1 00:00:04,800 --> 00:00:07,600 Welcome to the new manager podcast. 2 00:00:07,700 --> 00:00:16,400 I'm your host, Kim nickel. Hello and welcome. 3 00:00:16,500 --> 00:00:18,900 I'm glad you're here and I hope you're doing well. 4 00:00:19,000 --> 00:00:24,400 Today's topic is confident money conversations, we are going to 5 00:00:24,400 --> 00:00:29,200 Dive Right In. And one of the reasons why I am 6 00:00:29,200 --> 00:00:33,100 thinking about this is because so many of the people that come 7 00:00:33,100 --> 00:00:37,000 to me for coaching come because there are conversations that 8 00:00:37,000 --> 00:00:39,500 they're very uncomfortable having, whether they are 9 00:00:39,500 --> 00:00:43,800 advocating for themselves, Or simply, you know, having 10 00:00:43,800 --> 00:00:48,000 performance review conversations or asking for something or 11 00:00:48,500 --> 00:00:50,700 sometimes it's around a specific person. 12 00:00:50,700 --> 00:00:54,900 Like they're very confident, talking to some people but then 13 00:00:54,900 --> 00:00:59,000 other people especially if there's a status or power 14 00:00:59,000 --> 00:01:03,700 differential can just activate a whole lot of uncertainty and 15 00:01:03,700 --> 00:01:07,600 insecurity and they feel all shaky and I have been thinking 16 00:01:07,600 --> 00:01:13,700 about this in part because I decided To take singing lessons. 17 00:01:14,100 --> 00:01:17,200 It is wonderful. I have the best teacher. 18 00:01:17,200 --> 00:01:21,400 She is so patient. She is so kind and it is a 19 00:01:21,400 --> 00:01:26,000 really playful class, but it's funny because I mean I'm the 20 00:01:26,000 --> 00:01:31,100 kind of person who really likes to sing when I am driving, if 21 00:01:31,100 --> 00:01:35,100 you are ever, you know, driving and you happen to look over. 22 00:01:35,100 --> 00:01:39,300 And you see, you know, this half Filipino girl in her white car 23 00:01:39,800 --> 00:01:43,400 singing to you. Do some kind of song it's 24 00:01:43,400 --> 00:01:44,500 possible. It could be me. 25 00:01:44,500 --> 00:01:48,500 I get a lot of Joy from singing in the car very loudly. 26 00:01:48,800 --> 00:01:54,800 But in my singing classes, I get so nervous, I get so nervous 27 00:01:54,800 --> 00:01:57,900 because it's different when you're, you know, sharing and 28 00:01:57,900 --> 00:02:01,400 when you are speaking singing in front of somebody else, all of a 29 00:02:01,408 --> 00:02:05,500 sudden, I start to feel more self-conscious and I was 30 00:02:05,500 --> 00:02:09,699 thinking about that because I just was reflecting on how for 31 00:02:09,699 --> 00:02:13,100 so many of my clients, you know, They also experienced similar 32 00:02:13,100 --> 00:02:17,000 things and part of what we do in our coaching is, let's think 33 00:02:17,000 --> 00:02:19,700 about what is the conversation you want to have? 34 00:02:19,900 --> 00:02:23,000 What is the conversation? You might be avoiding and why 35 00:02:23,400 --> 00:02:26,000 what is the conversation that you've been playing over in 36 00:02:26,000 --> 00:02:28,700 your, you know, over and over and over in your head? 37 00:02:28,900 --> 00:02:32,800 And then when it's time to have that live conversation with 38 00:02:32,800 --> 00:02:39,100 another person, your body feels shaky your throat, might get 39 00:02:39,100 --> 00:02:43,900 tight, your voice might. I tremble a little bit, you 40 00:02:43,900 --> 00:02:47,600 might activate some self judgement, and a little bit of 41 00:02:47,600 --> 00:02:50,800 that insecurity or uncertainty comes up. 42 00:02:50,800 --> 00:02:52,600 And it's something that I can relate to. 43 00:02:52,800 --> 00:02:56,400 I too am a human and I can do something really great when 44 00:02:56,400 --> 00:03:00,300 nobody's looking. And then sometimes when someone 45 00:03:00,300 --> 00:03:05,400 else is present, oh then it