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Definitely is the top 
International software 

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development conference with an 
emphasis on coding architecture 

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and Tech leadership skills. 
The lineup for this year is 

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truly stellar and features many 
Legends in software development 

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names, such as Robert Uncle Bob.
Martin can back Scott Hanselman 

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Franca subramanium, Carolyn 
honey, Alan. 

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Hello. 
Mary poppendieck and many other 

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prominent names including some 
of those who have also appeared 

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in this podcast before the 
conference. 

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Takes place online so you can 
enjoy it from the comfort of 

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your couch. 
We spoke to the definitey 

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organizers, and I'm happy to 
share that technology. 

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tlj. 
Depending on the time when you 

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purchase a ticket, early price 
is still available. 

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See you, there you are, your 
greatest asset in your career, 

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00:01:03,900 --> 00:01:07,000
and in your life. 
So protect that grow that invest

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in that, like, you would invest 
in financial investments, but 

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invest in you, personally in 
your growth, physically mentally

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professionally in all areas of 
life, you'll be glad that you 

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did it because you're trying to 
live your best life. 

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So you got to invest in you to 
make that happen. 

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Hey everyone. 
My name is Henry Surya, we 

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Robin. 
And you're listening to the 

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technology, you know, podcast 
the show where I'll be bringing 

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you the greatest technical 
leaders practitioners and 

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thought leaders in the industry 
to discuss about their Journey 

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ideas and practices that we all 
can learn and apply to build a 

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highly performing technical team
and to make an impact in your 

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personal work. 
So let's dive into our Journal. 

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Hello, again, my friends and my 
listeners. 

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Welcome to the tekhelet journal 
podcast the show where you can 

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00:02:04,800 --> 00:02:07,800
learn about technical leadership
and Excellence from my 

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00:02:07,800 --> 00:02:10,900
conversations, with great 
thought, leaders out there, and 

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this is the episode number 95, 
thank you for tuning in and 

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00:02:14,600 --> 00:02:17,400
listening to this episode. 
If this is your first time 

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00:02:17,400 --> 00:02:20,200
listening to tackle a journal, 
make sure to subscribe and 

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00:02:20,200 --> 00:02:23,500
follow the show on your podcast 
app and social media on 

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LinkedIn. 
Twitter, And Instagram. 

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And for those of you who enjoy 
this podcast and wanting to 

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contribute to the creation of 
the future episodes support me 

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by subscribing as a patron at 
technology. 

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00:02:34,800 --> 00:02:36,600
No, dot f /. 
Patron. 

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Today we are covering about the 
engineering career, I'm sure 

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many of you are working as an 
engineer or are thinking of 

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becoming an engineer. 
Have you ever thought through 

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how you can optimize your career
as an engineer or maybe weather 

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engineering itself is the right 
career for you. 

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Also, what? 
Let's do some of us is that 

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after becoming an engineer for a
number of years, we do not feel 

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the same enjoyment and 
fulfillment as we started in the

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beginning and then comes up the 
question of what's next that I 

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should do? 
How can I navigate my career and

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even potentially make career 
transitions? 

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If these are some of the 
thoughts that you have in mind 

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that, I hope today's episode 
will be worth a listen for you. 

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My guest for today's episode is 
Jeff Perry. 

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Jeff is an engineering coach, 
the founder of modern other than

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engineering and the co-host of 
the engineering career coach 

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podcast in this episode. 
Jeff shared the important role 

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of a coach or Mentor in our 
engineering career. 

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Especially when faced with all 
the questions that are mentioned

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earlier, we first discussed 
Jeff's engineering career 

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Clarity checklist. 
And why it is truly important to

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find the clarity in our career 
Journey, Jeff then share the 

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role of an engineering career 
coach. 

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How a coach can help us navigate
our career. 

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And the difference between a 
coach And a mentor throughout 

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our discussion. 
We also touch on a few other 

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topics such as the great 
resignation Trend and what are 

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some of the things behind it 
making intentional career 

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transitions taking lessons from 
what Jeff has done in his career

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transitioning to a leadership 
role and the power of 

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accountability. 
I enjoyed my conversation with 

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Jeff discussing about the role 
of an engineering career coach 

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or mentor and also the 
engineering career polarity 

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checklist and I like the way 
Jeff explained that we A shooter

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navigate, our career Journey 
alone. 

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There are people and resources 
available out there who can help

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us make better decision, 
especially for something as 

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important as our career. 
If you also enjoyed this 

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episode, please share it with 
your friends and colleagues who 

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can also benefit from listening 
to this episode. 

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Leave a rating and review on 
your podcast app and share your 

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00:04:46,000 --> 00:04:48,900
comments or feedback about this 
episode on social media. 

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It is my ultimate mission to 
make this podcast available to 

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more people and I need your help
too. 

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But me towards fulfilling my 
mission. 

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Before we continue to the 
conversation. 

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Let's hear some words from our 
sponsor. 

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Today's episode is proudly 
sponsored by skills matter. 

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The global community and events 
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Once you receive any of those 
threats, hello everyone. 

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Welcome back to another episode 
of the technology on our podcast

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today. 
I have with me, I guess who is 

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also a host of a podcast, the 
engine nearing career coach 

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podcast, which has been around 
for more years than me today. 

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My guest is Jeff Perry. 
So he's actually the engineering

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career coach and also leadership
Coach Jeff actually came from 

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the engineering background, not 
just software engineering, also 

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mechanical, and also 
manufacturing. 

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So it's really interesting how 
you can combine all these 

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engineering later. 
Maybe you can discuss about 

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that. 
I'm actually very excited today 

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to talk about engineering Korea,
and coaching, and leadership in 

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general. 
So, hope to have this great 

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Position with you today. 
Jeff absolutely. 

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I'm excited about this, Henry. 
Thanks for having me. 

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Normally, I would start by 
asking my guests, to share his, 

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or her story may be telling us 
more about your highlights or 

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career turning points. 
Yeah, so as you know, that I've 

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kind of taken a Winding Road 
through a lot of different 

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technical disciplines and 
different things started. 

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When I was a kid, I really 
gravitated towards science and 

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math, and things like that, like
many Engineers did because there

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is like certainty. 
And a lot of the Things that I 

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was doing. 
They're always really loved 

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being right and having right 
answered from an early age, I 

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think there's ninth graders like
I'm going to be a mechanical 

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engineer, that's what I was 
going to do and so I never 

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wavered from that, I went to 
school didn't mechanical 

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engineering, it was great, then 
I got into some research during 

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my undergraduate degree and I 
was connecting some of the 

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software pieces of mechanical 
design and 3D CAD systems and 

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things like this through that 
guy connected with an automotive

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company that wanted to do more 
of that work, there was a In 

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research that we were doing and 
so ended up with a job writing 

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code, even though I'd only had 
two software courses in school. 

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Most of my stuff was on the 
mechanical and physical Hardware

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side here. 
I was writing code every day 

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when it only take a couple of 
software courses. 

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So I felt kind of like a fish 
out of water, but I really tried

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to look at that as an 
opportunity for you to learn and

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different sort of industry and 
really dive into that. 

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So I really enjoyed learning 
about software Frameworks, apis,

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agile, methodologies and more in
that world. 

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There's a lot of things that I 
learned in. 

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At perspectives when I was doing
that. 

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But I also realize that, hey, 
for me personally, writing code 

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all day, every day, wasn't what 
I wanted to do. 

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It's not where I found a lot of 
Joy. 

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So I actually had an opportunity
to go to a smaller company and 

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dive into my first leadership 
experience and they wanted me 

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because it also done some like 
entrepreneurship side projects 

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that had in mechanical and the 
software aptitude and I could 

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really bring a lot of these 
disciplines together and really 

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kind of almost became a product 
owner over a technology I trying

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to Newmarket. 
Utilizing existing Technologies 

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and find a road map for new 
technologies for the company 

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where they were doing a physical
sensor service Hardware 

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capabilities. 
We're working with electrical 

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and mechanical engineers and we 
had to manufacture these things.

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Plus the software side data 
acquisition systems and things 

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like this, in the cloud or 
on-premise, depending on how we 

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were doing that at the time. 
And so it was a lot of different

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things going on there trying to 
bring all this together. 

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So, I did that for a while. 
Then I shifted again towards 

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operations and It was more 
process-oriented using 

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technology to simplify enhance 
operations. 

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Make sure we're collecting the 
right data really take that 

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continuous Improvement 
methodology and approach and 

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different initiatives. 
So those are kind of the big 

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shifts in the corporate world 
and obviously we can talk more 

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about what I do now eventually 
got to a career Plateau. 

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Where I knew that, what I was 
doing wasn't a perfect fit for 

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me or the company anymore. 
And so had some tough 

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conversations and even got to a 
point where I said, hey if we 

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can find an I meant the really 
is a fit for me. 

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We happy to explore that with 
you, but if things stay the way 

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they are, then it's probably 
best for me to leave. 

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Like I had recognized that where
I was not really giving my best 

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work for the company and also 
wasn't great for me. 

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And so had those tough 
conversations we explored some 

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things, nothing really felt like
a great fit but I was okay if it

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was time to go and it actually 
was then, it was like, okay, 

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what's next? 
I didn't actually have anything 

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lined up for me. 
I wouldn't always recommend that

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for people, but it's what I 
needed to do. 

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So I spent a lot of time getting
Clarity and what I really wanted

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and the end kind of breath 
together this entrepreneurship 

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bug that I'd had wanting to stay
close to Technology and 

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Engineering but also over the 
course of time recognize that 

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helping people grow and 
developing people with something

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that was really important to me,
I had opportunities to do that. 

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I found, that's where I really 
lit up and found joy in my work.

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So that was kind of where I have
found. 

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My own kind of Genius Zone, put 
it all together and doing what 

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I'm doing. 
Now is a leadership and career 

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coach. 
So that's may be long and short 

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of the story for me. 
Hearing your story. 

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I can see so many transitions in
your career. 

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One of the topics that we'll be 
talking about is about career 

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00:11:00,900 --> 00:11:04,600
transitions but I think before 
we went there, one of the things

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that I also see in your career 
is that there are many facets. 

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00:11:08,000 --> 00:11:10,100
Right? 
You started from maybe doing 

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engineering, mechanical 
software, and keeps on 

220
00:11:13,200 --> 00:11:15,400
continuously, improving and 
exploring. 

