1 00:00:04,840 --> 00:00:07,400 Welcome to the New Manager Podcast. 2 00:00:07,640 --> 00:00:16,360 I'm your host, Kim Nicoll. Hello and welcome. 3 00:00:16,520 --> 00:00:18,840 I'm glad you're here and I hope you're doing well. 4 00:00:19,160 --> 00:00:26,530 Today's episode is all about Q4. We are now in Q4 of the year and 5 00:00:26,530 --> 00:00:29,330 it's time to pause and re evaluate. 6 00:00:29,530 --> 00:00:33,170 And I have a very simple checklist that I want to share 7 00:00:33,170 --> 00:00:38,410 that will help you to both stay on track with what your goals 8 00:00:38,410 --> 00:00:43,050 are so you don't feel lost or overwhelmed or also like you're 9 00:00:43,050 --> 00:00:47,730 not stuck at a plateau in your career in your work. 10 00:00:48,250 --> 00:00:52,730 And it will also set you up for some of the conversations that 11 00:00:52,730 --> 00:00:56,520 you'll want to have with your manager as we get into the end 12 00:00:56,520 --> 00:01:01,720 of the year and also with your team as we get towards the end 13 00:01:01,720 --> 00:01:05,519 of the year. This episode will go live at the 14 00:01:05,519 --> 00:01:11,960 end of October and I am telling you the next two months will go 15 00:01:11,960 --> 00:01:18,520 by so quickly because of holidays and changes in people's 16 00:01:18,520 --> 00:01:21,960 schedules and just end of year wrap up. 17 00:01:22,410 --> 00:01:25,690 And what's interesting is whether this is a busy time of 18 00:01:25,690 --> 00:01:31,490 year for you or a slow time of year in your business and the 19 00:01:31,530 --> 00:01:36,170 the business that you work in. Either way the last quarter of 20 00:01:36,170 --> 00:01:41,130 the year tends to go by really fast and all of a sudden it is 21 00:01:41,130 --> 00:01:45,410 January, we're in the new year. And I want to make sure you feel 22 00:01:45,410 --> 00:01:49,810 like your feet are on the ground, that you know where you 23 00:01:49,810 --> 00:01:54,390 are, you know where you're headed, you feel confident about 24 00:01:54,550 --> 00:01:59,070 what happened this year and that you have a clear sense of what's 25 00:01:59,110 --> 00:02:03,070 next. So with that, welcome to this 26 00:02:03,070 --> 00:02:07,630 episode and the cue for checklist, the first question to 27 00:02:07,630 --> 00:02:12,470 ask yourself is, where am I? It sounds so simple, but it's 28 00:02:12,470 --> 00:02:18,550 easy to get heads down in the weeds and react to all of the 29 00:02:18,550 --> 00:02:22,290 things that happen every day, especially when you're bridging 30 00:02:22,290 --> 00:02:26,250 that gap between being an individual contributor and being 31 00:02:26,250 --> 00:02:28,610 a manager. When you're a manager, 32 00:02:28,610 --> 00:02:33,010 especially a new manager, a lot of the time you're trying to 33 00:02:33,010 --> 00:02:37,290 negotiate between being really good at a specific function or 34 00:02:37,290 --> 00:02:42,410 task and the tension of realizing your job is not to be 35 00:02:42,410 --> 00:02:48,440 the best at that task, it's to manage the other people who will 36 00:02:48,440 --> 00:02:51,120 be doing that task. So it's a very different 37 00:02:51,120 --> 00:02:53,400 perspective. There might be times when you 38 00:02:53,400 --> 00:02:56,920 have to wear both hats, so sometimes you roll up your 39 00:02:56,920 --> 00:03:01,000 sleeves, you get right in there and you actually do the work 40 00:03:01,200 --> 00:03:03,920 alongside your team, which is amazing. 