gets really challenging and so that 46 00:03:05,600 --> 00:03:09,900 the environment, like having a dedicated Studio space, where 47 00:03:09,900 --> 00:03:14,700 the work is, Kind of slow down. Take a look at what we want to 48 00:03:14,700 --> 00:03:17,500 have happen here. What it kind of the challenges 49 00:03:17,500 --> 00:03:20,700 you're facing so you can approach it in a way where you 50 00:03:20,700 --> 00:03:25,500 really feel confident and grounded and can say the thing 51 00:03:26,100 --> 00:03:29,900 in the way that you want to say it, you know, so it's we want to 52 00:03:29,900 --> 00:03:33,800 get it out of your head a little bit and into your body so that 53 00:03:33,800 --> 00:03:38,900 you can then actually embody and live it, you know, with another 54 00:03:38,900 --> 00:03:44,800 human and money. Conversations are often very 55 00:03:44,800 --> 00:03:48,200 uncomfortable for folks, especially in the workplace 56 00:03:48,500 --> 00:03:52,700 because it's often something that feels very emotional. 57 00:03:53,100 --> 00:03:58,900 Money is tied into so many emotions feelings of self-worth, 58 00:03:58,900 --> 00:04:03,000 feelings of fairness. We have so many different 59 00:04:03,000 --> 00:04:06,300 emotions and feelings around money. 60 00:04:06,500 --> 00:04:09,200 What can I ask for? Is it fair? 61 00:04:09,200 --> 00:04:13,100 If I ask for this, will they think I think something bad 62 00:04:13,100 --> 00:04:17,800 about me if I ask for that and then when you become a manager, 63 00:04:18,100 --> 00:04:22,300 there are a few interesting ways that you will have money 64 00:04:22,300 --> 00:04:25,900 conversations. And with a lot of my clients, I 65 00:04:25,900 --> 00:04:29,900 see that this is something a lot of folks come for coaching on 66 00:04:30,000 --> 00:04:33,800 because it feels uncomfortable and especially if you are a high 67 00:04:33,800 --> 00:04:39,500 empathy person, if you are very tuned in to the emotions of the 68 00:04:39,500 --> 00:04:44,800 people around you, and if if someone that reports to you is 69 00:04:44,800 --> 00:04:49,800 feeling very nervous about asking for a raise or having a 70 00:04:49,800 --> 00:04:55,400 money conversation about a promotion, or if you have to 71 00:04:55,400 --> 00:04:59,600 tell them that they are not getting a raise or not getting a 72 00:04:59,600 --> 00:05:04,000 promotion and you're feeling really uncomfortable and worried 73 00:05:04,000 --> 00:05:08,400 about that, it's just an experience that can create a lot 74 00:05:08,400 --> 00:05:13,300 of discomfort that almost feels like This kind of wobbly 75 00:05:13,400 --> 00:05:17,000 wobbliness like this kind of inner shaky and this feeling of 76 00:05:17,400 --> 00:05:20,900 I want to get out of this conversation as quickly as 77 00:05:20,900 --> 00:05:24,400 possible because it feels so awkward and uncomfortable. 78 00:05:24,600 --> 00:05:30,000 And so I wanted to take today to give it some time, just by 79 00:05:30,000 --> 00:05:33,700 itself among all of the different conversations and all 80 00:05:33,700 --> 00:05:37,900 of the different ways that you communicate at work as a 81 00:05:37,900 --> 00:05:42,700 manager, as a leader to shine a little bit of Light on 82 00:05:42,700 --> 00:05:47,200 specifically around money conversations and this idea of 83 00:05:47,200 --> 00:05:53,400 how do you feel and become more confident in having them first, 84 00:05:53,400 --> 00:05:58,800 it helps to acknowledge that it feels awkward and uncomfortable. 85 00:05:58,800 --> 00:06:02,700 Let's just start there. Let's just accept that as kind 86 00:06:02,700 --> 00:06:05,700 of a normal thing. If you have not had a lot of 87 00:06:05,700 --> 00:06:10,400 conversations around money and you haven't really understood 88 00:06:10,400 --> 00:06:14,000 what makes it, Also, emotionally charged. 