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This not just fitting into one 
particular role but actually 

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moving into multiple facets and 
seeing where you can grow 

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further, although eventually it 
met the plateau. 

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But I think now you are 
entrepreneurial and you started 

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this company called more than 
engineering. 

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So tell us more. 
What is more than engineering 

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thus? 
Yeah, so more than engineering 

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is the name I put for what I do 
is leadership and career coach 

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specifically for engineers in 
technology professionals. 

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And the more than peace is this 
idea by? 

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Okay, engineering might be this 
professional identity that you 

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might have as an engineer 
technology professional. 

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But want to look at the whole 
person. 

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Who are you? 
What are you trying to become 

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Beyond just building your 
technical skills which it's 

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absolutely important. 
But what about in leadership 

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personal development? 
What do you want to do when your

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community or otherwise you want 
to give and support? 

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Like who do you want to become? 
This is really trying to take 

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this larger holistic approach to
personal development but coming 

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from, hey, I've got this broad 
range of experience in the 

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engineering and Technology 
world, but I've also now 

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developed a very wide tool belt 
of things that we can do to look

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at where you're at. 
And where do you want to get to?

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How do we make that happen? 
A lot of that is around Career 

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Development people. 
Trying to say, hey, I'm not 

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really happy with where I'm at 
right now. 

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How do I do that? 
Or I'm trying to grow in my 

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leadership approach building a 
new team trying to grow these 

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certain skills. 
How do we do that in a 

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sustainable way? 
Instead of just prescribing 

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behaviors things to do, okay? 
Try this. 

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Try this, trying to look at. 
How do we make? 

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That is actually a 
transformational experience. 

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For you. 
And so that's really the essence

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of what we're trying to do. 
One of the thing, when I went to

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your website, you have this 
career checklist, you call it 

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engineering careers checklist. 
It's very interesting to me 

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because I didn't have that 
checklist know that I thought 

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about having a checklist before 
I went into engineering. 

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So tell us more. 
Why do you have this career 

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checklist? 
And what's the purpose? 

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How does it help someone to 
decide where the engineering is 

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the career for them? 
Yeah, so I called the 

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engineering career Clarity 
checklist. 

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What this This is really 
designed for is those people who

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were at those points were saying
you know, I wonder if there's 

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more to what my career could 
look like, rather than just 

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showing up getting a paycheck, 
and going home and watching 

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Netflix or staying home and 
watching Netflix, if you're 

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working from home, because 
engineers and Technology 

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professionals have a huge amount
of Versatility. 

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I mean, I'm an example of that 
of like all the different areas 

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but done, when I've talked to so
many Engineers who have done so 

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many different things across 
different Ecology disciplines 

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across different roles. 
They played. 

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They can stay. 
They can go deep in Tech that 

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can stay bra. 
They could work priced products 

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that can work across projects, 
large programs, leading, large 

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teams, whatever that turns into.
But there are plenty of people 

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who are, like, I know something 
needs to change but I don't know

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what that actually is. 
How do I find alignment in that?

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So that I'm actually really 
enjoying? 

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Cuz I know what I want is to 
actually wake up and feel 

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excited about work. 
We're right now. 

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I'm feeling like an being 
drained. 

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And not excited about that at 
all. 

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So it career Clarity ideas like 
okay how do we find that two 

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00:14:29,500 --> 00:14:32,500
analogies are use as ways of 
thinking either clarity like a 

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Northstar like the things that 
you really want to get to that 

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kind of keeps you aligned with 
where you're going or maybe 

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another way to look at it as a 
set of filters of things like 

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what's really important to you. 
So those opportunities or 

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things, come your way, how do 
you run this through your 

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filters and see if they meet 
criteria that are right for you?

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If so let's continue to explore 
if not then. 

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00:14:54,400 --> 00:14:57,100
Waste any more time on there 
because you already identified 

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those things and most important 
to you through the number of 

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different tools within that, 
it's a checklist of activities 

300
00:15:03,000 --> 00:15:05,600
and exercises, you can use to 
really do some introspective 

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work and identify that Northstar
those set of filter that you 

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need to use, so you can get the 
clarity with where you want to 

303
00:15:11,008 --> 00:15:13,300
go. 
So some of the things that you 

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Advocate into checklist is 
finding the Y, maybe many of us,

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00:15:17,100 --> 00:15:20,000
get to work to get paycheck and 
go on with our lives. 

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I'm not sure why the all 
Engineers really have a clear 

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goal in mind. 
Before it is like the career. 

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So, tell us more about. 
Why do we need to find the 

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white? 
And what are some of the wise 

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that engineering should think 
about by becoming an engineer? 

311
00:15:35,300 --> 00:15:37,000
Yeah. 
And this could be becoming an 

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engineer or a certain type of 
engineer or engaging like in a 

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certain industry or something 
that's really important to you. 

314
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This comes from a tool that I 
use when I was in manufacturing,

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where a lot of times, there was 
a problem on the manufacturing 

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00:15:49,900 --> 00:15:53,000
line or something we need to 
dive into the root cause of it. 

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We use a tool that's pretty 
common called the 5y as the 

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diamond, the root cause analysis
and saying. 

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Okay you initially look at what 
the problem is that you think is

320
00:16:01,300 --> 00:16:03,700
the problem. 
And then you keep asking, why is

321
00:16:03,700 --> 00:16:05,200
that? 
Why is Is that you keep going 

322
00:16:05,200 --> 00:16:08,300
deeper and deeper? 
We use the same tool these five 

323
00:16:08,300 --> 00:16:10,500
wise. 
You can go more than five and 

324
00:16:10,500 --> 00:16:14,200
say, okay, what's the goal? 
You have something you want to 

325
00:16:14,200 --> 00:16:17,600
get to, but then what we're 
trying to do is unlock, what's 

326
00:16:17,600 --> 00:16:19,500
the deeper level of intrinsic 
motivation? 

327
00:16:19,500 --> 00:16:22,300
What's really the driver for 
you. 

328
00:16:22,300 --> 00:16:26,000
That's pushing you to want to 
make this goal and I've had 

329
00:16:26,000 --> 00:16:29,500
people have all sorts of 
different answers to this in the

330
00:16:29,500 --> 00:16:32,800
end from hey I really want to 
find something that's exciting 

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00:16:32,800 --> 00:16:36,700
for me in my career because I I 
watched my parents, both hate 

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00:16:36,700 --> 00:16:38,100
their careers through their 
lives. 

333
00:16:38,100 --> 00:16:41,000
And I grew up with that and I 
hated that, and I don't want 

334
00:16:41,000 --> 00:16:43,500
that to be how I end up for the 
rest of my career. 

335
00:16:43,500 --> 00:16:45,400
And so, I want to find this 
alignment. 

336
00:16:45,400 --> 00:16:48,500
That's one type of answer. 
Another person said, you know 

337
00:16:48,500 --> 00:16:51,600
what, I want to find my happy 
place in my career. 

338
00:16:51,600 --> 00:16:53,900
I don't know what that is, what 
I'm trying to figure that out. 

339
00:16:54,100 --> 00:16:57,700
Another person who is really 
passionate about sustainable 

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00:16:57,700 --> 00:17:01,200
energy and things like that. 
And so they were making the move

341
00:17:01,200 --> 00:17:04,400
from medical devices over to 
Green energy and building. 

342
00:17:04,599 --> 00:17:07,200
And things like that because 
they recognize that's an 

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00:17:07,200 --> 00:17:09,000
industry. 
That was very important to them 

344
00:17:09,000 --> 00:17:12,500
that they wanted to be actively 
involved in, are the people want

345
00:17:12,500 --> 00:17:15,700
to work on certain types of 
products or things like this or 

346
00:17:15,700 --> 00:17:18,000
other people want to get 
involved in scale or it's really

347
00:17:18,000 --> 00:17:21,400
about their opportunities for 
personal growth and different 

348
00:17:21,400 --> 00:17:23,500
opportunities are going to help 
them do that because I don't 

349
00:17:23,500 --> 00:17:25,900
want to feel stagnant. 
So it can be all sorts of 

350
00:17:25,900 --> 00:17:27,700
things. 
But the question is, like, what 

351
00:17:27,700 --> 00:17:30,500
is it for you? 
That really drives you to want 

352
00:17:30,500 --> 00:17:33,300
to get up and go and do things 
in your career? 

353
00:17:33,600 --> 00:17:37,700
And so, Finding that deeper 
level y, can be really powerful.

354
00:17:38,300 --> 00:17:40,900
They are so many things that you
mentioned, just now that people 

355
00:17:40,900 --> 00:17:43,600
look for in their jobs. 
So, I think the key here is to 

356
00:17:43,600 --> 00:17:47,300
find intrinsic motivation, how 
to align that with your career, 

357
00:17:47,300 --> 00:17:50,700
is not just some job that you 
need to do to get paycheck, but 

358
00:17:50,700 --> 00:17:53,700
to get that fulfillment as well.
Another thing that you mentioned

359
00:17:53,700 --> 00:17:57,000
in the checklist is that we need
to find our genius Zone. 

360
00:17:57,200 --> 00:17:59,000
Tell us more. 
What is this genius Zone? 

361
00:17:59,000 --> 00:18:01,100
And how do we use that? 
You have? 

362
00:18:01,100 --> 00:18:04,400
So put simply the genius. 
Iran is where you do your best. 

363
00:18:04,500 --> 00:18:05,900
Twerk. 
Okay. 

364
00:18:05,900 --> 00:18:09,100
Couple different ways to look at
this and also recognize that 

365
00:18:09,100 --> 00:18:12,100
your Genius Zone can evolve to 
as you go through different 

366
00:18:12,100 --> 00:18:14,400
experiences. 
If you would have asked me five 

367
00:18:14,400 --> 00:18:18,600
years ago about me hey can I do 
leadership and career coaching 

368
00:18:18,600 --> 00:18:20,300
for engineers? 
Like that wouldn't have been 

369
00:18:20,300 --> 00:18:23,700
that because it took me a few 
years of getting experience of 

370
00:18:23,700 --> 00:18:26,500
doing training and kind of 
internal coaching and 

371
00:18:26,500 --> 00:18:28,800
development inside of the 
company that I was at for a 

372
00:18:28,808 --> 00:18:31,300
while and kind of unlocking that
piece of me. 