41 00:03:04,320 --> 00:03:07,120 But there will be other times when your job is to pull back, 42 00:03:07,320 --> 00:03:11,000 take the big picture, make decisions about what is the 43 00:03:11,000 --> 00:03:15,060 priority, how to communicate that to your team, how to 44 00:03:15,060 --> 00:03:18,180 communicate that to other teams that you work with. 45 00:03:18,660 --> 00:03:22,340 You might have the job of communicating with another 46 00:03:22,340 --> 00:03:26,700 manager about setting expectations around capacity or 47 00:03:26,700 --> 00:03:30,100 around response times. There are other kinds of 48 00:03:30,100 --> 00:03:34,580 conversations, other decisions that you're going to be making 49 00:03:34,580 --> 00:03:39,060 when you are a manager. So it's easy to get in a flow of 50 00:03:39,060 --> 00:03:45,580 doing things and you can look up in Q4 and look around and say, 51 00:03:45,580 --> 00:03:49,060 wait, where am I? Wait, what's going on? 52 00:03:49,060 --> 00:03:50,900 Where am I? What's happening? 53 00:03:51,340 --> 00:03:53,620 That's a normal thing. And especially as we move 54 00:03:53,620 --> 00:03:56,940 towards the end of the year, one of the things that might be 55 00:03:56,940 --> 00:04:00,180 happening is performance reviews. 56 00:04:00,500 --> 00:04:04,620 Now every organization addresses this a little bit differently. 57 00:04:05,020 --> 00:04:08,620 For some organizations, they do their performance review cycle 58 00:04:08,620 --> 00:04:12,090 in September, others do it in July. 59 00:04:12,210 --> 00:04:14,330 Some do it multiple times a year. 60 00:04:14,610 --> 00:04:19,490 Some companies do not even have a formal review process. 61 00:04:19,490 --> 00:04:22,730 It's very ad hoc, very loosely structured. 62 00:04:23,170 --> 00:04:27,370 There's not necessarily a singular correct way to do it. 63 00:04:27,610 --> 00:04:31,450 The most important for you as a new manager is to have an 64 00:04:31,450 --> 00:04:37,380 understanding of how this works and hopefully this is not a new 65 00:04:37,380 --> 00:04:39,740 idea. One of the things when I work 66 00:04:39,740 --> 00:04:43,220 with my clients one-on-one is we want to get a sense of what are 67 00:04:43,220 --> 00:04:47,420 some of those, those key checkpoints and milestones where 68 00:04:47,420 --> 00:04:50,260 you'll be expected to give feedback for your team and also 69 00:04:50,260 --> 00:04:55,460 for yourself so that you can build a plan and be prepared for 70 00:04:55,460 --> 00:04:58,020 when that happens. And then not, you know, be 71 00:04:58,020 --> 00:05:01,780 staying up late in November and December trying to type in 72 00:05:01,780 --> 00:05:04,300 everybody's feedback and remember you know, gosh, what 73 00:05:04,300 --> 00:05:07,860 did we do this year. So you know at this stage we're 74 00:05:07,860 --> 00:05:10,860 we're in the beginning of Q4, we're in October. 75 00:05:11,140 --> 00:05:15,980 You want to pause and ask yourself where am I with respect 76 00:05:16,060 --> 00:05:19,500 to performance reviews? Is that something that is going 77 00:05:19,500 --> 00:05:24,300 to be coming up in the coming months, in the coming weeks? 78 00:05:24,740 --> 00:05:29,700 And even if it isn't, it is something you might want to keep 79 00:05:29,700 --> 00:05:35,140 in mind as you're having your last team meetings of the year, 80 00:05:35,420 --> 00:05:39,580 your last one on ones of the year, Where am I? 81 00:05:39,580 --> 00:05:42,860 As you're coming into the end of the year with your team, you 82 00:05:42,860 --> 00:05:47,500 might also want to have time set aside in one of your team 83 00:05:47,500 --> 00:05:53,100 meetings to do like a big picture appreciation and lessons 84 00:05:53,100 --> 00:05:58,170 learned conversation with your team so that they both feel 85 00:05:58,170 --> 00:06:00,850 appreciated for all the things that they did well. 86 00:06:01,290 --> 00:06:05,730 And we're getting some clarity about any changes or adjustments 87 00:06:05,730 --> 00:06:10,370 that we'll want to make in the future based on some of those 88 00:06:10,370 --> 00:06:13,770 rough spots that might have come up over the course of the year. 89 00:06:14,610 --> 00:06:18,850 