89 00:06:14,200 --> 00:06:17,000 That is a totally normal thing to do. 90 00:06:17,100 --> 00:06:19,200 Don't be hard on yourself for it. 91 00:06:19,500 --> 00:06:22,800 What we want to do is slow down and take a look to better 92 00:06:22,800 --> 00:06:26,700 understand what's going on. So here are a few different 93 00:06:26,700 --> 00:06:31,500 situations where a money conversation in your role as a 94 00:06:31,500 --> 00:06:35,400 manager might come up, performance reviews, and how 95 00:06:35,400 --> 00:06:39,400 that ties to Promotions and raises. 96 00:06:39,800 --> 00:06:45,000 Now, sometimes a promotion, It is a change in title, only and 97 00:06:45,000 --> 00:06:49,300 does not affect compensation. On the other hand, sometimes 98 00:06:49,300 --> 00:06:55,900 people can get a raise in their compensation, but their title 99 00:06:55,900 --> 00:06:59,300 might not change. Because within a certain title, 100 00:06:59,500 --> 00:07:04,400 there might be a range like a low end and a high end of what 101 00:07:04,600 --> 00:07:09,400 what people can earn and also every organization is different. 102 00:07:09,700 --> 00:07:15,200 So in some organizations, there are Very clear bands, both in 103 00:07:15,200 --> 00:07:19,500 terms of what the level of the role is and what the 104 00:07:19,500 --> 00:07:24,500 compensation is, for each specific band or each specific 105 00:07:24,500 --> 00:07:26,600 level. Now you might work in an 106 00:07:26,600 --> 00:07:29,800 organization or an industry or that does not apply at all. 107 00:07:29,800 --> 00:07:34,600 And it's a little bit arbitrary. Like, it's very much invented 108 00:07:34,600 --> 00:07:38,700 and there are no internal guidelines and that can bring 109 00:07:38,700 --> 00:07:43,300 its own challenges to because then You have to think through, 110 00:07:43,700 --> 00:07:48,600 you know, like how do we make decisions about what money goes 111 00:07:48,600 --> 00:07:52,900 where and why, when you're thinking of either salaries, or 112 00:07:52,900 --> 00:07:56,700 you're thinking of raises but just to come back to this basic 113 00:07:56,700 --> 00:08:00,900 concept, the people that report to you will be having 114 00:08:00,900 --> 00:08:04,000 conversations with you about how do I get promoted? 115 00:08:04,100 --> 00:08:08,200 How do I get a raise? And so, you want to be aware of 116 00:08:08,200 --> 00:08:10,300 that. And as you think about the 117 00:08:10,300 --> 00:08:13,600 conversations you have, With them over the course of the Year 118 00:08:13,600 --> 00:08:18,000 regarding performance and feedback, whether your 119 00:08:18,000 --> 00:08:21,800 organization is highly structured and how they do this 120 00:08:22,100 --> 00:08:26,600 or not, you simply want to have it in mind that this is a 121 00:08:26,600 --> 00:08:30,500 conversation that will likely come up. 122 00:08:31,100 --> 00:08:34,900 And depending on who the people are on your team, and what, you 123 00:08:34,900 --> 00:08:38,299 know about them, it can be really helpful to think through 124 00:08:38,299 --> 00:08:44,600 a plan, or at least a roadmap For what are the measures that 125 00:08:44,600 --> 00:08:49,600 will be important in order for them to get that promotion or 126 00:08:49,600 --> 00:08:52,900 get that raise? Depending on the situation you 127 00:08:52,900 --> 00:08:57,000 might either initiate that conversation or they might. 128 00:08:57,100 --> 00:09:01,600 But either way just be aware that it is highly likely to 129 00:09:01,600 --> 00:09:05,400 happen. A conversation around promotions 130 00:09:05,700 --> 00:09:10,400 and raises and what compensation happens with that bonus 131 00:09:10,400 --> 00:09:13,300 structures. That come into play as well, 132 00:09:13,300 --> 00:09:16,000 depending on your organization and Industry. 133 00:09:16,400 --> 00:09:19,200 So just know that that comes into the equation. 