373
00:18:31,400 --> 00:18:34,100
And then also having more 
experience in the technical side

374
00:18:34,100 --> 00:18:37,000
to have Broader range of things 
that allowed me to feel like, 

375
00:18:37,100 --> 00:18:40,200
hey, I had the confidence that I
can do this and I can put that 

376
00:18:40,200 --> 00:18:42,300
together. 
So that's one way to look at is 

377
00:18:42,300 --> 00:18:45,100
like these combinations of 
things that you're really good 

378
00:18:45,100 --> 00:18:47,000
at. 
So you may be good at one 

379
00:18:47,000 --> 00:18:49,700
particular type of software 
application, or product 

380
00:18:49,700 --> 00:18:52,300
development or leadership. 
You can look at those as 

381
00:18:52,300 --> 00:18:55,700
separate things, but when you 
combine them the combination, 

382
00:18:55,700 --> 00:18:58,500
then create something that's 
quite unique and different 

383
00:18:58,600 --> 00:19:02,100
because you have certain 
insights into financial 

384
00:19:02,100 --> 00:19:04,600
institutions, if you're in 
fintech or something like like 

385
00:19:04,600 --> 00:19:06,700
that or other types of 
Industries. 

386
00:19:06,800 --> 00:19:10,200
And so, it's industry, its 
passions its skills. 

387
00:19:10,400 --> 00:19:13,700
When you combine them, do you 
have a unique value that you can

388
00:19:13,700 --> 00:19:17,000
bring where you can really 
deliver exceptional work where 

389
00:19:17,000 --> 00:19:19,500
you can do your best work. 
So that's one way to look at 

390
00:19:19,500 --> 00:19:22,000
genius Zone. 
Another way is to look at it 

391
00:19:22,000 --> 00:19:24,100
like okay. 
When do you feel like you kind 

392
00:19:24,100 --> 00:19:26,300
of get in the zone or in a state
of flow? 

393
00:19:26,300 --> 00:19:29,100
If people are familiar with 
this, the idea of flow comes 

394
00:19:29,100 --> 00:19:30,500
from a researcher by the name of
Me. 

395
00:19:30,500 --> 00:19:34,200
Hide csikszentmihalyi, I think 
he passed away a few months ago.

396
00:19:34,600 --> 00:19:37,800
Been quoted extensively on 
industry, search and flow. 

397
00:19:37,800 --> 00:19:41,400
And it's like this combination 
of Challenge and the skills that

398
00:19:41,400 --> 00:19:44,000
you bring to the table, you can 
kind of get in the Flow State. 

399
00:19:44,100 --> 00:19:46,600
But what is that for you? 
It's almost that time or those 

400
00:19:46,600 --> 00:19:49,600
experiences are those things you
work on your hardly feel time 

401
00:19:49,600 --> 00:19:51,900
passing? 
But you're just really in that 

402
00:19:51,900 --> 00:19:55,500
zone because you're excited 
about things and what is it that

403
00:19:55,500 --> 00:19:58,700
you're doing that? 
Unlocks that for you can we find

404
00:19:58,700 --> 00:20:01,800
ways to do more of that because 
that's something that you've got

405
00:20:01,800 --> 00:20:05,300
some natural inclinations but 
also Oh some skills that you've 

406
00:20:05,300 --> 00:20:09,300
developed that really allow you 
to do some amazing work. 

407
00:20:09,300 --> 00:20:12,000
When you're in that space, how 
can we do more of that so you 

408
00:20:12,008 --> 00:20:15,400
can really deliver your best 
value so we can identify that. 

409
00:20:15,400 --> 00:20:19,700
Then maybe we can find a role or
an opportunity that can align 

410
00:20:19,700 --> 00:20:22,000
and give you more opportunities 
to do your best work in that 

411
00:20:22,000 --> 00:20:24,300
way. 
So I find that these two 

412
00:20:24,300 --> 00:20:27,100
questions, really really 
important especially as you go 

413
00:20:27,100 --> 00:20:30,000
along your career, right? 
Maybe 5-10 years it's not like 

414
00:20:30,000 --> 00:20:32,400
in the beginning. 
I think these two questions can 

415
00:20:32,400 --> 00:20:34,400
help people who will feel stuck 
or feel. 

416
00:20:34,600 --> 00:20:37,400
The motivated or didn't get the 
sense of fulfillment. 

417
00:20:37,400 --> 00:20:40,600
Also, people who want to explore
new areas of growth. 

418
00:20:40,700 --> 00:20:43,600
It could be new role, new 
career, new industry and all 

419
00:20:43,600 --> 00:20:46,700
that you seem to have lots of 
experience at doing career, 

420
00:20:46,700 --> 00:20:49,000
transitions part of this 
exercise. 

421
00:20:49,000 --> 00:20:51,600
I believe that people will make 
career Transitions and jumps 

422
00:20:51,600 --> 00:20:55,100
into different areas which they 
may have not explored before but

423
00:20:55,100 --> 00:20:56,600
this is something that they are 
good at. 

424
00:20:56,700 --> 00:20:59,300
So tell us more. 
How can we make this more 

425
00:20:59,300 --> 00:21:02,600
intentional career transition 
maybe after you do this 

426
00:21:02,600 --> 00:21:04,300
exercise, how do you navigate 
that? 

427
00:21:04,500 --> 00:21:05,500
At. 
Yeah. 

428
00:21:05,500 --> 00:21:08,500
So that's a perfect question and
you said the right word that's 

429
00:21:08,500 --> 00:21:10,800
really important. 
To me is like being intentional 

430
00:21:10,900 --> 00:21:12,000
Baptists. 
Okay. 

431
00:21:12,300 --> 00:21:15,000
Because I talk to so many people
and they're like hey I know I 

432
00:21:15,000 --> 00:21:19,900
want to make a move or something
but usually initially or often 

433
00:21:19,900 --> 00:21:23,200
initially what they're motivated
by I don't like what I'm doing 

434
00:21:23,600 --> 00:21:27,300
and so we're just trying to move
away from where they're at right

435
00:21:27,300 --> 00:21:29,300
now because they know what 
they're doing right now is in 

436
00:21:29,300 --> 00:21:31,200
great. 
What we want to do is not just 

437
00:21:31,200 --> 00:21:37,100
find a new opportunity or job or
But the right opportunity in 

438
00:21:37,100 --> 00:21:40,400
situation for them, it's about 
being proactive. 

439
00:21:40,400 --> 00:21:44,000
Not reactive, like, saying, I 
want to identify what I want, 

440
00:21:44,000 --> 00:21:47,600
what's important to me, and then
I want to go through a strategic

441
00:21:47,600 --> 00:21:50,600
process to go find it and make 
that a reality. 

442
00:21:50,600 --> 00:21:54,200
So it's about moving towards 
what you want to do and become 

443
00:21:54,200 --> 00:21:56,500
rather than moving away from 
something, you don't want. 

444
00:21:56,600 --> 00:21:59,200
That's just a much more powerful
way of going about. 

445
00:21:59,200 --> 00:22:01,700
Any changes that you're trying 
to make in your life is thinking

446
00:22:01,700 --> 00:22:04,200
about a positively framed 
approach to Audi. 

447
00:22:04,500 --> 00:22:06,800
You move towards what's 
important what you want rather 

448
00:22:06,800 --> 00:22:09,100
than moving away from something 
that you don't. 

449
00:22:09,200 --> 00:22:11,700
So I've designed a whole 
approach in program to this 

450
00:22:11,700 --> 00:22:13,800
called the engineering career 
accelerator, that's really 

451
00:22:13,800 --> 00:22:17,100
designed to help Engineers move 
through this intentional career 

452
00:22:17,100 --> 00:22:20,700
transition and get into that 
right opportunity and situation.

453
00:22:20,900 --> 00:22:22,500
It's been my pleasure to help a 
lot of people. 

454
00:22:22,500 --> 00:22:25,100
And I get that opportunity to 
kind of have that front row seat

455
00:22:25,100 --> 00:22:28,400
to working with people through 
this process and helping them 

456
00:22:28,400 --> 00:22:31,700
grow to get where they want. 
But also again, we Trend Design 

457
00:22:31,700 --> 00:22:34,400
This in a way that trying to be 
a transformational experience. 

458
00:22:34,500 --> 00:22:37,800
we're not just successful in 
landing the opportunity but they

459
00:22:37,800 --> 00:22:40,300
see that there's benefits and 
changes they've made that are 

460
00:22:40,300 --> 00:22:42,500
going to help them as they 
continue forward throughout 

461
00:22:42,500 --> 00:22:46,100
their career and actually what 
it's designed to do, So again 

462
00:22:46,100 --> 00:22:49,000
you emphasize the key word 
intentional or deliberate here. 

463
00:22:49,100 --> 00:22:52,100
It really struck me when you 
said that many people want to 

464
00:22:52,100 --> 00:22:54,700
make career transitions because 
they just think they don't want 

465
00:22:54,700 --> 00:22:57,500
to do whatever they're doing 
now, it's more about moving away

466
00:22:57,500 --> 00:23:00,800
or running away from their 
situation but towards where 

467
00:23:00,800 --> 00:23:03,200
maybe they are not sure about. 
So this is something that 

468
00:23:03,200 --> 00:23:06,200
probably is critical, right? 
When I hear about great 

469
00:23:06,200 --> 00:23:08,800
resignation, or maybe during 
pandemic, people are not 

470
00:23:08,800 --> 00:23:10,700
fulfilled or suffering with 
their career. 

471
00:23:11,000 --> 00:23:14,500
So maybe this is also partly why
that many people are resigning. 

472
00:23:14,800 --> 00:23:17,000
I don't know whether In your 
coaching or maybe in your 

473
00:23:17,000 --> 00:23:20,000
training session, you have this 
study case about great 

474
00:23:20,000 --> 00:23:22,700
recognition, is there some kind 
of things that you want to give 

475
00:23:22,700 --> 00:23:25,800
insights where the people are 
making the right transitions 

476
00:23:25,800 --> 00:23:29,100
during this time or actually 
still the same kind of problem? 