So that's the first question, Where am I realize where you are 90 00:06:18,850 --> 00:06:23,760 in the year and take stock of any conversations or specific 91 00:06:23,760 --> 00:06:29,000 end of year tasks that you know you'll want to be planning for 92 00:06:29,320 --> 00:06:31,600 so that you don't wake up one day and think, Oh my gosh, I 93 00:06:31,600 --> 00:06:35,160 completely forgot I had to do this before I went on holiday 94 00:06:35,360 --> 00:06:39,200 vacation. So my second question, what's 95 00:06:39,200 --> 00:06:41,840 happening? It's kind of similar, right? 96 00:06:41,840 --> 00:06:44,840 Well, first is just where am I in the year with all of the 97 00:06:44,840 --> 00:06:47,480 things? And then second, ask yourself 98 00:06:47,480 --> 00:06:49,620 what's happening? What's happening? 99 00:06:49,620 --> 00:06:52,180 What are we doing? What have we accomplished? 100 00:06:52,180 --> 00:06:58,380 Like what is happening here? And this is also where you want 101 00:06:58,380 --> 00:07:01,780 to ask yourself, gosh, what did I do this year? 102 00:07:02,060 --> 00:07:06,900 What's happening now that maybe we didn't anticipate when we set 103 00:07:06,900 --> 00:07:10,900 our work plan at the beginning of the year, which is now almost 104 00:07:11,020 --> 00:07:13,620 11 months ago? What's happening? 105 00:07:13,620 --> 00:07:18,940 Is anything happening now that is coming to bear as the results 106 00:07:18,940 --> 00:07:24,900 of an unanticipated change in your industry or in your your 107 00:07:25,060 --> 00:07:27,260 organization? Maybe your organization went 108 00:07:27,260 --> 00:07:30,780 through a leadership change and it had this ripple effect that 109 00:07:30,780 --> 00:07:32,540 you're still feeling the effects of. 110 00:07:33,100 --> 00:07:36,380 We wanted no, we want to take that time to just check in and 111 00:07:36,380 --> 00:07:40,460 ask what's happening. This is also where I encourage 112 00:07:40,460 --> 00:07:46,340 you to look for the wins. It's so easy to become overly 113 00:07:46,340 --> 00:07:50,100 focused on the challenges, on the things that are not going to 114 00:07:50,100 --> 00:07:54,180 plan, on the places where we feel really uncertain or where 115 00:07:54,180 --> 00:07:58,020 there might be some friction. And I do not want you to lose 116 00:07:58,020 --> 00:08:03,900 sight of what are the wins. Always be looking for the things 117 00:08:03,900 --> 00:08:07,260 that are going well, in part because you want to have an 118 00:08:07,260 --> 00:08:11,690 accurate perspective. And if you're only focused on 119 00:08:11,690 --> 00:08:14,490 the challenges and the things that don't feel like they're 120 00:08:14,490 --> 00:08:19,810 going well, then you will have an inaccurate perspective on 121 00:08:19,810 --> 00:08:22,650 what's going on. And this can have an adverse 122 00:08:22,650 --> 00:08:25,850 effect on you as well as on your team. 123 00:08:26,050 --> 00:08:30,050 Because if you are feeling like things are not going well, maybe 124 00:08:30,050 --> 00:08:32,770 I'm not doing a good job, maybe I should have done things 125 00:08:32,770 --> 00:08:36,370 differently. That can very easily erode your 126 00:08:36,370 --> 00:08:39,799 sense of confidence. And when that happens, we tend 127 00:08:39,799 --> 00:08:44,080 to get smaller. We tend to feel more reserved, 128 00:08:44,080 --> 00:08:48,560 more withdrawn, more hesitant to speak up and to ask for things. 129 00:08:49,000 --> 00:08:52,880 And that can mean that you end up keeping yourself smaller and 130 00:08:52,880 --> 00:08:55,200 not speaking up and advocating for yourself. 131 00:08:55,640 --> 00:08:58,800 And also, you might inadvertently do the same thing 132 00:08:58,800 --> 00:09:02,640 for your team. And you might feel hesitant to 133 00:09:02,640 --> 00:09:07,440 advocate for your team and to ask for resources or to have 134 00:09:07,440 --> 00:09:12,120 tough conversations if your confidence is feeling eroded. 