134 00:09:19,200 --> 00:09:23,100 Also another reason why you might be having money 135 00:09:23,100 --> 00:09:28,000 conversations or just thinking about money with respect to your 136 00:09:28,000 --> 00:09:32,000 role as a manager, I mentioned before on this podcast, when I 137 00:09:32,008 --> 00:09:37,900 became a manager of a team, I then had access to see the 138 00:09:37,900 --> 00:09:42,000 salary of every person on my team, but More than that. 139 00:09:42,000 --> 00:09:47,200 I actually could see the salary history for as long as they had 140 00:09:47,200 --> 00:09:51,700 been at the organization. And for me, it was kind of weird 141 00:09:51,700 --> 00:09:56,000 because before I was their manager, I was their colleague. 142 00:09:56,000 --> 00:10:00,600 So we had been friends and now all of a sudden I had access to 143 00:10:00,600 --> 00:10:06,300 their their salary information which is really personal for a 144 00:10:06,300 --> 00:10:08,500 lot of us. That's not something that we 145 00:10:08,500 --> 00:10:12,500 talk about very readily. And so I really Had to 146 00:10:12,800 --> 00:10:17,000 understand and respect my role as a manager separate from being 147 00:10:17,000 --> 00:10:19,900 their friend. Because when you have power over 148 00:10:19,900 --> 00:10:25,100 somebody's income and livelihood, that is significant 149 00:10:25,100 --> 00:10:29,000 and it can create a feeling of awkwardness or a little bit of 150 00:10:29,000 --> 00:10:32,100 weird. Discomfort, if you are shifting 151 00:10:32,100 --> 00:10:36,900 from, hey, we work together. I'm on the same level as you. 152 00:10:36,900 --> 00:10:41,300 We are peers and then you get promoted and now you have a 153 00:10:41,500 --> 00:10:45,100 access to see what everybody is learning and what their history 154 00:10:45,100 --> 00:10:47,800 is. So that's another situation 155 00:10:47,800 --> 00:10:53,300 where you might not have expected to be in a position to 156 00:10:53,300 --> 00:10:56,400 have money conversations with people or just to have that 157 00:10:56,400 --> 00:11:00,400 level of visibility into what that looks like for your team. 158 00:11:00,400 --> 00:11:04,100 Also with hiring. So when you are hiring people, 159 00:11:04,100 --> 00:11:08,800 you are probably going to have money conversations either with 160 00:11:08,800 --> 00:11:12,600 the hiring team thinking What do we have that? 161 00:11:12,600 --> 00:11:15,600 We can offer this person. What is the range? 162 00:11:15,600 --> 00:11:19,700 You may be having conversations with them also about what their 163 00:11:19,700 --> 00:11:23,700 expectations are and what you know what they want, what 164 00:11:23,700 --> 00:11:27,900 they're needing if that feels super uncomfortable, you want to 165 00:11:27,900 --> 00:11:32,800 have a sense of that beforehand so that you can have a plan for 166 00:11:32,800 --> 00:11:37,600 how you're going to have this conversation, what you want to 167 00:11:37,600 --> 00:11:41,200 gain like what information or what relationship. 168 00:11:41,400 --> 00:11:45,400 Building like what is a good outcome look like so that you 169 00:11:45,400 --> 00:11:49,700 can also then feel into the feelings of it and prepare for 170 00:11:49,700 --> 00:11:53,900 how will you support the part of you that either feels awkward or 171 00:11:53,900 --> 00:11:58,000 uncomfortable in the same light, especially around hiring and 172 00:11:58,000 --> 00:12:00,700 salaries. I also wanted to share with you, 173 00:12:00,900 --> 00:12:03,600 you might already know this, but if not, I think you're going to 174 00:12:03,600 --> 00:12:07,700 love it. There is a tick tock account and 175 00:12:07,700 --> 00:12:11,300 also an Instagram account by this woman, her name is Hannah. 176 00:12:11,500 --> 00:12:16,200 At Williams. She's amazing and her Tick-Tock 177 00:12:16,200 --> 00:12:20,700 and IG. Our salary transparent Street. 