477
00:23:29,700 --> 00:23:33,200
Yeah so I mean we've gotten the 
whole gamut throughout the 

478
00:23:33,200 --> 00:23:37,600
pandemic and the great 
resignation experience from. 

479
00:23:37,600 --> 00:23:41,200
Hey there's layoffs upon 
layoffs, across the world 

480
00:23:41,200 --> 00:23:45,100
because the pandemic to now 
we're in a place where 

481
00:23:45,400 --> 00:23:48,300
Employment really low and it's 
really hard for companies to 

482
00:23:48,300 --> 00:23:50,300
find. 
People are trying to grow like 

483
00:23:50,300 --> 00:23:53,500
crazy and maybe there's some 
long tail effects of that of 

484
00:23:53,500 --> 00:23:56,600
some people who left the 
workforce for a longer period of

485
00:23:56,600 --> 00:23:59,300
time and are coming back. 
I think we're still trying to 

486
00:23:59,300 --> 00:24:02,400
sit through some of the data 
around that but there was some 

487
00:24:02,400 --> 00:24:04,800
significant data around like 20 
21. 

488
00:24:04,800 --> 00:24:06,900
So we were already through kind 
of the first year of the 

489
00:24:06,900 --> 00:24:10,500
pandemic in the US. 
There was the highest quick rate

490
00:24:10,500 --> 00:24:13,800
that we've had in decades, that 
was significant. 

491
00:24:13,800 --> 00:24:16,100
I think there's just a lot of 
people Going through that 

492
00:24:16,108 --> 00:24:18,500
process and kind of stepping 
back and trying to figure out. 

493
00:24:18,500 --> 00:24:22,200
Okay, what do I really want? 
So some of that people actually 

494
00:24:22,200 --> 00:24:24,700
have that time to be 
introspective because I couldn't

495
00:24:24,700 --> 00:24:27,400
leave their moments for one 
reason or another or some people

496
00:24:27,400 --> 00:24:31,000
got forced into looking for 
something else because I got 

497
00:24:31,000 --> 00:24:34,100
laid off and others. 
Especially in particular in the 

498
00:24:34,100 --> 00:24:37,700
software space found that 
because they were more primed 

499
00:24:37,700 --> 00:24:39,600
for the remote work 
opportunities. 

500
00:24:39,600 --> 00:24:43,300
And there were a greater need to
want to do more Automation and 

501
00:24:43,300 --> 00:24:45,400
software pieces. 
There were a lot of Of 

502
00:24:45,408 --> 00:24:48,500
opportunities in front of them. 
There's been a lot of wage 

503
00:24:48,500 --> 00:24:51,000
expansion and compression and 
things like that. 

504
00:24:51,100 --> 00:24:53,700
People like hey I can get a 
significant raise if I make a 

505
00:24:53,708 --> 00:24:55,200
move. 
Well, I'm going to do that. 

506
00:24:55,400 --> 00:24:58,900
So sometimes they're chasing the
money, sometimes they actually 

507
00:24:58,900 --> 00:25:01,100
did some of that intentional 
work to try and figure out 

508
00:25:01,100 --> 00:25:04,500
what's really right for them in 
the conversations of I had. 

509
00:25:04,500 --> 00:25:07,300
And I've talked to hundreds of 
people one-on-one, is that I 

510
00:25:07,308 --> 00:25:11,300
find that those who were driven 
by fear, through the process, or

511
00:25:11,300 --> 00:25:14,200
after the ones that kind of lost
out on opportunities, it didn't 

512
00:25:14,200 --> 00:25:16,900
really make progress. 
But those who are driven by 

513
00:25:16,900 --> 00:25:21,300
opportunity and what's possible 
and looked for, how can I make 

514
00:25:21,300 --> 00:25:24,400
the most of the situation? 
Those are the ones who found the

515
00:25:24,400 --> 00:25:27,400
opportunities and were able to 
continue to grow and grass 

516
00:25:27,400 --> 00:25:30,700
instead of taking a break and 
staying stagnant, or maybe 

517
00:25:30,700 --> 00:25:32,800
losing ground during the last 
couple of years. 

518
00:25:33,500 --> 00:25:37,000
So currently you are a coach at 
least in my part of the world. 

519
00:25:37,000 --> 00:25:40,100
It's not common to have an 
engineering coach, engineering 

520
00:25:40,100 --> 00:25:42,900
career coach particularly. 
So tell us more. 

521
00:25:43,000 --> 00:25:45,200
Why should engineer think about 
having a coach? 

522
00:25:45,500 --> 00:25:48,800
And how does it differ between 
Mendes and Coach? 

523
00:25:48,800 --> 00:25:52,000
Because these two terms always 
use sometimes interchangeably, 

524
00:25:52,200 --> 00:25:55,600
but maybe you can give us 
Clarity why an engineer should 

525
00:25:55,600 --> 00:25:58,300
look for career coach. 
Yeah, sure. 

526
00:25:58,300 --> 00:26:01,100
I mean, Engineers are notorious 
for being problem, solvers, 

527
00:26:01,100 --> 00:26:02,800
right? 
And figuring things out. 

528
00:26:02,900 --> 00:26:05,800
That's one of the things that 
Engineers do best there aren't 

529
00:26:05,800 --> 00:26:08,700
all that many of us who are 
coaches specifically for 

530
00:26:08,700 --> 00:26:11,700
engineers, but there are few and
because I'm in the industry, I 

531
00:26:11,700 --> 00:26:14,000
know a number of them, but think
about this. 

532
00:26:14,000 --> 00:26:17,600
I'm just a huge proponent Moment
and believer that when we're 

533
00:26:17,600 --> 00:26:20,400
trying to make changes in our 
lives, we shouldn't change alone

534
00:26:20,600 --> 00:26:24,200
and try and do that alone. 
We need people in our life to 

535
00:26:24,200 --> 00:26:26,300
support us and help us through 
that process. 

536
00:26:26,700 --> 00:26:31,000
What a mentor or coach can do, 
is really provide that outside 

537
00:26:31,000 --> 00:26:34,100
perspective, maybe? 
See things in you and work. 

538
00:26:34,100 --> 00:26:36,200
The problems you're going 
through and the opportunities 

539
00:26:36,200 --> 00:26:39,300
that are in front of you that 
you might not be able to see 

540
00:26:39,300 --> 00:26:43,200
because we all have blind spots 
whether we like to believe it or

541
00:26:43,200 --> 00:26:46,300
not, we do. 
And so we, We need that help 

542
00:26:46,400 --> 00:26:49,500
mentors and coaches can also 
help expand your network and 

543
00:26:49,508 --> 00:26:53,000
give you access to insights. 
And people that you might not 

544
00:26:53,000 --> 00:26:57,000
otherwise be able to connect to 
and also just a big opportunity 

545
00:26:57,000 --> 00:27:00,800
to give you Frameworks 
activities may be a community to

546
00:27:00,800 --> 00:27:04,400
be involved in one of the most 
powerful things is the power of 

547
00:27:04,400 --> 00:27:07,000
accountability. 
You can have that you are 

548
00:27:07,100 --> 00:27:10,900
invested in yourself and have 
someone who is invested in you 

549
00:27:11,100 --> 00:27:14,200
trying to help you move through 
this process because you have 

550
00:27:14,200 --> 00:27:16,800
maybe regular meeting. 
Send situations and things are 

551
00:27:16,800 --> 00:27:19,100
trying to report on. 
Then you've got this extra 

552
00:27:19,100 --> 00:27:20,900
motivation, I've got something I
gotta deliver. 

553
00:27:21,200 --> 00:27:23,300
So there's a lot of benefits. 
A lot of that when we think 

554
00:27:23,300 --> 00:27:26,600
about the difference between a 
mentor and a coach, maybe the 

555
00:27:26,600 --> 00:27:30,600
separations mentors often, kind 
of someone who would volunteer 

556
00:27:30,600 --> 00:27:32,700
to help you. 
Maybe it's someone in your 

557
00:27:32,700 --> 00:27:37,300
workplace often workplace as 
well have mentoring programs and

558
00:27:37,300 --> 00:27:39,300
things that you can get 
connected to, or you can just 

559
00:27:39,300 --> 00:27:41,700
find someone you want to connect
to ask questions and I 

560
00:27:41,708 --> 00:27:45,200
semi-regular basis or maybe 
someone in another community. 

561
00:27:45,300 --> 00:27:48,100
Eating you can connect with but 
they just kind of help and you 

562
00:27:48,100 --> 00:27:51,000
connect with them. 
It's often informal, it can be 

563
00:27:51,000 --> 00:27:52,700
formal. 
It kind of depends on how you 

564
00:27:52,700 --> 00:27:55,800
set that relationship going to 
coaches often. 

565
00:27:55,800 --> 00:27:59,700
Paid something that you would 
invest in their also uniquely 

566
00:27:59,700 --> 00:28:02,700
invested, then in your success 
because they went when you win, 

567
00:28:02,900 --> 00:28:05,500
it's how they're set up. 
So it's often a third party 

568
00:28:05,500 --> 00:28:09,000
person outside the perspective 
of where you're at in your 

569
00:28:09,000 --> 00:28:13,500
company and so they don't have 
any other agenda to keep you in 

570
00:28:13,500 --> 00:28:18,000
your company or get you out. 
Or whatever other than you being

571
00:28:18,000 --> 00:28:19,900
successful. 
And what's most important to 

572
00:28:19,900 --> 00:28:24,000
you, then investment in you 
through that process can be 

573
00:28:24,000 --> 00:28:26,800
really. 
Again, transformational coaches.

574
00:28:26,800 --> 00:28:29,900
Also, bring often a more 
intentional framework and are 

575
00:28:29,900 --> 00:28:33,100
more proactive in your 
experience rather than mentors, 

576
00:28:33,200 --> 00:28:35,700
they'll often show up in. 
Like, okay, what questions do 

577
00:28:35,700 --> 00:28:38,100
you have for me? 
And they can be fabulous and 

578
00:28:38,100 --> 00:28:41,600
wonderful, but a coach is more 
like really bringing something 

579
00:28:41,600 --> 00:28:46,300
to the experience more often 
than a mentor would So, you 

580
00:28:46,300 --> 00:28:49,500
mention technique, which I find 
really interesting and also 

581
00:28:49,500 --> 00:28:52,000
powerful this power of 
accountability. 

