1 00:00:02,600 --> 00:00:05,160 Welcome back to the Bringing the human Back to Human resources 2 00:00:05,160 --> 00:00:08,880 podcast, The Replay series. I'm your host, Tracy Turn off, 3 00:00:08,880 --> 00:00:12,080 and I'm thrilled to have you join us once again as we journey 4 00:00:12,080 --> 00:00:14,840 through the episodes that have top charts around the world. 5 00:00:15,240 --> 00:00:17,800 In this podcast series, we're revisiting some of our most 6 00:00:17,800 --> 00:00:21,200 insightful, thought provoking, and transformative conversations 7 00:00:21,200 --> 00:00:24,640 with industry experts, thought leaders, and practitioners. 8 00:00:25,200 --> 00:00:28,360 These episodes have made waves. Sparking meaningful conversation 9 00:00:28,360 --> 00:00:31,360 and inspiring positive change throughout human resources. 10 00:00:31,800 --> 00:00:34,120 Whether you're a dedicated listener who's been with us from 11 00:00:34,120 --> 00:00:37,240 the start or you're just tuning in for the first time, the 12 00:00:37,240 --> 00:00:40,240 Replay series offers a chance to dive deep into the core 13 00:00:40,240 --> 00:00:43,800 principles that guide our exploration into HR practices. 14 00:00:44,200 --> 00:00:47,520 So, get ready to rediscover the discussions that continue to 15 00:00:47,520 --> 00:00:50,800 shape the future of HR. Without further ado, let's step 16 00:00:50,800 --> 00:00:53,920 back in time and immerse ourselves into the podcast's top 17 00:00:53,920 --> 00:00:56,360 charted episodes. Let the replay begin. 18 00:00:57,120 --> 00:00:59,520 Hi everyone, welcome back to the Bringing the Human Back to Human 19 00:00:59,520 --> 00:01:01,720 Resources podcast. Thank you so much for being here 20 00:01:01,920 --> 00:01:04,519 for another week. Don't forget to rate review, 21 00:01:04,519 --> 00:01:07,360 subscribe wherever you're catching this episode. 22 00:01:07,600 --> 00:01:11,360 And actually, I have to tell you, I've pretty much told you a 23 00:01:11,360 --> 00:01:13,800 few times when I've started recording. 24 00:01:14,640 --> 00:01:20,000 It is just about 6:00 AM my time and I have to tell you that the 25 00:01:20,000 --> 00:01:22,520 only reason why I'm even functioning at this point, even 26 00:01:22,520 --> 00:01:27,480 though I'm definitely a morning person, but not always like I'm 27 00:01:27,480 --> 00:01:29,600 not as much of A morning person as I used to be. 28 00:01:29,600 --> 00:01:32,560 I feel like it takes me more time to get up in the morning. 29 00:01:32,560 --> 00:01:35,760 But also that's just generally probably because I'm not getting 30 00:01:35,760 --> 00:01:39,040 enough sleep. But I wanted to tell you that 31 00:01:39,400 --> 00:01:44,400 what I feel has helped me a lot in just being able to focus in 32 00:01:44,400 --> 00:01:47,920 the morning and being able to focus throughout my day and then 33 00:01:47,920 --> 00:01:50,560 also get some good sleep is Magic Mind. 34 00:01:50,560 --> 00:01:52,680 And I've talked to you about Magic mind over the course of 35 00:01:52,680 --> 00:01:55,440 the last few weeks is something that really contributes to my 36 00:01:55,440 --> 00:01:58,680 mental wealth. And when Magic mind first 37 00:01:58,680 --> 00:02:01,800 reached out, as I shared with you, I had to make sure that I 38 00:02:01,800 --> 00:02:04,480 tested its efficacy first because I'm not, I wasn't like 39 00:02:04,480 --> 00:02:08,280 100% a believer of things like this, but Magic Mind really 40 00:02:08,280 --> 00:02:10,360 changed my mind. And so now is that I've just 41 00:02:10,560 --> 00:02:13,680 taken a sip in front of you. I'll tell you, to me, it kind of 42 00:02:13,680 --> 00:02:18,360 tastes like getting a green juice with grapefruit because it 43 00:02:18,360 --> 00:02:22,080 has a bit of that like citrusy flavour at the end. 44 00:02:22,080 --> 00:02:26,440 And I'll just, you know, again, share that Magic Mind has a 24 45 00:02:26,440 --> 00:02:31,320 hour approach to mental wealth. And I think that's what has 46 00:02:31,320 --> 00:02:33,560 really been the key for me. And if you follow me on 47 00:02:33,560 --> 00:02:38,840 Instagram, I told you about how they're all of these exogenous 48 00:02:38,840 --> 00:02:41,800 compounds, as Magic Mind and their team puts it. 49 00:02:42,440 --> 00:02:45,040 And I, I think there's a, there's just a lot of research 50 00:02:45,040 --> 00:02:48,200 about some of these things really helping to boost not only 51 00:02:48,200 --> 00:02:50,240 are your energy, but really your focus. 52 00:02:50,480 --> 00:02:53,920 Because this is not like a, an energy thing. 53 00:02:53,920 --> 00:02:56,040 This is all about your mental wealth and focus. 54 00:02:56,040 --> 00:02:58,560 And it has 55 milligrams of caffeine, which is not a ton. 55 00:02:58,560 --> 00:03:01,160 So I'm able to drink it right next to my morning coffee. 56 00:03:01,200 --> 00:03:05,760 And so for my listeners, as I've shared, who want to invest in 57 00:03:05,760 --> 00:03:11,200 their mental wealth, Magic Mind is offering a 48% off your first 58 00:03:11,200 --> 00:03:15,960 subscription or 20% off one time purchases. 59 00:03:15,960 --> 00:03:20,200 You can use code human HR 20 at checkout and you'll get all of 60 00:03:20,200 --> 00:03:24,080 that good stuff not only in the bottles, but also in the 61 00:03:24,080 --> 00:03:27,760 discount, which is really nice. So enjoy your Magic Mind and 62 00:03:27,760 --> 00:03:29,720 your contribution to your own mental wealth. 