135 00:09:12,520 --> 00:09:15,360 So it's really important when you ask yourself, OK, wait, 136 00:09:15,360 --> 00:09:19,400 what's happening? Look for the wins, especially 137 00:09:19,400 --> 00:09:22,760 the small ones, because you also want to grow and learn from 138 00:09:22,760 --> 00:09:26,570 those and notice you know, not just the gaps. 139 00:09:27,090 --> 00:09:30,050 And also you want to consider when you ask yourself, wait, 140 00:09:30,050 --> 00:09:37,250 what's happening, connect that with the broader context of 141 00:09:37,250 --> 00:09:41,490 what's happening in your organization, maybe even what's 142 00:09:41,490 --> 00:09:47,210 happening in your industry on a bigger level, maybe even in the 143 00:09:47,210 --> 00:09:51,210 context of wait, what it, what else is happening in the world 144 00:09:52,060 --> 00:09:58,860 that may also be affecting my team, myself, our clients. 145 00:09:59,740 --> 00:10:04,780 That is also influencing where you're working and how you're 146 00:10:04,780 --> 00:10:08,660 working. We are not separate from the 147 00:10:08,660 --> 00:10:13,020 broader context. And so, you know, it's important 148 00:10:13,020 --> 00:10:16,780 that you remember to look at that because that helps inform 149 00:10:16,780 --> 00:10:21,090 what does it mean. So for example, maybe you look 150 00:10:21,090 --> 00:10:22,650 around, you say, wait, what's happening? 151 00:10:23,050 --> 00:10:26,930 Oh my gosh, my team is not performing at the level we 152 00:10:26,930 --> 00:10:30,330 expected them to be performing at, at this time of the year. 153 00:10:30,930 --> 00:10:34,730 But if you take that bird's eye view and you ask yourself, well, 154 00:10:34,730 --> 00:10:38,650 what is happening in the bigger picture, what's the broader 155 00:10:38,650 --> 00:10:42,300 context? You might realize, well, we had 156 00:10:42,380 --> 00:10:46,060 a few people who left the company and we didn't replace 157 00:10:46,060 --> 00:10:48,820 them. So everyone's workload increased 158 00:10:49,260 --> 00:10:53,420 and you might say we had a really hard time handing off 159 00:10:53,420 --> 00:10:58,700 work because of this other, you know, system that got replaced. 160 00:10:58,700 --> 00:11:03,900 And so there was a a lag in how things were able to get 161 00:11:03,900 --> 00:11:06,780 accomplished. Or you might say we have this 162 00:11:06,780 --> 00:11:10,180 one really big client and they went through a massive 163 00:11:10,180 --> 00:11:13,850 leadership change where they then you know were non 164 00:11:13,850 --> 00:11:17,850 responsive and they they re evaluated their budget and we 165 00:11:17,850 --> 00:11:20,570 really had to work hard to retain this client. 166 00:11:20,850 --> 00:11:25,650 Now that the, you know the the prior champion who loved working 167 00:11:25,650 --> 00:11:29,450 with us has no longer is no longer here and we had to 168 00:11:29,450 --> 00:11:34,330 rebuild relationships and so we want to really remember. 169 00:11:34,490 --> 00:11:37,970 So part of your work is, yes, being able to understand and 170 00:11:37,970 --> 00:11:40,130 kind of get in the weeds from time to time. 171 00:11:40,570 --> 00:11:43,890 But when you're asking yourself what's happening, we're taking 172 00:11:43,890 --> 00:11:48,730 that bigger picture, that bird's eye view, to understand the 173 00:11:48,730 --> 00:11:53,210 broader context. That might also include how is 174 00:11:53,210 --> 00:11:57,010 what is happening on your team. How does that connect with the 175 00:11:57,010 --> 00:12:01,730 bigger organizational goals? What are some of the other 176 00:12:01,730 --> 00:12:08,450 constraints or capacity changes or challenges that happened and 