582
00:28:52,300 --> 00:28:54,800
Again, I'm not sure, but I can 
just look from my personal 

583
00:28:54,800 --> 00:28:56,700
experience. 
Sometimes I don't do this 

584
00:28:56,700 --> 00:29:00,400
accountability for my career, so
things could be just thinking in

585
00:29:00,400 --> 00:29:04,200
our head or just Consulting with
our family members, but the 

586
00:29:04,200 --> 00:29:07,900
accountability I think is a very
unique angle that people can 

587
00:29:07,900 --> 00:29:10,200
explore. 
Tell us more about, how can we 

588
00:29:10,200 --> 00:29:12,600
find an accountability partner. 
So maybe some kind of 

589
00:29:12,600 --> 00:29:15,100
accountability framework for us 
to navigate our career. 

590
00:29:15,600 --> 00:29:17,300
How does this work? 
And maybe you can give us 

591
00:29:17,300 --> 00:29:19,800
examples. 
How can this accountability help

592
00:29:19,800 --> 00:29:22,500
someone to navigate and make 
career transitions? 

593
00:29:23,000 --> 00:29:26,000
Yeah, so we can use 
accountability in any area of 

594
00:29:26,008 --> 00:29:28,500
your life to put some data to 
it. 

595
00:29:28,600 --> 00:29:30,800
I think the association for 
standards and training 

596
00:29:30,800 --> 00:29:33,800
development. 
Astd did a study on the power of

597
00:29:33,800 --> 00:29:37,000
accountability from someone 
who's got a goal that they want 

598
00:29:37,000 --> 00:29:39,600
to accomplish. 
You just have the idea of a goal

599
00:29:39,600 --> 00:29:41,800
is about a 10% chance. 
You're going to do it if you 

600
00:29:41,800 --> 00:29:45,000
like write it down, it increases
like 25% movie. 

601
00:29:45,200 --> 00:29:48,000
Until someone it gets up to, 
like, 50 percent. 

602
00:29:48,000 --> 00:29:50,700
But if you get to the point 
where you have someone who 

603
00:29:50,700 --> 00:29:54,200
you're accountable to that, you 
have a specific date set up to 

604
00:29:54,200 --> 00:29:57,300
be accountable and delivered to 
them on a specific day. 

605
00:29:57,500 --> 00:30:01,100
It's like 95% of the time you're
going to deliver on that. 

606
00:30:01,100 --> 00:30:03,600
So we go from 10% of. 
I have an idea of something I 

607
00:30:03,608 --> 00:30:06,200
want to do to you. 
I'm accountable to someone, I've

608
00:30:06,200 --> 00:30:08,800
got a specific date tied to that
deliverable. 

609
00:30:09,100 --> 00:30:12,300
So from 10 percent to 95 
percent, you get a frame that so

610
00:30:12,300 --> 00:30:15,100
that's just provide a data 
perspective that shows. 

611
00:30:15,300 --> 00:30:18,700
Real power in the power of 
accountability, you can find 

612
00:30:18,700 --> 00:30:21,300
people in your life. 
I mean, these can be partners 

613
00:30:21,300 --> 00:30:25,800
spouses friends, mentors in 
personal community and your 

614
00:30:25,800 --> 00:30:28,800
family or other things. 
Just again, like this idea of 

615
00:30:28,800 --> 00:30:32,300
not making changes alone, brings
a little bit accountability. 

616
00:30:32,300 --> 00:30:34,600
You've been sharing with someone
that you're trying to do this 

617
00:30:34,600 --> 00:30:36,000
rather than holding onto 
yourself. 

618
00:30:36,100 --> 00:30:37,900
Yeah, it feels a little 
vulnerable, but that can 

619
00:30:37,900 --> 00:30:40,700
actually sometimes light a fire 
and you to, it actually takes an

620
00:30:40,700 --> 00:30:43,900
action but then taking that next
level to maybe invest in 

621
00:30:43,900 --> 00:30:47,100
yourself, get some Specific help
in a coach or something that 

622
00:30:47,100 --> 00:30:49,700
could be next level because 
they're going to be helping you 

623
00:30:49,700 --> 00:30:53,300
in different way. 
Anyway, this accountability area

624
00:30:53,300 --> 00:30:57,000
or principal and just be so 
powerful to say, I want to do 

625
00:30:57,000 --> 00:30:59,900
something, but instead of just 
thinking about it, actually 

626
00:30:59,900 --> 00:31:02,700
going to do something about 
this, share this with other 

627
00:31:02,700 --> 00:31:05,800
people and ask for help. 
You'd be surprised how many 

628
00:31:05,800 --> 00:31:07,700
people are actually willing to 
help and support you through 

629
00:31:07,700 --> 00:31:09,700
that process and many different 
ways. 

630
00:31:09,900 --> 00:31:12,900
It can get some people who are 
willing to do little check-ins 

631
00:31:12,900 --> 00:31:15,100
and things like that with you, 
if that's what you want. 

632
00:31:15,400 --> 00:31:17,900
Because sometimes, especially if
you get a full-time job and 

633
00:31:17,900 --> 00:31:20,200
other responsibilities, now, 
you're trying to be something 

634
00:31:20,200 --> 00:31:23,300
else would be hard to put in 
that time in that effort because

635
00:31:23,300 --> 00:31:25,500
we're tired and got a lot of 
other things on our plate. 

636
00:31:25,600 --> 00:31:28,000
But when we have other people 
supporting us and holding us 

637
00:31:28,000 --> 00:31:31,600
accountable, or we feel 
accountable to and then that can

638
00:31:31,600 --> 00:31:33,700
keep the fire going and 
controlling their. 

639
00:31:34,600 --> 00:31:37,100
So some people also find gave me
a vacation as part of 

640
00:31:37,100 --> 00:31:39,800
accountability. 
So maybe use tools to do habits 

641
00:31:39,800 --> 00:31:43,100
streak and also some people put 
some more Stakes like, put 

642
00:31:43,100 --> 00:31:45,100
money. 
So, yeah, I didn't do. 

643
00:31:45,200 --> 00:31:48,300
Exile, put some money for you. 
So I think that kind of like 

644
00:31:48,300 --> 00:31:52,200
also works as a accountability 
technique, I've got a friend 

645
00:31:52,200 --> 00:31:55,600
who's wanting to write a book. 
And so if he doesn't get that 

646
00:31:55,600 --> 00:31:58,700
book manuscript submitted by 
certain time this year, then he 

647
00:31:58,700 --> 00:32:01,600
owes me 500 bucks. 
I think it's gonna light a fire 

648
00:32:01,600 --> 00:32:03,200
for him. 
So just a funny way that works 

649
00:32:03,200 --> 00:32:06,400
for him that negative pressure 
doesn't work for everyone but 

650
00:32:06,400 --> 00:32:08,800
that's something that's really 
pushing him array. 

651
00:32:08,800 --> 00:32:10,800
Lemond, that whenever we talk 
almost every week. 

652
00:32:11,100 --> 00:32:13,500
So, whatever works for you, 
that's what you're trying to 

653
00:32:13,500 --> 00:32:15,400
find. 
So, one of the major Get 

654
00:32:15,400 --> 00:32:19,300
transition for engineers is to 
actually navigate between 

655
00:32:19,300 --> 00:32:23,000
individual contributor and to 
leadership or management in your

656
00:32:23,000 --> 00:32:25,900
career, you also mentioned that 
you have navigated that process 

657
00:32:26,000 --> 00:32:28,800
as part of your career coaching,
or I think your training in 

658
00:32:28,800 --> 00:32:31,500
general. 
Is also a leadership aspect, so 

659
00:32:31,500 --> 00:32:33,800
tell us more. 
How can someone have this 

660
00:32:33,800 --> 00:32:37,100
mindset transition between 
individual contributor to more 

661
00:32:37,100 --> 00:32:41,400
leadership or management role? 
Here is a critical transition 

662
00:32:41,400 --> 00:32:45,300
for a lot of people if it's the 
right thing for them and if It's

663
00:32:45,300 --> 00:32:48,600
the right time so we need to 
recognize the ships. 

664
00:32:48,600 --> 00:32:52,000
It's taking place here is an 
individual contributor. 

665
00:32:52,000 --> 00:32:55,700
Your best value and your 
expectations completely 

666
00:32:55,700 --> 00:32:59,300
surrounding around that the 
technology progress that you 

667
00:32:59,300 --> 00:33:01,400
deliver. 
Whether that's you know, the 

668
00:33:01,400 --> 00:33:04,000
code that you're writing, the 
product that you're working on 

669
00:33:04,100 --> 00:33:07,000
and thing that you're developing
or designing, whatever that 

670
00:33:07,000 --> 00:33:08,500
looks like. 
It's about. 

671
00:33:08,500 --> 00:33:10,800
What are you delivering in that 
way? 

672
00:33:11,200 --> 00:33:14,400
When you make that shift to 
leadership and management, 

673
00:33:14,400 --> 00:33:18,200
that's Where your focus is 
anymore is in, you delivering 

674
00:33:18,200 --> 00:33:22,500
the technology, its you enabling
your team to do that, and that's

675
00:33:22,500 --> 00:33:25,200
a shift. 
And it's really hard for many 

676
00:33:25,200 --> 00:33:30,000
people to let go of that direct 
ownership of this, is the code 

677
00:33:30,000 --> 00:33:32,300
that I wrote and I own. 
And I know it. 

678
00:33:32,300 --> 00:33:34,700
A lot of times, you're kind of 
having to give up your baby, you

679
00:33:34,700 --> 00:33:37,400
were working on it for a long 
time, especially if you like 

680
00:33:37,400 --> 00:33:40,200
staying on the same team and 
then becoming the leader, that's

681
00:33:40,200 --> 00:33:43,100
really difficult or even if 
you're shifting things, you just

682
00:33:43,100 --> 00:33:45,000
have to completely let that go 
and hand that off. 

683
00:33:45,200 --> 00:33:48,100
But that impulse to, I don't 
know. 

684
00:33:48,108 --> 00:33:49,800
Exactly. 
So I'm going to go in and solve 

685
00:33:49,800 --> 00:33:54,100
that problem for them. 
It's not enabling them both to 

686
00:33:54,100 --> 00:33:56,500
make the best decision in the 
moment. 