63 00:03:29,800 --> 00:03:32,440 All right, so this week we're going to be talking about career 64 00:03:32,440 --> 00:03:34,920 growth. And I had to, I have to be 65 00:03:34,920 --> 00:03:37,720 candid here. I was inspired to talk about 66 00:03:37,720 --> 00:03:40,880 this really just in the last like 48 hours. 67 00:03:40,880 --> 00:03:43,320 I wasn't quite sure what I was going to talk about. 68 00:03:43,600 --> 00:03:45,440 Oh my gosh. By the way, I think this is my 69 00:03:45,440 --> 00:03:51,040 first like solo non guest episode of 2025 S Happy new 70 00:03:51,040 --> 00:03:53,760 year, everyone. It's already February. 71 00:03:53,920 --> 00:03:56,760 January is literally the longest month of the year. 72 00:03:57,320 --> 00:04:00,040 Like I'm recording this in January and I feel like I've 73 00:04:00,040 --> 00:04:01,800 been in January for three months. 74 00:04:02,240 --> 00:04:06,120 It's like, I don't know if if it's like a January paradox or 75 00:04:06,120 --> 00:04:09,280 like what that is, but I'm seeing that all over my friend's 76 00:04:09,280 --> 00:04:11,240 social media pages too. It's like, is this still 77 00:04:11,240 --> 00:04:13,840 January? Yeah, it's still January. 78 00:04:14,560 --> 00:04:19,079 So here we are in 2025. Thank you so much for continuing 79 00:04:19,079 --> 00:04:24,000 to listen and for being a part of this podcast community, if 80 00:04:24,000 --> 00:04:25,160 you will. I don't even think I said 81 00:04:25,160 --> 00:04:28,040 community correctly there, but that's, you know, hey, happy 82 00:04:28,040 --> 00:04:29,840 2025. That's the way things are going 83 00:04:29,840 --> 00:04:33,560 these days. So I was inspired in the last 48 84 00:04:33,560 --> 00:04:38,840 hours because of things at work. Now, as you know, if you've been 85 00:04:38,840 --> 00:04:45,160 here listening before, I work full time in an HR job and I 86 00:04:45,160 --> 00:04:48,080 have my podcast at which is obviously its own business. 87 00:04:49,000 --> 00:04:54,520 And so in my full time non small business and my full time job in 88 00:04:54,520 --> 00:04:58,000 a tech company, we've been talking a lot about career 89 00:04:58,000 --> 00:05:00,200 growth because it's something and career planning, I should 90 00:05:00,200 --> 00:05:02,680 say, because it's something that's not only important, but 91 00:05:02,680 --> 00:05:05,240 also something that's just generally and organically come 92 00:05:05,240 --> 00:05:10,600 up within our organization. And I was trying to think back, 93 00:05:10,600 --> 00:05:12,960 like, have I talked about career growth? 94 00:05:12,960 --> 00:05:16,000 Have I talked about career planning on the podcast? 95 00:05:16,480 --> 00:05:19,360 And while I don't have like the best memory, which is something 96 00:05:19,360 --> 00:05:23,440 that I've had to like kind of be honest with myself about, I 97 00:05:23,480 --> 00:05:25,400 really think that it's kind of just gotten worse since I've 98 00:05:25,400 --> 00:05:27,080 become a mom. But it is what it is. 99 00:05:27,240 --> 00:05:29,080 I'm like, well, I remember anything in 10 years. 100 00:05:29,080 --> 00:05:32,880 I don't know. I just really can't remember if 101 00:05:32,880 --> 00:05:34,080 I've ever talked about career growth. 102 00:05:34,080 --> 00:05:37,440 And I was like, am I going to go back through 200 episodes? 103 00:05:38,120 --> 00:05:42,320 No, I'm just going to talk about it now because the reality is 104 00:05:42,320 --> 00:05:44,960 that even if I've talked about in every single episode, it's a 105 00:05:44,960 --> 00:05:47,320 new year. It's a new day and things 106 00:05:47,320 --> 00:05:50,400 change. And I know for sure that I've 107 00:05:50,400 --> 00:05:54,720 never talked about some elements of career growth that I have 108 00:05:54,720 --> 00:06:00,480 learned just by being an employee and by listening to 109 00:06:00,480 --> 00:06:03,560 really good leaders around me and by being coached by really 110 00:06:03,560 --> 00:06:06,000 good leaders around me. So I want to share the wealth 111 00:06:06,000 --> 00:06:09,160 because we don't gatekeep here. If we learn something and we 112 00:06:09,160 --> 00:06:11,040 grow from something, we're sharing it. 113 00:06:11,080 --> 00:06:14,520 So I just want to take a moment to be candid with all of you. 114 00:06:15,280 --> 00:06:20,560 I have struggled a little bit to find some motivation in my 115 00:06:20,560 --> 00:06:25,760 podcasting, which is a first for me because I am really 116 00:06:25,760 --> 00:06:29,280 passionate about this platform. I'm really passionate about my 117 00:06:29,280 --> 00:06:31,200 podcast. I'm really passionate about 118 00:06:31,560 --> 00:06:37,120 giving all of you insights and tips and things to consider and 119 00:06:37,680 --> 00:06:41,160 maybe new skills or a new way of thinking about something. 120 00:06:41,640 --> 00:06:43,600 I don't know. But I just, I think you know 121 00:06:43,600 --> 00:06:48,080 what I said in in the last few weeks, even like with talking 122 00:06:48,080 --> 00:06:50,960 through magic behind, it's real. Like I have a lot on my plate 123 00:06:50,960 --> 00:06:56,000 and I've been thinking like, how do I keep my motivation high? 124 00:06:56,320 --> 00:07:02,640 And I've realized that with my podcasts, I, I think in like the 125 00:07:02,640 --> 00:07:06,880 last, I would say maybe a year and a half, I just kind of 126 00:07:06,880 --> 00:07:09,680 started to like pull back a little bit because of things 127 00:07:09,680 --> 00:07:11,920 going on personally in the world. 