178 00:12:21,100 --> 00:12:24,900 And what Hannah does is she goes out on the street with a camera 179 00:12:24,900 --> 00:12:28,800 and a microphone and she asked strangers, what do you do and 180 00:12:28,800 --> 00:12:32,200 how much do you make? And she talks to all kinds of 181 00:12:32,200 --> 00:12:37,000 people and it's super interesting to just get a little 182 00:12:37,000 --> 00:12:41,900 more perspective on what kinds of salaries there are Are like 183 00:12:41,900 --> 00:12:44,500 what people are making doing different kinds of things, in 184 00:12:44,500 --> 00:12:48,000 different parts of the country. At the moment, all of her 185 00:12:48,000 --> 00:12:52,100 interviews have been in the US. So, unfortunately, we don't get 186 00:12:52,100 --> 00:12:55,000 kind of the bigger picture of what's happening in different 187 00:12:55,000 --> 00:12:57,600 Industries, globally around the world. 188 00:12:57,800 --> 00:13:01,600 But as an initial starting point, it's really fascinating 189 00:13:01,800 --> 00:13:06,600 and it's really a rare look at people talking pretty 190 00:13:06,600 --> 00:13:10,400 comfortably about what they do what they make if they feel like 191 00:13:10,400 --> 00:13:12,600 they're being fairly Compensated. 192 00:13:12,600 --> 00:13:15,000 How they got into it, it's super cool. 193 00:13:15,000 --> 00:13:17,800 So, I wanted to give a shout out to that since we're talking 194 00:13:17,800 --> 00:13:20,900 about how to have a confident money conversations and all the 195 00:13:20,900 --> 00:13:22,400 different ways that might show up. 196 00:13:22,800 --> 00:13:27,000 So those are some of the things that you can expect to encounter 197 00:13:27,300 --> 00:13:31,600 as a people manager as a leader. And if you've never had those 198 00:13:31,600 --> 00:13:35,600 kinds of conversations before then, it's normal to feel 199 00:13:35,700 --> 00:13:40,000 uncomfortable or a little bit awkward, the other places I've 200 00:13:40,000 --> 00:13:44,300 seen this come up. Is not you as the manager. 201 00:13:44,700 --> 00:13:47,700 But when you become a manager and you're still thinking about, 202 00:13:47,700 --> 00:13:52,400 what's next for you, there are like four different places where 203 00:13:52,400 --> 00:13:56,900 this might come up. One is around your desire for 204 00:13:56,900 --> 00:14:02,300 promotion and a raise. So you may be initiating 205 00:14:02,300 --> 00:14:07,200 conversations with your manager about what does the path look 206 00:14:07,200 --> 00:14:10,600 like for you to get a promotion? What is next for you? 207 00:14:11,500 --> 00:14:16,300 And also, what does it look like for you to get a raise for to 208 00:14:16,300 --> 00:14:19,600 get a change in your compensation and thinking 209 00:14:19,600 --> 00:14:22,000 through what you want to ask for? 210 00:14:22,100 --> 00:14:26,100 And when and how do you have that conversation and planning 211 00:14:26,100 --> 00:14:29,200 it all out? Might look a little bit 212 00:14:29,200 --> 00:14:33,300 different when you're a manager because a lot of what you're 213 00:14:33,300 --> 00:14:37,500 being evaluated on, is not necessarily your direct work, 214 00:14:37,700 --> 00:14:41,300 but it's kind of like the work you've been able to accomplish 215 00:14:41,400 --> 00:14:44,000 Shhhh shhhh through the efforts of your team. 216 00:14:44,500 --> 00:14:47,500 And so, you might be having this conversation in a slightly 217 00:14:47,500 --> 00:14:52,200 different kind of way. I've also seen it where folks 218 00:14:52,200 --> 00:14:59,300 start to notice that your work has slowly increased or maybe 219 00:14:59,300 --> 00:15:04,100 dramatically if suddenly someone or, you know, multiple people 220 00:15:04,100 --> 00:15:09,300 from your team have left and you've now had to absorb and 221 00:15:09,300 --> 00:15:13,900 take on more of their work. And now you're doing more, but 222 00:15:13,900 --> 00:15:17,600 your title is the same in your compensation is the same. 223 00:15:17,800 --> 00:15:21,500 And after a while, you might wonder like, are we going to do 224 00:15:21,500 --> 00:15:23,700 something about this? Like, I'm still being paid the 225 00:15:23,700 --> 00:15:26,300 same amount, but I'm doing all this additional work because 226 00:15:26,300 --> 00:15:30,400 these people have left and thinking about what is the 227 00:15:30,400 --> 00:15:34,400 conversation you want to have with your manager, around 228 00:15:34,600 --> 00:15:40,300 compensation or bonus, or, like, can we, can we shift, you know, 229 00:15:40,300 --> 00:15:43,800 my title? To more accurately reflect the 230 00:15:43,800 --> 00:15:45,800 work. I'm actually doing because it's 231 00:15:45,800 --> 00:15:49,300 changed significantly. Since when I started, I think in 232 00:15:49,300 --> 00:15:53,100 startups this happens a lot because things can move very 233 00:15:53,100 --> 00:15:58,600 quickly and roles can be very Loosely defined and you evolve 234 00:15:58,600 --> 00:16:02,700 and change very rapidly. And there's often not a formal 235 00:16:02,700 --> 00:16:07,300 structure or a formal conversation plan in place. 236 00:16:08,100 --> 00:16:10,600 And then, when day you look around and you're like, wait, 237 00:16:10,600 --> 00:16:14,000 why I'm doing this? Totally different job compared 238 00:16:14,000 --> 00:16:16,800 to the job that I started. Like, I started off here and now 239 00:16:16,800 --> 00:16:21,500 I'm doing all of this and yet my title and my compensation have 240 00:16:21,600 --> 00:16:24,800 not changed. Let's have a conversation about, 241 00:16:24,800 --> 00:16:28,800 you know, making that an accurate reflection of the work. 242 00:16:29,100 --> 00:16:32,500 So that's another place that it can come at and then to really 243 00:16:32,500 --> 00:16:36,000 interesting ones, these are things that couple of clients 244 00:16:36,000 --> 00:16:40,200 have come to me for coaching on and one is there can sometimes 245 00:16:40,200 --> 00:16:42,500 be a fear? Fear that. 246 00:16:42,700 --> 00:16:47,600 If I take on more responsibility, I'm afraid that 247 00:16:47,600 --> 00:16:51,000 I'm going to have to work so much harder if they're going to 248 00:16:51,000 --> 00:16:56,100 be paying me, this big amount. It's kind of a weird thing and 249 00:16:56,100 --> 00:16:59,200 you often won't realize it until you're in it. 250 00:16:59,600 --> 00:17:05,400 But what it looks like is you get offered a higher role or you 251 00:17:05,400 --> 00:17:07,200 are applying for a new job somewhere. 252 00:17:07,200 --> 00:17:09,700 And they're like, we love you, we love your background. 253 00:17:09,700 --> 00:17:12,700 We want to pay you all this. Money and you're like, that's 254 00:17:12,700 --> 00:17:15,700 way more than I was paid before. And your first thought is, 255 00:17:15,700 --> 00:17:20,000 that's awesome, more money. Great that then the fear kicks 256 00:17:20,000 --> 00:17:24,599 in of oh no they're going to expect me to do all this extra 257 00:17:24,599 --> 00:17:28,099 work or it's going to be too hard or it's going to interfere 258 00:17:28,099 --> 00:17:32,200 with my work life balance. And so, we assume that an 259 00:17:32,200 --> 00:17:38,100 increase in Pay must correlate to an increase of time and 260 00:17:38,100 --> 00:17:41,300 effort and that's not always true. 261 00:17:41,400 --> 00:17:44,400 You. So, we want to really question 262 00:17:44,400 --> 00:17:49,300 that assumption and that story because you might be cutting 263 00:17:49,300 --> 00:17:53,700 yourself off from a really great opportunity because you're 264 00:17:53,700 --> 00:18:00,200 afraid in advance, that it will cost you too much of your energy 265 00:18:00,200 --> 00:18:04,600 or your time. And then related to this is if 266 00:18:04,600 --> 00:18:09,600 you take on a job and you get paid a lot more than you've been 267 00:18:09,600 --> 00:18:13,300 paid before and Times what happens is, that's what 268 00:18:13,300 --> 00:18:18,300 activates the fear of maybe I'm not good enough, they're paying 269 00:18:18,300 --> 00:18:21,000 me all this money. I got to give them their money's 270 00:18:21,000 --> 00:18:25,000 worth and then from that fear place, it's like, oh, I need to 271 00:18:25,008 --> 00:18:27,700 approve myself. I got to get in there and do all 272 00:18:27,700 --> 00:18:30,300 these things. And sometimes that's then when 273 00:18:30,300 --> 00:18:35,000 micromanaging can start to happen, is a response to feeling 274 00:18:35,000 --> 00:18:39,300 a little insecure about, you know, who am I to get paid all 275 00:18:39,300 --> 00:18:43,600 this money, you know, I really To show them that I'm worth it. 276 00:18:43,600 --> 00:18:47,600 I really need to prove to them. And so it can create this really 277 00:18:47,600 --> 00:18:52,000 interesting kind of anxiety, a loop where we feel a little bit 278 00:18:52,000 --> 00:18:57,000 of fear of being exposed as maybe I'm not good enough to 279 00:18:57,000 --> 00:19:00,700 Merit this level of compensation. 280 00:19:01,000 --> 00:19:05,200 And that too is something that we really want to explore and 281 00:19:05,200 --> 00:19:08,700 get you grounded on so that you're not either 282 00:19:08,700 --> 00:19:11,300 overcompensating by micromanaging. 283 00:19:11,700 --> 00:19:16,200 Or just acting from a place of uncertainty and that fear 284 00:19:16,500 --> 00:19:19,700 somewhat related to that. Another thing I've seen is 285 00:19:20,200 --> 00:19:23,200 sometimes we don't actually know if we're being competent, it 286 00:19:23,200 --> 00:19:27,900 like under compensated, and we just assume, like, I'm just just 287 00:19:27,900 --> 00:19:31,200 assume I'm being paid. Fairly, I just assume. 288 00:19:31,200 --> 00:19:34,000 I'm being paid. Adequately like I'm doing good. 289 00:19:34,600 --> 00:19:38,200 And then, what happens is, you either start to get recruited 290 00:19:38,700 --> 00:19:41,800 have conversations with recruiters and realize Oh my 291 00:19:41,800 --> 00:19:47,100 gosh, I did not realize that the market rate for my skillset 292 00:19:47,100 --> 00:19:52,000 actually is this other number and maybe I'm actually being 293 00:19:52,000 --> 00:19:57,000 underpaid out the place that I am and that can be a very weird 294 00:19:57,000 --> 00:20:02,000 feeling when you think I feel like maybe I'm not being paid 295 00:20:02,500 --> 00:20:06,100 appropriately, is that something I want to address? 296 00:20:06,100 --> 00:20:11,800 And if so, how if I love where I work and I like, what I do, I am 297 00:20:11,800 --> 00:20:16,900 now aware that my compensation something about this doesn't 298 00:20:16,900 --> 00:20:20,100 quite feel right. It seems low based on this new 299 00:20:20,100 --> 00:20:23,600 information that I'm getting that then becomes something we 300 00:20:23,600 --> 00:20:26,700 want to look at and think about in terms of what is a 301 00:20:26,700 --> 00:20:32,800 conversation you might have and when and why and if not then you 302 00:20:32,800 --> 00:20:36,200 want to make sure for yourself that you feel really good about 303 00:20:36,200 --> 00:20:40,600 your reasons for not having that conversation so that you don't 304 00:20:40,600 --> 00:20:46,500 let any I kind of like resentment or a feeling of, you 305 00:20:46,500 --> 00:20:48,400 know, I'm being taken advantage of. 306 00:20:48,400 --> 00:20:53,000 We don't want to be working from that place, we want to be making 307 00:20:53,000 --> 00:20:57,300 decisions for yourself in your career, that really line up with 308 00:20:57,500 --> 00:21:01,900 your values and who you are as a person and what matters to you, 309 00:21:02,200 --> 00:21:06,800 we want to take into picture kind of the whole landscape. 