687
00:33:56,500 --> 00:34:00,600
But also to enable them to grow 
and that doesn't mean that you 

688
00:34:00,600 --> 00:34:02,900
shouldn't bring in your 
technology insights. 

689
00:34:02,900 --> 00:34:07,800
Just means that you need to step
away recognize that your shift 

690
00:34:07,800 --> 00:34:10,800
from you're not going to be 
writing code or diving into the 

691
00:34:10,800 --> 00:34:14,400
details of everything on the 
technology side and there are so

692
00:34:14,400 --> 00:34:17,500
many challenges. 
Just two people letting go of 

693
00:34:17,500 --> 00:34:21,400
this idea and really delegating,
hey, if I don't do this it's not

694
00:34:21,400 --> 00:34:26,000
going to be done or fear of 
quality going down, or if I 

695
00:34:26,000 --> 00:34:28,300
don't do this it'll take longer 
than any train. 

696
00:34:28,300 --> 00:34:31,500
People has all sorts of things 
but that's really what the shift

697
00:34:31,500 --> 00:34:34,500
is about and really taking the 
personal approach to how can I 

698
00:34:34,500 --> 00:34:37,600
enable them. 
But also help them grow to 

699
00:34:37,600 --> 00:34:40,300
become the people and the 
professionals that they want to 

700
00:34:40,308 --> 00:34:43,199
become. 
And how do I align their goals 

701
00:34:43,199 --> 00:34:46,800
with the company needs? 
And I work across these various 

702
00:34:46,800 --> 00:34:49,400
things and so just deeper level 
of understanding. 

703
00:34:49,600 --> 00:34:53,199
People really need to understand
processes and understand higher 

704
00:34:53,199 --> 00:34:56,699
level areas of how different 
pieces of Technologies fit 

705
00:34:56,699 --> 00:34:59,100
together and eventually 
delivered to the whatever the 

706
00:34:59,100 --> 00:35:01,400
final product or services in 
that way. 

707
00:35:01,400 --> 00:35:04,600
And so it's a big shift because 
usually is individual 

708
00:35:04,600 --> 00:35:07,100
contributor, you're being 
delivered your tasks and maybe 

709
00:35:07,200 --> 00:35:09,400
you have influenced their as 
your planning and things like 

710
00:35:09,400 --> 00:35:11,000
that. 
What that looks like and moving 

711
00:35:11,000 --> 00:35:12,900
through. 
But then something is a leader. 

712
00:35:12,900 --> 00:35:17,100
You're identifying those and 
Across multiple people and 

713
00:35:17,100 --> 00:35:20,200
working across functions. 
Usually it's a big shift but 

714
00:35:20,200 --> 00:35:21,900
it's an important one for people
to get, right? 

715
00:35:21,900 --> 00:35:24,500
So again, it's a change to make 
sure you have at least some 

716
00:35:24,500 --> 00:35:26,300
mentors to help you through that
process. 

717
00:35:26,400 --> 00:35:28,700
So you don't have to squat or 
too much because there are a lot

718
00:35:28,700 --> 00:35:30,700
of lessons learned. 
There's gonna be a lot of 

719
00:35:30,707 --> 00:35:33,900
frustrations, there's imposter 
syndrome, there's fear and 

720
00:35:33,900 --> 00:35:35,900
uncertainty there. 
You want to make sure you have 

721
00:35:35,900 --> 00:35:37,900
some help. 
As you move through that, you 

722
00:35:37,900 --> 00:35:40,000
mentioned that it's very 
critical to have Mendes. 

723
00:35:40,200 --> 00:35:42,800
So when I look back to my 
career, when I made this 

724
00:35:42,800 --> 00:35:45,700
transition, I didn't have meant 
oppa say so It's more like 

725
00:35:45,700 --> 00:35:49,000
winging it maybe maybe reading 
books or consuming whatever 

726
00:35:49,000 --> 00:35:51,500
resources that you could find. 
But I think having that meant 

727
00:35:51,500 --> 00:35:54,400
that could really help 
accelerate that process, right? 

728
00:35:54,400 --> 00:35:57,700
So that you are not stopped in 
the loop of fear or impostor 

729
00:35:57,700 --> 00:36:00,200
syndrome, like you mentioned, or
maybe sometimes your school as 

730
00:36:00,200 --> 00:36:02,400
what should I do. 
Because you're dealing with a 

731
00:36:02,400 --> 00:36:05,000
totally different kind of a 
challenge altogether. 

732
00:36:05,200 --> 00:36:08,800
And letting go is one part that 
I think many people who will 

733
00:36:08,800 --> 00:36:12,000
transition from Individual 
contributor to managers suffers 

734
00:36:12,000 --> 00:36:14,200
a lot. 
So maybe is there any specific 

735
00:36:14,200 --> 00:36:16,100
technique how can? 
Be embraced. 

736
00:36:16,100 --> 00:36:18,800
This letting go. 
How can individual contributor 

737
00:36:18,800 --> 00:36:21,600
start shifting their mind 
towards more enabling growing 

738
00:36:21,600 --> 00:36:23,700
people. 
Improving process, and things 

739
00:36:23,700 --> 00:36:25,900
like that. 
Yeah, it's a great question. 

740
00:36:25,900 --> 00:36:29,500
So, this is the foundation of a 
lot of shifts that I try and 

741
00:36:29,500 --> 00:36:33,000
Coach people through as 
identifying like, Okay this not 

742
00:36:33,000 --> 00:36:35,200
just the prescription of 
techniques that we want to give 

743
00:36:35,200 --> 00:36:38,100
you like okay. 
Take these actions but for you 

744
00:36:38,100 --> 00:36:40,400
you need to First identify. 
What are the mindsets are 

745
00:36:40,408 --> 00:36:42,200
beliefs that you're hanging 
onto. 

746
00:36:42,400 --> 00:36:44,700
It's almost like an anchor 
that's kind of weighing you 

747
00:36:44,700 --> 00:36:45,400
down. 
Down. 

748
00:36:45,500 --> 00:36:48,600
We need to identify that first 
from the belief, or mindset side

749
00:36:48,600 --> 00:36:52,100
of things, and then we can move 
through processes. 

750
00:36:52,300 --> 00:36:55,500
There's a really great process 
that I love from a book that's 

751
00:36:55,500 --> 00:36:59,400
called immunity to change by a 
couple of Harvard psychologists.

752
00:36:59,600 --> 00:37:02,500
And I love the framework in here
because it's a process that 

753
00:37:02,500 --> 00:37:05,100
Engineers can really understand.
Okay, we're identifying a 

754
00:37:05,100 --> 00:37:07,100
change. 
We move through essentially 

755
00:37:07,100 --> 00:37:10,000
experiments and tests to 
identify, okay? 

756
00:37:10,000 --> 00:37:14,000
Here's a level of belief that is
driving my behavior while I need

757
00:37:14,000 --> 00:37:17,500
to identify and Through some 
experiments and collect data to 

758
00:37:17,500 --> 00:37:21,200
challenge these beliefs, if I 
can move through that process 

759
00:37:21,200 --> 00:37:25,400
and suddenly the power that 
belief and mindset has on me 

760
00:37:25,400 --> 00:37:28,900
starts to diminish because the 
experiences I'm having, aren't 

761
00:37:28,900 --> 00:37:31,200
telling me that what I thought 
was true isn't actually true. 

762
00:37:31,700 --> 00:37:35,300
It diminishes that and suddenly 
were Shifting the mindset that 

763
00:37:35,300 --> 00:37:39,200
driving a new set of behaviors 
that were trying to have because

764
00:37:39,200 --> 00:37:44,400
the end goal the behavior shift,
it's pretty easy to outline what

765
00:37:44,400 --> 00:37:47,000
that looks like. 
Like in terms of delegate trash,

766
00:37:47,100 --> 00:37:50,700
don't micromanage all that sort 
of stuff, not that hard to 

767
00:37:50,700 --> 00:37:54,600
identify, but how I as an 
individual moves through that 

768
00:37:54,600 --> 00:37:57,700
process, as can be different. 
Because I may be different 

769
00:37:57,700 --> 00:37:59,800
things that I'm struggling with 
to let go. 

770
00:37:59,900 --> 00:38:03,100
Then you would or someone else. 
The truly identifying that 

771
00:38:03,100 --> 00:38:06,200
deeper level minds and belief 
that this whole he's back, 

772
00:38:06,500 --> 00:38:09,100
there's this process between go 
to the book or surely reach out 

773
00:38:09,100 --> 00:38:11,500
to me and we can talk more about
what they look like, really 

774
00:38:11,500 --> 00:38:13,600
moves process. 
It's amazing. 

775
00:38:13,600 --> 00:38:15,700
And we would do that. 
Like I had an Cheering leader 

776
00:38:15,700 --> 00:38:18,600
that I worked with was kind of 
notorious for just kind of 

777
00:38:18,600 --> 00:38:22,300
taking it all on his own, really
struggled with, if I don't do 

778
00:38:22,300 --> 00:38:24,700
it, it's not going to be done 
because he was really closely 

779
00:38:24,700 --> 00:38:28,000
connected to customer projects 
and things with what he was 

780
00:38:28,000 --> 00:38:30,600
doing. 
And so we work together on this 

781
00:38:30,600 --> 00:38:33,800
and identified, how to run some 
experiments and things and hence

782
00:38:33,800 --> 00:38:36,700
and things off because like, you
know what, we've started this 

783
00:38:36,700 --> 00:38:40,200
new project, and I started it 
off with someone on my team to 

784
00:38:40,200 --> 00:38:43,400
really take ownership of that. 
Three months ago, I wouldn't 

785
00:38:43,400 --> 00:38:46,200
have ever been able to do that. 
I wouldn't be able to trust and 

786
00:38:46,200 --> 00:38:49,100
I wouldn't have had that set up 
so it was amazing and they're 

787
00:38:49,100 --> 00:38:52,200
doing a great job with it. 
So a huge shift in a freeing up 

788
00:38:52,200 --> 00:38:54,200
his time to work on the more 
strategic areas that are 

789
00:38:54,200 --> 00:38:56,600
important to him. 
And so that's just one example 

790
00:38:56,600 --> 00:39:00,100
there when we can make that 
shift from his beliefs, he's not

791
00:39:00,100 --> 00:39:01,800
tied down by that as much 
narrower. 