128 00:07:11,920 --> 00:07:14,360 I'm, you know, as, as you know, I'm Jewish. 129 00:07:14,360 --> 00:07:18,640 There's just been like a lot that has weighed heavily on me 130 00:07:19,640 --> 00:07:22,920 as a, as a Jewish woman. And so I've realized I had. 131 00:07:22,920 --> 00:07:26,040 To just be. Honest and I had to be authentic 132 00:07:26,040 --> 00:07:28,920 because I've always been that way on my podcast. 133 00:07:28,920 --> 00:07:31,840 And so that's me opening up vulnerability. 134 00:07:31,840 --> 00:07:35,200 Love that. And actually today is probably 135 00:07:35,200 --> 00:07:42,120 the first day in maybe six months or so where I was like, 136 00:07:42,480 --> 00:07:48,200 yes, I'm waking up at 5:30. I'm getting like a little bit of 137 00:07:48,200 --> 00:07:51,280 makeup on. You're like, you can't tell and 138 00:07:51,280 --> 00:07:53,400 I'm going for it. And I feel really good about 139 00:07:53,400 --> 00:07:55,360 that. And I think honestly, I think 140 00:07:55,360 --> 00:07:58,320 that what did that for me was knowing that I was going to come 141 00:07:58,320 --> 00:08:02,480 here and share a little bit more about how I've been feeling and 142 00:08:02,480 --> 00:08:04,160 just some of the things that I've been dealing with 143 00:08:04,600 --> 00:08:07,680 personally as a Jewish woman. Like it's been, it's been really 144 00:08:07,680 --> 00:08:10,000 rough. It's been really, it's just been 145 00:08:10,000 --> 00:08:13,360 really rough. And so with that, I wanted to, 146 00:08:13,400 --> 00:08:15,680 you know, I'm glad I shared. Maybe I'll share more in the 147 00:08:15,680 --> 00:08:16,920 future. I don't know. 148 00:08:17,680 --> 00:08:21,360 A big part of why I didn't share was because I was pregnant like 149 00:08:21,360 --> 00:08:24,440 on October 7th and I was just trying to protect my peace 150 00:08:24,440 --> 00:08:30,680 because that was an extremely just like traumatic start to 151 00:08:30,680 --> 00:08:32,799 things. And I was like just protecting 152 00:08:32,799 --> 00:08:37,200 myself. And now here like 450 plus days 153 00:08:37,200 --> 00:08:41,080 later, I'm still trying to protect my peace. 154 00:08:41,320 --> 00:08:44,760 And I'm also trying not to open myself up too much vulnerably. 155 00:08:45,120 --> 00:08:47,840 So maybe I'll share more in the future. 156 00:08:47,840 --> 00:08:50,800 But I do appreciate you listening to my little 157 00:08:50,800 --> 00:08:53,440 vulnerable rant. And if you're watching this on 158 00:08:53,440 --> 00:08:55,880 YouTube, you are seeing all my facial expressions that go along 159 00:08:55,880 --> 00:08:58,120 with that. It's not easy to be vulnerable. 160 00:08:58,120 --> 00:09:01,680 But I think, you know, this is my podcast and I can do whatever 161 00:09:01,680 --> 00:09:03,720 the hell I want to do. Now I have to put an explicit 162 00:09:03,720 --> 00:09:05,760 marker there because I said hell, now I've said it twice. 163 00:09:05,800 --> 00:09:10,000 Hell, hell, hell 4 * 5 times, whatever. 164 00:09:10,040 --> 00:09:13,200 No counting before 6:00 AM. All right, let's get into career 165 00:09:13,200 --> 00:09:15,160 growth. So as I said, you know, in the 166 00:09:15,160 --> 00:09:17,120 last 48 hours, I was like, you know what, this is what we have 167 00:09:17,120 --> 00:09:20,760 to talk about. So I want to share a few things 168 00:09:20,760 --> 00:09:24,240 that are really important when it comes to career growth. 169 00:09:24,480 --> 00:09:27,240 And I want to start by saying first of all, you know, look at 170 00:09:27,240 --> 00:09:30,480 how dead my plant is behind me. It's bad. 171 00:09:30,480 --> 00:09:31,680 I have to bring it back to my in laws. 172 00:09:31,680 --> 00:09:34,240 It gets no sun here and I have a green thumb. 173 00:09:34,240 --> 00:09:37,640 This is not good, not not good vibes for 2025. 174 00:09:37,960 --> 00:09:42,640 All right, career growth. So I wanted to first share that 175 00:09:43,000 --> 00:09:48,440 in my opinion, career growth, and maybe it's not even that our 176 00:09:48,440 --> 00:09:54,840 development, our development is on the majority, something that 177 00:09:54,840 --> 00:09:58,200 we own as individuals. This is not something that I've 178 00:09:58,200 --> 00:10:01,400 created for myself. I had a leader when I worked at 179 00:10:01,400 --> 00:10:05,880 Target who sat me down and was not in HR. 180 00:10:05,880 --> 00:10:07,760 And I don't even know that I was in HR yet. 181 00:10:07,840 --> 00:10:11,800 I wasn't, He sat me down because I was like, I want to do more. 182 00:10:12,040 --> 00:10:16,000 Like I, I what, how do I do more, you know, as a very 183 00:10:16,000 --> 00:10:19,000 ambitious person. And he was like, listen, our 184 00:10:19,000 --> 00:10:23,320 development is our own. We own every stage of our 185 00:10:23,320 --> 00:10:25,160 development. Shout out to Kevin Bryant. 186 00:10:25,840 --> 00:10:30,080 I don't even know that he remembers me, but he was like a 187 00:10:30,080 --> 00:10:34,400 district manager for this particular Target district that 188 00:10:34,400 --> 00:10:35,600 I was in the store that I was in. 189 00:10:36,040 --> 00:10:39,560 And he was, he was a fabulous leader, like fabulous. 190 00:10:39,560 --> 00:10:42,640 And I'm sure he still is. And he works for, he has worked 191 00:10:42,640 --> 00:10:45,280 for some really big names since leaving Target. 