177 00:12:08,450 --> 00:12:12,230 affected your team over the course of the year? 178 00:12:12,750 --> 00:12:15,710 And you want to have an understanding of that so that 179 00:12:15,710 --> 00:12:21,590 you can present not just the kind of specific facts and 180 00:12:21,590 --> 00:12:26,270 metrics around the measurable dollars and time and headcount 181 00:12:26,270 --> 00:12:31,190 and you know where the, you know, the goals and targets met, 182 00:12:31,350 --> 00:12:35,670 but also understanding what else was influencing or affecting 183 00:12:35,670 --> 00:12:39,030 that. That becomes so valuable because 184 00:12:39,030 --> 00:12:43,230 others in your organization may not have that perspective. 185 00:12:43,630 --> 00:12:48,550 And so you want to be prepared to not just say this is what 186 00:12:48,550 --> 00:12:52,030 happened in terms of the performance or the results of 187 00:12:52,030 --> 00:12:57,830 myself and my team, but you also can then provide meaning by 188 00:12:57,830 --> 00:13:02,910 understanding the broader context and helping to convey 189 00:13:02,910 --> 00:13:07,720 that to the, you know, your manager and to the other leaders 190 00:13:07,720 --> 00:13:11,760 who might not see that It's such an important part. 191 00:13:11,800 --> 00:13:14,920 And this is so much of the the mindset, right, like 192 00:13:14,920 --> 00:13:17,840 understanding what are you looking at and what does it mean 193 00:13:18,280 --> 00:13:22,760 and then being able to convey and communicate that in the most 194 00:13:22,760 --> 00:13:24,480 useful and the most effective way. 195 00:13:25,480 --> 00:13:29,280 So the third question that we ask after where am I? 196 00:13:30,080 --> 00:13:34,050 And what's happening is we ask what's next? 197 00:13:34,810 --> 00:13:39,250 And this is something I want you to consider both for your team, 198 00:13:40,050 --> 00:13:43,730 what's next for your team? Is there anything that you need 199 00:13:43,730 --> 00:13:48,570 to be thinking of for them and what will be called upon for 200 00:13:48,570 --> 00:13:52,690 them to do in the next couple of months And then transitioning 201 00:13:52,690 --> 00:13:55,970 into the new year, like what's next for you as a team? 202 00:13:56,410 --> 00:14:02,450 But also, this is a good time to think for yourself what's next 203 00:14:02,450 --> 00:14:08,570 for you in terms of your objectives and goals in your 204 00:14:08,570 --> 00:14:11,730 career and in your professional development. 205 00:14:12,650 --> 00:14:17,850 This is the time of year where you can look back on the last, 206 00:14:18,250 --> 00:14:22,730 you know, 10 to 11 months and say to yourself, you know, based 207 00:14:22,730 --> 00:14:27,850 on my experience so far this year, this is the skill I want 208 00:14:27,850 --> 00:14:31,920 to develop next. These are my strengths and I 209 00:14:31,920 --> 00:14:34,320 want to learn to use them even more. 210 00:14:34,640 --> 00:14:39,160 Or wow, I really felt challenged in these kinds of situations. 211 00:14:39,480 --> 00:14:43,040 I want to get better so that they don't stress me out as 212 00:14:43,040 --> 00:14:44,960 much. And I feel a lot more confident 213 00:14:44,960 --> 00:14:48,400 in addressing this kind of challenge or this kind of 214 00:14:48,400 --> 00:14:51,960 problem. And the reason why this is the 215 00:14:51,960 --> 00:14:56,880 time of year for you to reflect on that for yourself is because 216 00:14:57,280 --> 00:15:02,000 we are near the end of the year for some of our organizations, 217 00:15:02,200 --> 00:15:06,840 our fiscal year changes in January. 