792
00:39:01,800 --> 00:39:03,700
And moving on to other things 
that were working on together, 

793
00:39:04,400 --> 00:39:07,000
that sounds really powerful. 
So first, identifying, your 

794
00:39:07,000 --> 00:39:10,700
mindset and belief old mindset 
and beliefs that you probably 

795
00:39:10,700 --> 00:39:13,000
are not productive. 
In that sense, Rapier stay on 

796
00:39:13,000 --> 00:39:15,500
that zone. 
So I think I seen any Kind of 

797
00:39:15,500 --> 00:39:19,500
changes its habit, it's a 
personal development identifying

798
00:39:19,500 --> 00:39:22,200
mindset first, I think is the 
key for many kind of 

799
00:39:22,200 --> 00:39:25,600
transformative experience. 
So I think partly by becoming a 

800
00:39:25,607 --> 00:39:28,500
more effective leader is also 
about changing your mindset and 

801
00:39:28,500 --> 00:39:32,600
beliefs from I see mode to more 
management and Leadership role. 

802
00:39:32,700 --> 00:39:35,700
If there are some kind of 
attributes that leaders should 

803
00:39:35,700 --> 00:39:39,300
have, maybe if you can give some
tips for people here, who just 

804
00:39:39,300 --> 00:39:42,300
made that transition or who are 
still clueless and don't have 

805
00:39:42,300 --> 00:39:44,400
members, what will be that 
attributes? 

806
00:39:44,700 --> 00:39:47,700
What Do they need to look at and
maybe just practical tips for 

807
00:39:47,700 --> 00:39:49,000
them. 
Yeah. 

808
00:39:49,000 --> 00:39:52,200
So from an attribute, one of the
things that's really important 

809
00:39:52,200 --> 00:39:54,900
to me and something that I've 
been working on the last few 

810
00:39:54,900 --> 00:39:58,100
years since I got into this 
coaching and training role. 

811
00:39:58,400 --> 00:40:01,700
So the idea of seen people is 
people that sounds really simple

812
00:40:01,900 --> 00:40:04,900
but it's extremely powerful. 
I first learned it from a group 

813
00:40:04,900 --> 00:40:07,300
that did some training called 
The Arbor injure Institute. 

814
00:40:07,300 --> 00:40:10,300
And they talked about a mindset 
idea, called the outward mindset

815
00:40:10,400 --> 00:40:13,300
is this idea of we can see 
people as people whereas the 

816
00:40:13,300 --> 00:40:17,000
opposite of that they call in 
Self-focus where you see people 

817
00:40:17,000 --> 00:40:21,100
as objects may be to use them as
vehicles or maybe their 

818
00:40:21,100 --> 00:40:23,300
obstacles in your way. 
And so you just need to get them

819
00:40:23,300 --> 00:40:24,700
out of the way or maybe they're 
just irrelevant. 

820
00:40:24,700 --> 00:40:27,700
You don't care about them but 
it's this idea of like really 

821
00:40:27,700 --> 00:40:31,500
seeking to understand what 
people need was important to 

822
00:40:31,500 --> 00:40:32,900
other. 
People what they're trying to 

823
00:40:32,900 --> 00:40:36,100
accomplish their objectives. 
What the challenges are that 

824
00:40:36,100 --> 00:40:39,500
they're being faced with when 
you can truly understand people.

825
00:40:39,900 --> 00:40:42,900
When you're thinking about from 
leadership perspective, both on 

826
00:40:42,900 --> 00:40:46,300
your team, also the piers, That 
you're working with and also 

827
00:40:46,300 --> 00:40:50,100
thinking maybe up in terms of 
what do your leaders really need

828
00:40:50,100 --> 00:40:52,400
from you? 
And really seeking to ask 

829
00:40:52,400 --> 00:40:56,700
questions to understand, how do 
you deliver the greatest impact 

830
00:40:56,800 --> 00:41:01,400
these people and seeking to not,
just be held accountable to 

831
00:41:01,400 --> 00:41:03,900
that. 
But seeking to be proactively 

832
00:41:03,900 --> 00:41:06,700
accountable for you in actively 
checking in with them. 

833
00:41:06,700 --> 00:41:10,600
Hey, how am I actually doing and
delivering, am I helping you in 

834
00:41:10,600 --> 00:41:14,300
the ways that you need that and 
always seeking for that growth 

835
00:41:14,300 --> 00:41:17,400
opportunity? 
Feedback then suddenly everyone 

836
00:41:17,400 --> 00:41:20,700
around you becomes kind of a 
mentor in that opportunity to 

837
00:41:20,707 --> 00:41:23,800
give you insights and feedback 
that you might not otherwise be 

838
00:41:23,800 --> 00:41:27,400
able to know because sometimes 
we're so afraid is new leaders 

839
00:41:27,400 --> 00:41:30,100
and experienced leaders. 
Even of what are people thinking

840
00:41:30,100 --> 00:41:31,400
about me. 
And we're so afraid of our 

841
00:41:31,400 --> 00:41:35,500
image, we can let go of that and
say, Hey, I want to understand 

842
00:41:35,500 --> 00:41:38,400
that because then I can actually
deliver better and put myself 

843
00:41:38,400 --> 00:41:41,500
out there and be a better 
professional better person for 

844
00:41:41,500 --> 00:41:44,500
them that they need me to be, 
then we can make those changes. 

845
00:41:44,500 --> 00:41:46,900
So from a A fundamental 
principle standpoint, this idea 

846
00:41:46,900 --> 00:41:49,000
of seeing people as people and 
seeking to understand what they 

847
00:41:49,000 --> 00:41:53,300
need from, you will allow you to
be the best that you can. 

848
00:41:53,500 --> 00:41:57,300
So stay humble and teachable and
open to those ideas. 

849
00:41:57,700 --> 00:42:00,100
Instead of again, you don't want
to be driven by fear. 

850
00:42:00,100 --> 00:42:03,200
You want to be driven by how can
I continue to improve and grow 

851
00:42:03,200 --> 00:42:05,900
and see those gaps that you 
might have and where you're at 

852
00:42:05,900 --> 00:42:09,200
now as opportunities. 
Rather than knocks on you, we 

853
00:42:09,200 --> 00:42:11,700
all have things we can work on. 
Well, that's an opportunity to 

854
00:42:11,700 --> 00:42:14,600
grow and develop in a new way. 
So, get excited about that. 

855
00:42:15,200 --> 00:42:18,600
So I like the way you frame it, 
sick people as people and also 

856
00:42:18,600 --> 00:42:21,200
try to understand them. 
So, I think some people also 

857
00:42:21,200 --> 00:42:24,500
refer this to probably, like 
seven leaders, your job, is 

858
00:42:24,500 --> 00:42:27,300
there to serve people. 
It's not to give orders is not 

859
00:42:27,300 --> 00:42:30,700
to give a high-level goals 
directions or maybe chasing 

860
00:42:30,700 --> 00:42:33,200
people for task. 
So I think the key is about 

861
00:42:33,200 --> 00:42:35,200
serving people, by understanding
them. 

862
00:42:35,200 --> 00:42:38,300
Hopefully, they can grow and 
also be more productive and also

863
00:42:38,300 --> 00:42:40,800
create a great team. 
And a high spirit, I think 

864
00:42:40,800 --> 00:42:43,800
that's the message here. 
So part of your day-to-day is 

865
00:42:43,800 --> 00:42:47,200
also hosting Just tell us more 
about your podcast, what is it 

866
00:42:47,200 --> 00:42:49,700
about? 
And where people can find it and

867
00:42:49,700 --> 00:42:53,100
why they should check it out. 
Yeah, so the podcast is called 

868
00:42:53,100 --> 00:42:56,800
the engineering career coach 
podcast and this is a podcast 

869
00:42:56,800 --> 00:43:00,500
that I am the primary host right
now, it's in partnership with a 

870
00:43:00,500 --> 00:43:02,700
group called The Engineering 
Management Institute that I've 

871
00:43:02,707 --> 00:43:05,400
been able to partner with, in 
the podcast itself been around 

872
00:43:05,400 --> 00:43:08,600
since I think 2013, but I've 
been the host for the last 

873
00:43:08,600 --> 00:43:11,100
couple of years, put out a 
couple episodes of months, 

874
00:43:11,100 --> 00:43:14,300
typically, across, all sorts of 
different things, in terms of 

875
00:43:14,300 --> 00:43:16,800
engineering, Career 
opportunities and success from 

876
00:43:16,800 --> 00:43:18,000
hanging. 
How do you deal with things as 

877
00:43:18,000 --> 00:43:19,900
an introvert? 
Talk about mindset principles, 

878
00:43:19,900 --> 00:43:22,300
we talk about leadership, would 
talk about changes in 

879
00:43:22,300 --> 00:43:25,300
engineering and Technical 
education and things like this. 

880
00:43:25,500 --> 00:43:28,800
There's all sorts of different 
things would get to bring in 

881
00:43:28,800 --> 00:43:32,600
experienced guests on to provide
Insight, but a truly meant to be

882
00:43:32,600 --> 00:43:36,000
General across, engineering 
disciplines, not specific to a 

883
00:43:36,008 --> 00:43:37,900
few. 
Although there's a lot of people

884
00:43:37,900 --> 00:43:41,200
and things in the software world
that people can get insights on 

885
00:43:41,500 --> 00:43:44,600
who we try and make things as 
applicable as we possibly can 

886
00:43:44,600 --> 00:43:47,700
across Ross engineering 
disciplines because everyone has

887
00:43:47,700 --> 00:43:50,300
goals and things that they're 
trying to do and accomplish in 

888
00:43:50,300 --> 00:43:52,000
their careers. 
And so we want to give people a 

889
00:43:52,000 --> 00:43:54,600
resource to help in progress. 
That's what it's all about. 

890
00:43:54,600 --> 00:43:58,000
So in find that on any podcast 
platform, pretty much and also 

891
00:43:58,000 --> 00:44:01,200
YouTube videos as well. 
So I look at the number of 

892
00:44:01,200 --> 00:44:03,300
episodes that plenty of 
resources. 