192 00:10:45,280 --> 00:10:49,920 But I vividly remember we sat down in like the Starbucks Cafe 193 00:10:49,920 --> 00:10:52,960 area and he told me that. And I was like, I don't know, 194 00:10:53,800 --> 00:10:56,920 2322 or 23, had just finished college. 195 00:10:57,240 --> 00:11:02,880 I was like, yeah, he's right. I own every part of my own 196 00:11:02,880 --> 00:11:05,720 development. If I want to do more, I can do 197 00:11:05,720 --> 00:11:08,600 more. If I want to go beyond the scope 198 00:11:08,600 --> 00:11:11,000 of my role, I can go beyond the scope of my role. 199 00:11:11,000 --> 00:11:13,480 If I want to be collaborative and I want to help people 200 00:11:13,480 --> 00:11:15,000 achieve their own goals, I can do that. 201 00:11:15,320 --> 00:11:18,640 I don't have to wait for my manager to say, hey, here's like 202 00:11:18,640 --> 00:11:20,560 this little project so you can do more. 203 00:11:20,560 --> 00:11:22,280 Like I don't. I, I didn't have to do that. 204 00:11:22,680 --> 00:11:25,160 And actually it was great feedback and great advice 205 00:11:25,160 --> 00:11:26,480 because I don't like waiting for people. 206 00:11:26,480 --> 00:11:30,280 I am kind of, sometimes I can be a bulldozer and this is 207 00:11:30,280 --> 00:11:33,120 something I know about myself and I rein in when I need to. 208 00:11:33,120 --> 00:11:37,440 But in moments like that is really important to know exactly 209 00:11:38,320 --> 00:11:41,480 what your strengths are. Like if you know that you can 210 00:11:41,480 --> 00:11:44,560 get after something, then like, what's stopping you? 211 00:11:44,880 --> 00:11:48,360 And so Kevin really kind of changed my life with that 212 00:11:48,440 --> 00:11:50,200 advice. And maybe I should reach out and 213 00:11:50,200 --> 00:11:52,280 tell him that maybe I should send him a little clip of this 214 00:11:52,280 --> 00:11:55,480 podcast once it's done. But I wanted to share that in 215 00:11:55,480 --> 00:11:58,440 the very beginning of this conversation because that is 216 00:11:58,440 --> 00:12:00,840 going to set the stage for everything that we talked about 217 00:12:01,360 --> 00:12:03,960 so often. I'm sure that we all have said 218 00:12:03,960 --> 00:12:06,920 it ourselves, but so often employees, and I'm sure you've 219 00:12:06,920 --> 00:12:10,600 heard this from your employees will say my manager has not 220 00:12:10,600 --> 00:12:13,240 talked to me about my development. 221 00:12:14,000 --> 00:12:18,480 My manager has not talked to me about my career options. 222 00:12:18,920 --> 00:12:23,400 And frankly, I, I don't really think that it's the manager who 223 00:12:23,400 --> 00:12:27,800 comes to the employee and says here are all of the things that 224 00:12:27,800 --> 00:12:33,760 you're going to do more of or less of in order to hit the next 225 00:12:33,760 --> 00:12:36,560 stage of your career. Like it just doesn't really 226 00:12:36,560 --> 00:12:39,960 happen that way. It maybe it does and sometimes 227 00:12:40,000 --> 00:12:45,040 it might and that's great, but it doesn't usually come first. 228 00:12:45,160 --> 00:12:50,360 Usually it's the employee person demonstrating that they are 229 00:12:50,520 --> 00:12:54,200 ready for more, that they've worked on improving 230 00:12:54,200 --> 00:12:58,000 opportunities or developing their skills or gaining more 231 00:12:58,000 --> 00:13:02,760 exposure and things like that, that sets them apart maybe from 232 00:13:02,760 --> 00:13:05,480 other people or shows their readiness for the next thing. 233 00:13:06,200 --> 00:13:09,760 Certainly managers have an influence over like the amount 234 00:13:09,760 --> 00:13:13,400 of exposure that people have in an organization, like how 235 00:13:13,480 --> 00:13:16,360 someone is painted, like what light they're painted into other 236 00:13:16,360 --> 00:13:19,600 leaders or an executive team. Definitely, like managers 237 00:13:19,600 --> 00:13:23,680 obviously have an influence on this, but development is our own 238 00:13:23,920 --> 00:13:26,840 and once we like take ownership of that, people want to control 239 00:13:26,840 --> 00:13:29,160 everything. If I could control everything, I 240 00:13:29,160 --> 00:13:32,400 would love that, but I can't. But the one thing that I can 241 00:13:32,400 --> 00:13:34,000 control is my own development, right? 242 00:13:34,000 --> 00:13:39,440 So this is like to me, the key to unlocking that next chapter 243 00:13:39,480 --> 00:13:43,880 for people and for you as a leader or as an HR leader, maybe 244 00:13:43,880 --> 00:13:46,760 your people manager as well. People are going to come to you 245 00:13:46,760 --> 00:13:48,880 and say, like, I want more, I want to do more. 246 00:13:49,320 --> 00:13:52,760 I want I want to get promoted. And they're just looking for you 247 00:13:52,760 --> 00:13:55,680 to solve their problems. And that's another thing. 248 00:13:55,680 --> 00:13:57,360 There's nothing more than I hate than that. 249 00:13:57,720 --> 00:14:02,720 Like you have to be the person solving the problem in this 250 00:14:02,720 --> 00:14:06,120 case, right? Like if the challenge is that 251 00:14:06,720 --> 00:14:10,040 you haven't been promoted and you want to be, why are you 252 00:14:10,040 --> 00:14:12,680 going to ask your manager to solve that for you? 253 00:14:13,040 --> 00:14:16,800 You have to ask your manager, this is my goal. 254 00:14:16,960 --> 00:14:20,040 What are some things that I knew need to focus on to get there? 