310 00:21:06,900 --> 00:21:09,500 It's just sometimes we don't realize that there are other 311 00:21:09,500 --> 00:21:13,400 features to the landscape that I did not know we're there until 312 00:21:13,400 --> 00:21:17,600 we get some new information and then we think okay might be time 313 00:21:17,600 --> 00:21:22,700 to have a money conversation. And what we want to do is we 314 00:21:22,700 --> 00:21:26,700 want to get you from a place of feeling uncomfortable from 315 00:21:26,700 --> 00:21:30,400 feeling weird of like what do I do and how do I do it? 316 00:21:30,400 --> 00:21:32,400 And what if they have feelings about it? 317 00:21:32,400 --> 00:21:35,700 Because I have feelings about it, we want to actually kind of 318 00:21:35,700 --> 00:21:38,400 organize and get through all of that. 319 00:21:38,700 --> 00:21:43,100 We want to understand what is behind Mind your discomfort like 320 00:21:43,100 --> 00:21:46,200 what specifically is going on, that's creating that sense of 321 00:21:46,200 --> 00:21:50,900 unease and we want to get a clear picture of what would a 322 00:21:50,900 --> 00:21:55,800 good outcome look like for you, whether you are having a 323 00:21:55,800 --> 00:21:59,900 conversation with someone on your team about their promotion 324 00:21:59,900 --> 00:22:03,600 or the Rays that they're asking for or whether you are going to 325 00:22:03,600 --> 00:22:06,000 be planning a conversation with your manager. 326 00:22:06,200 --> 00:22:09,500 So that when we do those two things, get an idea of what's 327 00:22:09,500 --> 00:22:14,100 really going on behind the Comfort and the fear get a clear 328 00:22:14,100 --> 00:22:18,800 picture of what is the outcome that you want from there. 329 00:22:18,800 --> 00:22:23,000 We can start to create a plan or a roadmap and when you have 330 00:22:23,000 --> 00:22:27,100 that, you will feel so much more grounded, more calm. 331 00:22:27,700 --> 00:22:29,300 And you'll have this greater sense of. 332 00:22:29,300 --> 00:22:36,400 Okay, I've got this and that feels so different and so much 333 00:22:36,400 --> 00:22:38,900 better. So, that is what I wanted to 334 00:22:38,900 --> 00:22:41,700 share with you today. I would love for you to To be 335 00:22:41,700 --> 00:22:46,400 able to have, and to feel more confident in the money 336 00:22:46,400 --> 00:22:50,500 conversations that you have as a manager at work. 337 00:22:50,900 --> 00:22:53,100 So that's what I wanted to share with you today. 338 00:22:53,500 --> 00:22:57,600 If this is a topic that you would like some coaching on if 339 00:22:57,600 --> 00:23:00,500 you want to work with me to feel more confident and all the 340 00:23:00,500 --> 00:23:03,200 conversations that you're having not just around money. 341 00:23:03,200 --> 00:23:06,500 But all the other things where you think, you know, I'm just 342 00:23:06,500 --> 00:23:08,100 want to feel more calm about this. 343 00:23:08,800 --> 00:23:10,800 I want to feel like I know what I'm doing here. 344 00:23:11,400 --> 00:23:14,600 Then I can help go into the show notes. 345 00:23:14,600 --> 00:23:19,700 Find a Time on My Calendar Book, a consultation, we'll talk about 346 00:23:19,700 --> 00:23:22,500 it and then you get to decide how you want to move forward. 347 00:23:23,100 --> 00:23:24,700 All right, thanks so much for listening. 348 00:23:25,200 --> 00:23:33,300 I will talk to you next time. Hey, before you go, if you like 349 00:23:33,300 --> 00:23:35,100 this podcast, please leave a review. 350 00:23:35,900 --> 00:23:39,600 Tell me why you listen and what has helped you? 351 00:23:39,600 --> 00:23:41,400 Thanks so much. I'll see. 352 00:23:41,400 --> 00:23:42,300 See you next time. See you next time.