218 00:15:07,120 --> 00:15:14,240 That means that right now in Q4, there might be budget leftover 219 00:15:14,600 --> 00:15:19,240 that hasn't been used. And so if you go to your manager 220 00:15:19,240 --> 00:15:22,800 and you say, hey, let's talk about professional development, 221 00:15:23,320 --> 00:15:26,360 what's next for me is I want to get better at this. 222 00:15:26,360 --> 00:15:28,880 I want to learn that there's a coach I want to work with. 223 00:15:28,880 --> 00:15:31,720 There's a a program I would, I would like to take. 224 00:15:32,120 --> 00:15:39,240 Your manager might be able to find budget for you now that 225 00:15:39,240 --> 00:15:42,720 maybe before had been allocated for something else, but that 226 00:15:42,720 --> 00:15:46,360 something else ended up not happening or it ended up costing 227 00:15:46,360 --> 00:15:48,280 less. And so, oh, we've got a couple 228 00:15:48,280 --> 00:15:52,440 of $1000 left over and we have to use it. 229 00:15:53,420 --> 00:15:56,540 And so this is such a good time to go to your manager and say, 230 00:15:56,540 --> 00:15:58,980 hey, can we talk about my professional development? 231 00:15:59,420 --> 00:16:01,860 This is what I'm interested in. This is why. 232 00:16:02,100 --> 00:16:04,460 Here's how it works. This is why it will help. 233 00:16:04,820 --> 00:16:07,180 What can we do? Do we have anything left over in 234 00:16:07,180 --> 00:16:10,580 the budget that I could use for professional development? 235 00:16:11,020 --> 00:16:15,660 And your manager might love this because it might also make them 236 00:16:15,660 --> 00:16:19,630 look good because on their performance review to their 237 00:16:19,630 --> 00:16:22,630 manager, they can say, oh, I have been supporting the 238 00:16:22,630 --> 00:16:26,630 development of my team. I have facilitated them getting 239 00:16:26,630 --> 00:16:28,990 professional development in these ways. 240 00:16:29,350 --> 00:16:32,430 And so it might actually be really good for them. 241 00:16:32,430 --> 00:16:35,710 Like you might not realize that you could be solving a problem 242 00:16:35,710 --> 00:16:38,590 for them so that when their manager says, hey, you had all 243 00:16:38,590 --> 00:16:42,390 this budget but you didn't use it, now they say Oh no, no, we 244 00:16:42,430 --> 00:16:46,470 we did use it. We were really very thoughtful 245 00:16:46,920 --> 00:16:49,560 in the way that we used the budget that had been allocated 246 00:16:49,560 --> 00:16:53,200 to us. These are the kinds of of things 247 00:16:53,200 --> 00:16:55,920 that when I was first a manager, it never would have occurred to 248 00:16:55,920 --> 00:16:58,000 me, right? Because my mindset at the time 249 00:16:58,000 --> 00:17:01,680 was, oh, I don't want to ask for things and I'll just do it on my 250 00:17:01,680 --> 00:17:03,360 own. And so many of my clients are 251 00:17:03,360 --> 00:17:07,400 like that too, like very hard working, very high achieving, 252 00:17:07,400 --> 00:17:12,619 very self reliant and you don't even realize that there might be 253 00:17:12,619 --> 00:17:17,260 budget available that needs to be used before the end of the 254 00:17:17,260 --> 00:17:20,300 year. So if that is happening in your 255 00:17:20,300 --> 00:17:23,500 organization, I want you to know about it because it's such a 256 00:17:23,500 --> 00:17:27,500 great opportunity for you and for some of us, OK. 257 00:17:27,500 --> 00:17:31,340 If you're in an organization and your fiscal year runs July to 258 00:17:31,340 --> 00:17:36,140 July, then that means that when you transition into the new 259 00:17:36,140 --> 00:17:38,540 year, you're actually at your mid year. 260 00:17:39,220 --> 00:17:42,860 It's not the new year for you in terms of the fiscal year, right. 261 00:17:42,860 --> 00:17:47,180 You're kind of midpoint, but this is still a great time to 262 00:17:47,180 --> 00:17:50,820 ask because you are now midway through the fiscal year. 263 00:17:51,380 --> 00:17:56,780 And so you can begin to think about what would you like to ask 264 00:17:56,780 --> 00:18:01,780 for that maybe had not occurred to you six months ago when they 265 00:18:01,780 --> 00:18:03,420 were you know, planning the budget. 