255 00:14:20,040 --> 00:14:21,960 Because I'm focusing on this, I'm doing that. 256 00:14:21,960 --> 00:14:26,600 I'm working with this person. How do I do a better job or what 257 00:14:26,600 --> 00:14:28,600 can I do? Or am I doing that already? 258 00:14:28,600 --> 00:14:31,720 Because that's my goal. And maybe you can say, Hey, I 259 00:14:31,720 --> 00:14:36,600 don't actually know what I want next, but I know that my my like 260 00:14:36,680 --> 00:14:41,320 North Star, like the thing that I want most is to be in this 261 00:14:41,320 --> 00:14:43,920 title or in this role or managing this number of people. 262 00:14:44,480 --> 00:14:48,720 Then like your manager can help you and support you in guiding 263 00:14:48,720 --> 00:14:51,600 you in the right direction. But asking someone to solve all 264 00:14:51,600 --> 00:14:55,760 your problems is like, not it. So I hope that maybe that 265 00:14:55,760 --> 00:14:58,080 inspires you a little bit about your own career. 266 00:14:58,080 --> 00:15:00,800 Like take it on you. This is something you can fully 267 00:15:00,800 --> 00:15:03,000 control. Like I said, don't we all like 268 00:15:03,000 --> 00:15:05,000 love to control things? Or is it just me? 269 00:15:05,960 --> 00:15:08,640 But if this is something you can control, then just like just do 270 00:15:08,640 --> 00:15:11,960 that. So first and foremost, now we 271 00:15:11,960 --> 00:15:16,640 understand a little bit more about how we can set the stage 272 00:15:16,640 --> 00:15:19,360 for ourselves and also how we can set the stage and be very 273 00:15:19,520 --> 00:15:24,280 candid with people who come to us with that type of mentality 274 00:15:24,280 --> 00:15:28,200 or with those types of things. Now obviously career growth 275 00:15:28,200 --> 00:15:31,160 matters a lot. It's and it's also more than 276 00:15:31,160 --> 00:15:35,080 just this vertical movement, meaning like promotions, there's 277 00:15:35,080 --> 00:15:38,760 skill building, there's personal fulfillment that's part of this. 278 00:15:39,080 --> 00:15:44,160 And of course, aligning what we do with our purpose or what we 279 00:15:44,160 --> 00:15:45,960 believe our purpose is in that moment. 280 00:15:45,960 --> 00:15:47,800 Because sometimes our purposes change, right? 281 00:15:47,800 --> 00:15:50,440 We think, yeah, I want to do XY and Z. 282 00:15:50,440 --> 00:15:51,720 This is what I'm really fulfilled by. 283 00:15:51,720 --> 00:15:56,080 And then maybe you have a life change or you, you have 284 00:15:56,360 --> 00:16:00,120 something, I don't know, maybe 10 years goes by and you're 285 00:16:00,120 --> 00:16:02,480 like, oh, actually my purpose is totally different now. 286 00:16:02,800 --> 00:16:04,720 So that's great. It's totally a great. 287 00:16:04,720 --> 00:16:08,320 It's you just have to find the work that aligns with that 288 00:16:08,320 --> 00:16:12,440 purpose for you. And of course, as I mentioned, 289 00:16:12,560 --> 00:16:15,280 owning your own development is essential. 290 00:16:15,840 --> 00:16:18,720 It's essential and it's especially critical in a 291 00:16:18,720 --> 00:16:22,400 fast-paced and like ever changing work environment. 292 00:16:22,400 --> 00:16:24,840 We know that things are changing constantly. 293 00:16:25,920 --> 00:16:30,960 And so having that awareness allows us to stop waiting for 294 00:16:30,960 --> 00:16:33,000 someone else to unlock these doors for us. 295 00:16:33,200 --> 00:16:35,800 Like if you're not, if you're doing all of these things and 296 00:16:35,800 --> 00:16:38,680 you're owning your own development and there isn't that 297 00:16:38,680 --> 00:16:42,160 vertical opportunity, that might be just the reality of the 298 00:16:42,160 --> 00:16:47,920 organization in, in present tense, but there's a whole world 299 00:16:47,920 --> 00:16:50,200 out there. If you're, if you're looking for 300 00:16:50,200 --> 00:16:54,720 more, go find it. I, I think leaders who are, you 301 00:16:54,720 --> 00:16:58,880 know, white knuckling their team meaning like just holding on so 302 00:16:58,880 --> 00:17:02,120 much that they're just like more petrified about the idea of 303 00:17:02,120 --> 00:17:05,280 someone leaving than them getting what they need out of 304 00:17:05,280 --> 00:17:08,880 their careers. They they just haven't put 305 00:17:08,880 --> 00:17:10,640 themselves in that person's shoes yet. 306 00:17:10,800 --> 00:17:14,079 It's just a matter of time before leaders have that 307 00:17:14,079 --> 00:17:18,880 understanding that it's OK if someone leaves if their goal is 308 00:17:18,880 --> 00:17:21,040 to is to get something else in that moment. 309 00:17:21,400 --> 00:17:24,839 Like the best thing that we can do as leaders is prepare people, 310 00:17:25,000 --> 00:17:28,920 whether it's for the the organization that they're in or 311 00:17:28,920 --> 00:17:31,040 for another organization. And actually, a colleague of 312 00:17:31,040 --> 00:17:36,760 mine put it quite well that that he had a leader tell him that 313 00:17:37,560 --> 00:17:39,280 the best thing that he could do is that. 314 00:17:39,280 --> 00:17:42,520 I'm really paraphrasing here. I already told you how my memory 315 00:17:42,520 --> 00:17:46,600 works, that the best thing that that he could do for for my 316 00:17:46,600 --> 00:17:50,080 colleague, again, this is not in a, a current work situation, but 317 00:17:50,920 --> 00:17:53,080 this was from the past. The best thing that he could do 318 00:17:53,080 --> 00:17:58,840 for him was to prepare him to develop his skills or to support 319 00:17:58,840 --> 00:18:02,720 him in developing his skills to give him the help and support 320 00:18:02,720 --> 00:18:06,800 that he need needed and the guidance so that he could be 321 00:18:07,040 --> 00:18:09,160 ready for the next thing, even if it's outside of that 322 00:18:09,160 --> 00:18:11,640 organization. Now that's a that's the type of 323 00:18:11,640 --> 00:18:15,760 leader that someone strives to work for, right? 