hit the ground running 

1194
01:02:25,200 --> 01:02:28,920
in a week the way we ask 
teachers to do or less. 

1195
01:02:30,600 --> 01:02:32,400
Absolutely. 
And I tell people 20 minutes a 

1196
01:02:32,400 --> 01:02:35,120
day, I'm like, don't. 
Do not make it. 

1197
01:02:35,640 --> 01:02:38,640
Your full time job, looking for 
a job because you're going to 

1198
01:02:38,640 --> 01:02:41,760
burn out and I'm I'm looking up 
your profile right now. 

1199
01:02:41,760 --> 01:02:44,000
LinkedIn so I can tell everybody
to connect with you. 

1200
01:02:44,000 --> 01:02:45,320
Oh, yes. 
Thank you. 

1201
01:02:46,160 --> 01:02:50,920
But it's really it's it. 
It really is difficult. 

1202
01:02:50,920 --> 01:02:53,600
If you make it your full time 
role like you will, you will 

1203
01:02:53,600 --> 01:02:58,160
become that person who's like, 
I've been searching for this job

1204
01:02:58,160 --> 01:03:02,160
for 500 years and I haven't 
found anything 20 minutes a day.

1205
01:03:02,160 --> 01:03:05,860
Yeah, yeah. 
And take time off. 

1206
01:03:06,420 --> 01:03:10,580
I really feel that when I take 
time off, it just all the ideas 

1207
01:03:10,580 --> 01:03:14,140
start to come out. 
And I think when you when you 

1208
01:03:14,140 --> 01:03:18,900
take a pause, what you'll start 
to do is say, oh, now I see how 

1209
01:03:18,900 --> 01:03:21,540
I could have framed my 
experience in that way or I 

1210
01:03:21,580 --> 01:03:24,140
forgot that I always do that and
wait, that's actually really 

1211
01:03:24,140 --> 01:03:27,940
important. 
So give yourself time to rest. 

1212
01:03:27,980 --> 01:03:32,060
And yeah, don't, don't make it. 
Don't make it something that 

1213
01:03:32,300 --> 01:03:35,040
that overtakes your life 
because. 

1214
01:03:36,000 --> 01:03:38,600
Because it can really fast 
Burnout is real. 

1215
01:03:39,800 --> 01:03:42,200
Burnout is huge in the in the 
job industry. 

1216
01:03:42,840 --> 01:03:45,680
Well, Chelsea, I always love 
talking to you. 

1217
01:03:45,680 --> 01:03:48,680
It's always a great conversation
and I learn something new every 

1218
01:03:48,680 --> 01:03:52,160
time. 
And I know that people are so 

1219
01:03:53,080 --> 01:03:56,000
thankful that you haven't sight 
like, skipping the mindsets that

1220
01:03:56,000 --> 01:03:59,160
you have for helping educators 
transition into roles and of 

1221
01:03:59,160 --> 01:04:03,040
course to salary the 60 K plus 
most of your jobs are like. 

1222
01:04:03,480 --> 01:04:05,320
Higher than that, the salaries 
that I see. 

1223
01:04:05,320 --> 01:04:08,280
So that's really awesome. 
And I know sometimes you message

1224
01:04:08,280 --> 01:04:12,400
me like look at this one, it's 
it's so this is so awesome. 

1225
01:04:12,400 --> 01:04:15,040
It's really great. 
So everybody needs to connect 

1226
01:04:15,040 --> 01:04:17,240
with Chelsea on LinkedIn and go 
to Skip. 

1227
01:04:17,600 --> 01:04:20,280
And if you have any questions, 
you know, definitely reach out 

1228
01:04:20,280 --> 01:04:23,880
to us and this is going to, this
was recorded, it's going to be 

1229
01:04:23,880 --> 01:04:25,760
made into a video. 
It's going to be on our YouTube 

1230
01:04:25,760 --> 01:04:28,360
page and it's also going to be 
made in audio episodes. 

1231
01:04:28,360 --> 01:04:32,480
So it's going to go back, Watch,
listen, learn some more. 

1232
01:04:32,910 --> 01:04:35,990
You know, put it on repeat and 
share all the things with your 

1233
01:04:35,990 --> 01:04:39,390
friends. 
So, yeah, thank you so much for 

1234
01:04:39,390 --> 01:04:41,670
having me. 
I always enjoy our conversations

1235
01:04:41,710 --> 01:04:44,830
and our future conversations, 
the ones we're going to be 

1236
01:04:44,830 --> 01:04:47,070
having. 
Absolutely. 

1237
01:04:47,070 --> 01:04:47,870
You know that's coming.