266 00:18:04,020 --> 00:18:06,620 This is the time where you might say, OK, we're now halfway 267 00:18:06,620 --> 00:18:09,520 through the fiscal year. And as we're talking about the 268 00:18:09,600 --> 00:18:13,440 goals for the second part of our fiscal year from January to 269 00:18:13,440 --> 00:18:19,200 July, here are the things that I would like to, you know, learn 270 00:18:19,200 --> 00:18:22,240 and grow into. And here are the resources I 271 00:18:22,240 --> 00:18:25,040 would like what can we do? Is that available? 272 00:18:25,560 --> 00:18:28,280 And when you present it like that, you're really presenting 273 00:18:28,280 --> 00:18:32,360 it as a thought partner. You are coming with a solution. 274 00:18:32,560 --> 00:18:37,360 You are demonstrating that you are taking real responsibility 275 00:18:37,710 --> 00:18:41,430 for your career growth and for your professional development. 276 00:18:41,710 --> 00:18:46,190 And this is a good thing. Not only is that signaling your, 277 00:18:46,230 --> 00:18:49,270 you know, inherent leadership qualities and the fact that 278 00:18:49,270 --> 00:18:53,470 you're really taking charge of your career, now, you're also 279 00:18:53,470 --> 00:18:56,110 working with your manager. So they don't have to. 280 00:18:56,590 --> 00:18:58,750 They don't have to be the one who says, you know, I've been 281 00:18:58,750 --> 00:19:01,350 watching you and I've noticed you're really good at this and 282 00:19:01,350 --> 00:19:04,550 this thing needs a little help. So I've found it, you know, a 283 00:19:04,550 --> 00:19:07,150 training or I've found a program or a coach for you. 284 00:19:07,770 --> 00:19:10,730 I think so many of us, it takes us a while to realize that's 285 00:19:10,730 --> 00:19:14,850 actually not how it works. If it does, amazing, but it's 286 00:19:14,850 --> 00:19:19,250 generally pretty rare because your manager is worried about 287 00:19:19,290 --> 00:19:23,050 their own career development and they have a lot of other things 288 00:19:23,050 --> 00:19:25,930 to do. They don't have that same 289 00:19:25,970 --> 00:19:32,410 visibility to understand what you want, where you want to go, 290 00:19:32,770 --> 00:19:36,210 what's difficult for you, what your uncertainties are. 291 00:19:36,590 --> 00:19:38,990 They just, they don't have that insight. 292 00:19:39,430 --> 00:19:43,350 But you do, 'cause you are the one who is in your life. 293 00:19:43,350 --> 00:19:47,710 You are the one experiencing yourself every day. 294 00:19:48,190 --> 00:19:52,910 And so you are the one best positioned to identify, here's 295 00:19:52,910 --> 00:19:56,990 what I want, here's why can we do this? 296 00:19:57,310 --> 00:20:01,690 What's next? Be thinking of that and it can 297 00:20:01,690 --> 00:20:05,170 be so difficult when you're, you know, kind of overwhelmed by 298 00:20:05,170 --> 00:20:09,610 what's happening day-to-day. It can be so easy to lose sight 299 00:20:09,730 --> 00:20:13,290 of the big picture of your career and your life and what's 300 00:20:13,290 --> 00:20:16,490 possible. You know, we can get just very 301 00:20:16,490 --> 00:20:21,210 reactive in the moment trying to put out fires or just, you know, 302 00:20:21,210 --> 00:20:23,970 getting through a day. And I totally get that. 303 00:20:24,290 --> 00:20:27,650 And that's why, you know, as we were coming into the end of 304 00:20:27,650 --> 00:20:31,150 October. I wanted to be sure that this 305 00:20:31,150 --> 00:20:37,270 was on your radar, asking yourself what's next, not just 306 00:20:37,270 --> 00:20:41,390 for your team and in this particular organization, but as 307 00:20:41,390 --> 00:20:44,990 you think about your career, your life. 308 00:20:45,630 --> 00:20:48,870 I mean, I really think that your career, your professional life 309 00:20:48,870 --> 00:20:52,430 is one of the most long term relationships that you have. 310 00:20:52,830 --> 00:20:57,030 Even if you pivot careers or you change professions, you're 311 00:20:57,030 --> 00:21:03,250 working life is like this whole other relationship journey and 312 00:21:03,290 --> 00:21:07,970 it is really helpful when we're thinking about where am I, 313 00:21:08,290 --> 00:21:11,610 what's happening, what's next, right. 