324 00:18:15,760 --> 00:18:18,960 Because actually, and my colleague said it erfectly what 325 00:18:18,960 --> 00:18:22,760 happens that it, it also builds a lot of loyalty to that leader 326 00:18:22,760 --> 00:18:27,200 because you're like, Oh yeah, I I can do more than what is in 327 00:18:27,200 --> 00:18:29,240 front of me or what's in this organization now. 328 00:18:29,240 --> 00:18:32,320 But maybe I maybe I don't want to, maybe I want to continue to 329 00:18:32,320 --> 00:18:35,120 work for this leader because they care about me and they care 330 00:18:35,120 --> 00:18:37,600 about my development. So that is also a really 331 00:18:37,600 --> 00:18:40,920 important part of this is like if you're a leader or you're 332 00:18:40,920 --> 00:18:44,640 working with people leaders reminding them it's OK, it's and 333 00:18:44,640 --> 00:18:46,040 actually my colleagues said it perfectly. 334 00:18:46,040 --> 00:18:48,440 It's like, if you love them, let them go. 335 00:18:48,440 --> 00:18:50,880 It's OK. It's OK if they leave. 336 00:18:50,880 --> 00:18:53,280 Do we want retention? 100%. 337 00:18:53,480 --> 00:18:55,920 But if they're not happy and they don't feel fulfilled and 338 00:18:55,920 --> 00:18:58,640 their work is not aligning with their purpose, they're not going 339 00:18:58,640 --> 00:19:00,720 to be a ton of fun to work around, frankly. 340 00:19:00,960 --> 00:19:03,080 And they're not going to be very motivated. 341 00:19:03,080 --> 00:19:06,240 Like let people find whatever it is that they need. 342 00:19:06,240 --> 00:19:07,960 And you know what? Sometimes they come back because 343 00:19:07,960 --> 00:19:10,960 they're like, oh, the grass is not much greener over there, 344 00:19:11,160 --> 00:19:13,160 which is true. I mean, a lot of people, I 345 00:19:13,160 --> 00:19:17,160 experienced that when I left one retail job for the next, I was 346 00:19:17,160 --> 00:19:20,120 like, yeah, I don't like this, right? 347 00:19:20,120 --> 00:19:21,680 Like when I only work for three months. 348 00:19:21,680 --> 00:19:23,280 You can go back. I think that episode is from 349 00:19:23,280 --> 00:19:24,920 2022. You can go back if you want to 350 00:19:24,920 --> 00:19:26,840 hear about that. Some juicy stuff there. 351 00:19:27,800 --> 00:19:30,280 Anyway, so we know why career growth matters. 352 00:19:31,040 --> 00:19:33,440 And I've talked a lot already about taking ownership of your 353 00:19:33,440 --> 00:19:36,000 growth. This is really a mind shift, a 354 00:19:36,560 --> 00:19:40,120 mindset shift. Your career is your 355 00:19:40,120 --> 00:19:44,040 responsibility. So don't wait for anyone else to 356 00:19:44,040 --> 00:19:47,040 guide your career. Take full ownership, take 357 00:19:47,040 --> 00:19:50,040 control, take the reins. No one's going to stop you. 358 00:19:50,320 --> 00:19:53,680 In fact, your leader is probably going to be much more impressed 359 00:19:53,880 --> 00:19:57,640 and, and in a way probably a little bit relieved because once 360 00:19:57,640 --> 00:20:00,560 you become a manager, you're doing your own job and you're 361 00:20:00,560 --> 00:20:03,400 managing people and it's really hard and. 362 00:20:03,680 --> 00:20:08,000 Managers are best equipped for supporting their employees to 363 00:20:08,000 --> 00:20:13,200 achieve their you know their goals by working collaboratively 364 00:20:13,280 --> 00:20:17,240 on their career development. Managers are not. 365 00:20:17,440 --> 00:20:19,320 Just because someone's a manager doesn't mean that they're an 366 00:20:19,320 --> 00:20:23,200 expert in identifying skill gaps or identifying areas of 367 00:20:23,200 --> 00:20:27,440 opportunity for someone. Sometimes it takes a really self 368 00:20:27,440 --> 00:20:32,960 aware employee to say, hey, leader, I am way too controlling 369 00:20:32,960 --> 00:20:38,520 and I need to let other people do things as the project owners 370 00:20:38,520 --> 00:20:41,440 rather than me taking on that. You could tell that this is 371 00:20:41,440 --> 00:20:43,160 something that I have learned about myself. 372 00:20:43,920 --> 00:20:46,040 Rather than taking on everything, I need to let people 373 00:20:46,040 --> 00:20:48,680 you know, I need to delegate. I need to let other people take 374 00:20:48,680 --> 00:20:53,840 control so that I can give them the opportunity to really prove 375 00:20:53,840 --> 00:20:56,760 themselves and do a great job. And then sometimes it's the 376 00:20:56,760 --> 00:20:59,200 leader who's like, yeah, great idea. 377 00:20:59,480 --> 00:21:02,800 Let's let's focus on that. And look, just because again, 378 00:21:02,880 --> 00:21:05,280 just because someone's a leader does not mean that they have the 379 00:21:05,280 --> 00:21:10,080 answers to everything. So self-awareness, taking a, a 380 00:21:10,080 --> 00:21:12,360 moment to shift your mindset is really important. 381 00:21:12,360 --> 00:21:15,560 And that self-awareness, like many people are not self aware. 