893
00:44:03,500 --> 00:44:07,000
So if people really want to look
at the career coach angle, there

894
00:44:07,000 --> 00:44:09,400
are plenty of episodes that 
probably you can look at 

895
00:44:09,500 --> 00:44:12,300
sometimes when you navigate in a
certain situation, when you 

896
00:44:12,300 --> 00:44:14,200
don't have mentors is really 
hard. 

897
00:44:14,300 --> 00:44:16,900
So looking at Those previous 
episodes, I think probably can 

898
00:44:16,900 --> 00:44:20,200
help you as well, not to mention
that podcast or maybe YouTube 

899
00:44:20,200 --> 00:44:22,800
now has become one of the 
mentors in life. 

900
00:44:22,900 --> 00:44:25,200
If you don't know about 
something search on podcast, 

901
00:44:25,200 --> 00:44:27,700
YouTube or books. 
And then you try to Self Serve 

902
00:44:27,700 --> 00:44:30,500
Yourself by having these kind of
electronic Mendes. 

903
00:44:30,900 --> 00:44:33,700
So Jeff is been a pleasant 
conversation with you about 

904
00:44:33,700 --> 00:44:37,300
career coach leadership career 
transitions but we need to wrap 

905
00:44:37,300 --> 00:44:40,800
up before I let you go, normally
I have one last question that I 

906
00:44:40,800 --> 00:44:43,400
always ask for all my guests 
which is this question about 

907
00:44:43,400 --> 00:44:46,500
three technical leadership. 
Wisdom, maybe you can give us 

908
00:44:46,500 --> 00:44:49,000
some advice from your experience
from your journey. 

909
00:44:49,200 --> 00:44:50,800
What will be your tree? 
Technical leadership? 

910
00:44:50,800 --> 00:44:53,800
Wisdom Jeff? 
Yeah, so the first one that I 

911
00:44:53,800 --> 00:44:57,900
would share is to be proactive 
not reactive. 

912
00:44:57,900 --> 00:45:00,900
We've talked about this in terms
of being intentional, deliberate

913
00:45:00,900 --> 00:45:04,900
in your career but just like 
identify what you want to do and

914
00:45:04,900 --> 00:45:06,700
go make that happen and 
recognize that hey, there's 

915
00:45:06,700 --> 00:45:07,800
going to be some twists and 
turns. 

916
00:45:07,800 --> 00:45:11,300
Along the way, you can see every
step as another prototype and an

917
00:45:11,300 --> 00:45:13,000
opportunity, click data and 
things like this. 

918
00:45:13,000 --> 00:45:16,200
It's just another iteration. 
So To discourage if you're not 

919
00:45:16,200 --> 00:45:18,000
exactly where you want to be 
right now. 

920
00:45:18,300 --> 00:45:21,000
But how can you take ownership 
and be proactive with where you 

921
00:45:21,000 --> 00:45:23,700
want to continue to go and how 
you wanted to continue to grow? 

922
00:45:24,200 --> 00:45:28,600
Number two, is tap into and 
become aware of your mind sets, 

923
00:45:29,000 --> 00:45:32,100
not just the actions you want to
take, but who you want to become

924
00:45:32,300 --> 00:45:34,900
like, it really starts there. 
And we talked about some of the 

925
00:45:34,900 --> 00:45:38,300
ways you can actually go about 
running experiments or tests to 

926
00:45:38,300 --> 00:45:40,100
identify. 
Those mindsets might be holding 

927
00:45:40,100 --> 00:45:41,900
you back and move through that 
process. 

928
00:45:42,200 --> 00:45:45,800
But again, the principle is that
mindsets Drive Behavior, or 

929
00:45:45,800 --> 00:45:49,600
behavior drives our results. 
And so if we're just prescribe 

930
00:45:49,600 --> 00:45:52,600
behaviors, we're not going to 
make sustainable changes to get 

931
00:45:52,600 --> 00:45:54,800
the results we want. 
We need to change our mindsets. 

932
00:45:54,800 --> 00:45:56,800
There's and drive our behaviors 
worse in Drive. 

933
00:45:56,800 --> 00:45:59,500
Our new results that we're 
looking for, really trying to 

934
00:45:59,500 --> 00:46:02,500
improve and grow our lives. 
And then number three is, I'd 

935
00:46:02,500 --> 00:46:06,700
say, get help and support, get 
mentors and coaches like those 

936
00:46:06,700 --> 00:46:11,000
digital things resources, like 
podcast that we have and books 

937
00:46:11,000 --> 00:46:14,200
and articles fabulous absolutely
engage in find the things that 

938
00:46:14,200 --> 00:46:17,800
are great for you. 
But also invest in yourself, get

939
00:46:17,800 --> 00:46:20,300
these relationship-based that 
can really get personalized. 

940
00:46:20,500 --> 00:46:23,800
You are your greatest asset in 
your career, and in your life. 

941
00:46:23,900 --> 00:46:27,900
So protect that grow that invest
in that, like, you would invest 

942
00:46:27,900 --> 00:46:30,900
in financial investments, but 
invest in you, personally in 

943
00:46:30,900 --> 00:46:34,600
your growth physically, mentally
professionally and all areas of 

944
00:46:34,600 --> 00:46:37,400
life, you'll be glad that you 
did, because you're trying to 

945
00:46:37,400 --> 00:46:40,000
live your best life. 
So you got to invest in you to 

946
00:46:40,000 --> 00:46:42,600
make that happen. 
A lot of times coaches and 

947
00:46:42,600 --> 00:46:44,800
toward another things can help 
you accelerate. 

948
00:46:44,900 --> 00:46:47,700
That process and make even more 
progress than you need to. 

949
00:46:47,700 --> 00:46:51,300
So be proactive tap into those 
mindsets and invest in yourself 

950
00:46:51,300 --> 00:46:53,900
and get some help. 
I really love the last one. 

951
00:46:54,000 --> 00:46:57,100
You mentioned about we as our 
own greatest asset. 

952
00:46:57,100 --> 00:47:00,500
So sometimes we neglect our 
career although we spend more of

953
00:47:00,500 --> 00:47:02,000
our life doing our career, 
right? 

954
00:47:02,000 --> 00:47:05,500
Your hours as well but sometimes
we don't invest too much in it. 

955
00:47:05,600 --> 00:47:08,500
We just go with the motion and 
make decisions maybe sometimes 

956
00:47:08,500 --> 00:47:10,500
thought about it but maybe not 
enough. 

957
00:47:10,700 --> 00:47:14,000
So the key here is try to invest
in ourselves find mentors and 

958
00:47:14,000 --> 00:47:17,800
support Thank you so much Jeff 
for all those wisdom for people 

959
00:47:17,800 --> 00:47:19,200
who would like to connect with 
you. 

960
00:47:19,200 --> 00:47:21,900
Continue this conversation. 
Any place where they can reach 

961
00:47:21,900 --> 00:47:24,300
out. 
Yeah, a few places you can find 

962
00:47:24,300 --> 00:47:26,200
me and pretty active on 
LinkedIn. 

963
00:47:26,200 --> 00:47:28,300
You can find me follow or 
connect with me. 

964
00:47:28,300 --> 00:47:31,500
There just search Jeff Perry. 
You should be able to find me 

965
00:47:31,500 --> 00:47:33,900
there. 
Prime your website is more than 

966
00:47:33,900 --> 00:47:37,400
Dash engineering.com, or you can
find some free training, 

967
00:47:37,400 --> 00:47:40,400
especially for those looking for
career, transitions engineering 

968
00:47:40,400 --> 00:47:44,300
career accelerator, that calm 
especially also we were talking 

969
00:47:44,300 --> 00:47:46,400
about that. 
The careered clarity checklist 

970
00:47:46,400 --> 00:47:48,500
earlier. 
People can get that engineering 

971
00:47:48,500 --> 00:47:52,600
career accelerated at cam career
Dash Clarity so people can get 

972
00:47:52,600 --> 00:47:55,400
that as a free resource for. 
Those are the few places that 

973
00:47:55,400 --> 00:47:57,300
I'd send them a lot of stuff to 
go. 

974
00:47:57,300 --> 00:47:59,100
Check out what I got a ton of 
resources. 

975
00:47:59,100 --> 00:48:00,800
If you reach out to me 
personally, I can point you in 

976
00:48:00,808 --> 00:48:03,000
the right direction. 
Thank you so much for your 

977
00:48:03,000 --> 00:48:05,200
sharing today. 
So I hope that this gives some 

978
00:48:05,200 --> 00:48:08,000
people clarity as well in terms 
of navigating their career. 

979
00:48:08,300 --> 00:48:10,000
It was a pleasure. 
Jeff, thank you so much. 

980
00:48:10,300 --> 00:48:12,100
Yeah thank you so much. 
Henry looking forward to 

981
00:48:12,100 --> 00:48:13,400
connecting some more. 
Thanks. 

982
00:48:16,400 --> 00:48:19,700
Thank you for listening to this 
episode and for staying, right 

983
00:48:19,700 --> 00:48:22,200
until the end if you highly 
enjoyed it. 

984
00:48:22,300 --> 00:48:24,600
I would appreciate if you share 
it with your friends and 

985
00:48:24,600 --> 00:48:27,600
colleagues who you think would 
also benefit from listening to 

986
00:48:27,600 --> 00:48:29,700
this episode. 
And if you're new to the 

987
00:48:29,700 --> 00:48:32,700
podcast, make sure to subscribe 
and leave me your valuable 

988
00:48:32,700 --> 00:48:35,200
review and feedback. 
It helps me a lot. 

989
00:48:35,200 --> 00:48:37,200
In order to grow this podcast 
better. 

990
00:48:37,700 --> 00:48:40,600
You can also find the full show 
notes of this conversation on 

991
00:48:40,600 --> 00:48:44,700
the episode page, at Tech Legion
o.f website, including the full 

992
00:48:44,700 --> 00:48:48,000
transcript enter, I think words 
and links to the resources 

993
00:48:48,000 --> 00:48:52,000
mentioned from the conversation.
And lastly, make sure to 

994
00:48:52,000 --> 00:48:55,600
subscribe to the shows mailing 
list on pack leader dot f to get

995
00:48:55,600 --> 00:48:57,900
notified for any future 
episodes. 

996
00:48:58,300 --> 00:49:00,800
Stay tuned for the next 
technology, no episode. 

997
00:49:01,100 --> 00:49:02,700
And until then goodbye.