314 00:21:11,610 --> 00:21:15,010 We want to have those questions active in mind and the end of 315 00:21:15,010 --> 00:21:19,530 the year as we approach November and December, it's such a like a 316 00:21:19,530 --> 00:21:22,570 natural part of when to think about that. 317 00:21:23,160 --> 00:21:25,120 I actually met with a client today. 318 00:21:25,120 --> 00:21:26,800 We met in person for the first time. 319 00:21:26,800 --> 00:21:30,360 She actually lives in Europe, but she was in San Francisco for 320 00:21:30,360 --> 00:21:33,000 a conference. So we we got to meet up in 321 00:21:33,000 --> 00:21:34,320 person. It was so cool. 322 00:21:34,880 --> 00:21:38,160 And one of the things we talked about that she described and I 323 00:21:38,160 --> 00:21:42,880 love this, she talked about the like the rhythm of life and the 324 00:21:42,880 --> 00:21:46,520 rhythm of her work and the rhythm of the business that 325 00:21:46,520 --> 00:21:49,120 she's in. And I love that, in part because 326 00:21:49,120 --> 00:21:53,150 it really does remind us and point to things are not supposed 327 00:21:53,150 --> 00:21:57,110 to be the same all the time. We are dynamic humans. 328 00:21:57,190 --> 00:22:00,390 We live in a dynamic and changing world. 329 00:22:00,830 --> 00:22:05,430 Our careers are also dynamic. There is change. 330 00:22:05,430 --> 00:22:09,910 There's an ebb and a flow. There is a rhythm to all of this 331 00:22:10,230 --> 00:22:14,830 and that includes having time to be really engaged and active and 332 00:22:14,830 --> 00:22:21,390 also time to rest and reflect. To take that bird's eye view and 333 00:22:21,430 --> 00:22:26,630 kind of get a sense of like what next, you know, like based on 334 00:22:26,710 --> 00:22:31,510 where you are now and what's happening now, what's next, You 335 00:22:31,510 --> 00:22:33,390 wanna ask yourself that question? 336 00:22:34,110 --> 00:22:36,350 So that is what I wanted to offer to you today. 337 00:22:36,710 --> 00:22:40,830 If you want to work with me one-on-one, then go into the 338 00:22:40,830 --> 00:22:43,870 show notes, book a consultation and we'll talk. 339 00:22:43,950 --> 00:22:46,570 The consult is free. We'll get a sense of what's 340 00:22:46,570 --> 00:22:49,690 going on with you, where you want to go next and how I can 341 00:22:49,690 --> 00:22:53,810 help. And I also have my next group 342 00:22:53,810 --> 00:22:57,490 program. You can join the wait list now. 343 00:22:58,050 --> 00:23:03,970 The next cohort will be happening in February of 2024, 344 00:23:04,330 --> 00:23:07,850 but you want to get on the wait list now to be sure that you 345 00:23:07,850 --> 00:23:13,580 know when enrollment opens. So you'll also find a link to 346 00:23:13,580 --> 00:23:18,140 that in the show notes below. Thank you so much for listening. 347 00:23:18,140 --> 00:23:21,420 I hope you have a really great week and I will talk to you next 348 00:23:21,420 --> 00:23:27,740 time. When you're more effective at 349 00:23:27,740 --> 00:23:31,260 work, you're happier in your life, and when you're happier in 350 00:23:31,260 --> 00:23:33,460 your life, you're more effective at work. 351 00:23:33,980 --> 00:23:37,700 I can help. Go to my website kimnickel.com 352 00:23:37,820 --> 00:23:39,980 and sign up for a coaching consult.