382 00:21:16,120 --> 00:21:19,600 The as much as you can be, it's really important. 383 00:21:19,600 --> 00:21:22,520 And if you think you're self aware, but people are telling 384 00:21:22,520 --> 00:21:25,000 you that you're not, I have news for you. 385 00:21:25,000 --> 00:21:28,200 You are not self aware. Like people will tell you if 386 00:21:28,200 --> 00:21:32,160 you're self aware. And so if you're working on or 387 00:21:32,200 --> 00:21:35,960 if you want to work on yourself awareness, a great first step is 388 00:21:35,960 --> 00:21:38,800 to take feedback partners who are going to be really honest 389 00:21:38,800 --> 00:21:40,640 and candid with you. If you have siblings, those are 390 00:21:40,640 --> 00:21:43,640 your first feedback partners in life because they'll tell you 391 00:21:43,640 --> 00:21:46,440 everything about yourself without really caring about how 392 00:21:46,440 --> 00:21:49,200 it feels. And probably our parents too. 393 00:21:49,200 --> 00:21:53,440 But find someone who's going to tell you genuinely and candidly 394 00:21:53,640 --> 00:21:56,080 where your gaps are and what you're doing really well. 395 00:21:56,360 --> 00:21:58,280 And then, of course, think about your career vision. 396 00:21:58,280 --> 00:22:00,280 Where do you want to be in the next year? 397 00:22:00,480 --> 00:22:03,320 Three years, five years, 10 years, maybe more than that. 398 00:22:03,640 --> 00:22:05,320 And how does that align with your life goals? 399 00:22:05,320 --> 00:22:09,720 I can tell you before I became a mom, I was like, I want to run 400 00:22:10,040 --> 00:22:13,240 everything. And then I became a mom and I 401 00:22:13,240 --> 00:22:17,640 was like, maybe I'll want to run everything later on in life 402 00:22:18,320 --> 00:22:22,080 because I have my own, like I have two kids now. 403 00:22:22,120 --> 00:22:25,920 I have to like focus on them and I want to focus on them and I 404 00:22:25,920 --> 00:22:28,200 want to be, you know, present and available. 405 00:22:28,200 --> 00:22:31,160 And like, that's just my not my career goal today. 406 00:22:31,160 --> 00:22:34,680 My career goal now is to just like continue to expand 407 00:22:34,680 --> 00:22:37,560 horizontally on my skills. So we talked about like this 408 00:22:37,840 --> 00:22:42,000 vertical career development, which is like promotions and new 409 00:22:42,000 --> 00:22:44,080 roles and more team and things like that. 410 00:22:44,400 --> 00:22:47,840 But horizontal career growth is like taking on more skills, 411 00:22:47,840 --> 00:22:51,720 taking on more opportunities that expand our skills, expand 412 00:22:51,720 --> 00:22:55,840 our knowledge. And that I think is actually way 413 00:22:55,840 --> 00:23:01,840 more integral to our being able to achieve vertical growth than 414 00:23:01,840 --> 00:23:04,240 anything else. Like you have to, you have to 415 00:23:04,240 --> 00:23:08,080 grow horizontally before you can grow vertically, if you ask me. 416 00:23:08,960 --> 00:23:12,960 And so when you think about that, of course, there's there's 417 00:23:12,960 --> 00:23:16,680 this element of needing to seek feedback regularly up skilling, 418 00:23:16,680 --> 00:23:20,160 which is really, you know, levelling up your skills, 419 00:23:20,160 --> 00:23:22,600 whether it's through courses or certifications. 420 00:23:23,000 --> 00:23:24,960 For us in HR, there are obviously a number of 421 00:23:24,960 --> 00:23:29,640 certifications we could pursue. Maybe you go for an additional 422 00:23:29,640 --> 00:23:34,800 degree or a degree if you don't have one on the job learning for 423 00:23:34,800 --> 00:23:37,840 future proofing. All of these things are actually 424 00:23:37,840 --> 00:23:40,640 also ways that you can ask your leader for support. 425 00:23:40,640 --> 00:23:43,560 Maybe you can ask for reimbursement from, for work 426 00:23:43,600 --> 00:23:47,360 from work for these courses or these additional learning 427 00:23:47,360 --> 00:23:49,360 opportunities for professional development. 428 00:23:49,720 --> 00:23:53,120 And again, this horizontal aspect, the lateral moves are 429 00:23:53,120 --> 00:23:55,280 super important. Sometimes it's not upward. 430 00:23:55,600 --> 00:23:58,280 So explore those cross functional opportunities to 431 00:23:58,280 --> 00:24:02,240 diversify your skills and expand your knowledge. 432 00:24:02,600 --> 00:24:05,960 And you know, I always like to talk about stretch assignments 433 00:24:05,960 --> 00:24:09,520 to like this is something where like maybe you just say, hey, I 434 00:24:09,520 --> 00:24:13,080 want to help with this really challenging project and it's 435 00:24:13,080 --> 00:24:15,360 outside of my comfort zone and it's really going to stretch me. 436 00:24:15,360 --> 00:24:18,280 And again, this is where, you know, think about the elasticity 437 00:24:18,560 --> 00:24:21,280 in your career, in your professional development. 438 00:24:21,360 --> 00:24:24,560 Super important. Also, I'll say that you know, 439 00:24:24,560 --> 00:24:29,560 kind of similarly to owning your own development and owning your 440 00:24:29,560 --> 00:24:32,760 own career growth is also advocating for yourself. 441 00:24:32,800 --> 00:24:35,320 I'm sure that you've heard this a million times. 442 00:24:35,320 --> 00:24:38,680 I know I've talked about this before in the podcast, but 443 00:24:38,680 --> 00:24:41,360 you're kind of your own cheerleader and you have to be 444 00:24:41,760 --> 00:24:43,720 you have to. This is the whole thing about 445 00:24:43,720 --> 00:24:47,000 owning your own development is like knowing your potential and 446 00:24:47,000 --> 00:24:49,200 going after it and advocating for yourself. 447 00:24:49,520 --> 00:24:53,880 It's the same reason why when people, you know, are offered a 448 00:24:53,880 --> 00:24:58,600 salary and they don't negotiate that salary, they miss out. 449 00:24:58,640 --> 00:25:03,040 They miss out on potential, you know, potentially more dollars. 450 00:25:03,440 --> 00:25:05,000 You have to advocate for yourself. 451 00:25:05,600 --> 00:25:09,560 When people negotiate, they are advocating for themselves when 452 00:25:09,560 --> 00:25:13,840 they, you know, aren't saying yes to everything. 453 00:25:13,840 --> 00:25:16,680 And maybe they're taking a more critical approach to things, not 454 00:25:16,680 --> 00:25:20,240 every time maybe, but just in general, they're advocating for 455 00:25:20,240 --> 00:25:23,000 themselves. You have to know your own value. 456 00:25:23,000 --> 00:25:25,960 I mean, understanding your worth, also understanding your 457 00:25:25,960 --> 00:25:28,880 worth relative to the market. This is where, again, 458 00:25:28,880 --> 00:25:32,800 negotiating salaries. Women more often than not, are 459 00:25:32,800 --> 00:25:37,520 not negotiating their salaries. And this is potentially one of 460 00:25:37,520 --> 00:25:41,560 the factors related to some gaps in pay. 461 00:25:41,560 --> 00:25:46,880 Sometimes I will tell you I have seen women not negotiate like 462 00:25:46,880 --> 00:25:49,320 I'm, you know, maybe I'm offering a rate. 463 00:25:49,320 --> 00:25:52,720 This is especially in the past. It's not happening as much now I 464 00:25:52,720 --> 00:25:54,960 think with Gen. Z really being advocates for 465 00:25:54,960 --> 00:25:59,320 themselves. But just, you know, seeing 466 00:25:59,600 --> 00:26:04,760 someone something more often than not again, women who just 467 00:26:04,760 --> 00:26:08,920 say thank you. But maybe there's more in there 468 00:26:08,920 --> 00:26:12,040 for you, right? And actually, you know, where 469 00:26:12,040 --> 00:26:14,840 you work for a great organization when, when your 470 00:26:14,840 --> 00:26:17,080 leader is like, you know what, I think we need to, I think we 471 00:26:17,080 --> 00:26:18,560 need to bump them up. They didn't, they didn't 472 00:26:18,560 --> 00:26:20,040 negotiate. And I think we could do a little 473 00:26:20,040 --> 00:26:21,560 bit better. That's when you know, you're at 474 00:26:21,560 --> 00:26:24,840 the right organization. And that has, I have, I have 475 00:26:24,840 --> 00:26:30,720 seen that in, in recent years. So anyway, be that type of 476 00:26:30,720 --> 00:26:32,720 leader, right? Be the person that's like, OK, 477 00:26:32,720 --> 00:26:34,800 this, this person didn't advocate for themselves. 478 00:26:34,800 --> 00:26:37,960 So I'm going to advocate for them, but advocate for yourself. 479 00:26:37,960 --> 00:26:39,840 It's so important. Like no one else is going to do 480 00:26:39,840 --> 00:26:43,000 it, frankly, not because they don't care, but because they're 481 00:26:43,000 --> 00:26:45,200 not thinking about you. They're everyone's just thinking 482 00:26:45,200 --> 00:26:48,640 about themselves, which is OK. It's just the human behavior. 483 00:26:48,880 --> 00:26:51,520 And then also set some boundaries. 484 00:26:51,520 --> 00:26:55,040 Just as much as like, you know, if you're, if you're anything 485 00:26:55,040 --> 00:26:57,400 like me, you're going to think, OK, abundance mindset. 486 00:26:57,400 --> 00:26:59,600 Like I want to, I want to grow. I'm going to do as much as 487 00:26:59,600 --> 00:27:02,480 humanly possible, but that's not always the answer. 488 00:27:02,480 --> 00:27:05,200 Learn from some of them. I won't call them mistakes, but 489 00:27:05,200 --> 00:27:07,320 learn some from from some of my experiences. 490 00:27:07,320 --> 00:27:09,880 I used to be, you know, all about taking on as much as 491 00:27:09,880 --> 00:27:11,480 possible. I can't do that anymore. 492 00:27:12,040 --> 00:27:16,040 And that doesn't actually mean that I am not contributing as 493 00:27:16,040 --> 00:27:20,800 much value as before it it my contribution to value and, and 494 00:27:20,800 --> 00:27:25,720 value has not shifted because I'm unable to do as much or that 495 00:27:25,720 --> 00:27:29,600 I'm not able to, you know, offer as much support as I used to. 496 00:27:29,800 --> 00:27:33,480 Because I, you know, I set boundaries now and that this is 497 00:27:33,480 --> 00:27:36,280 where I'm getting at. Setting those boundaries does 498 00:27:36,280 --> 00:27:39,000 it, it is a huge part of it because owning your own 499 00:27:39,000 --> 00:27:41,640 development does not mean that you have to say yes to 500 00:27:41,640 --> 00:27:44,800 everything. And this is a very vital lesson 501 00:27:44,800 --> 00:27:49,600 that I have learned probably in the last year, because I really 502 00:27:49,600 --> 00:27:55,760 thought that all of my value was placed in doing as much as my 503 00:27:55,760 --> 00:27:59,280 body could take basically and saying yes to everything and 504 00:27:59,280 --> 00:28:04,600 never saying no and all this. And my leader was like, no, like 505 00:28:04,600 --> 00:28:08,240 you add value whether you're involved in something or not, 506 00:28:08,240 --> 00:28:10,920 because you, you contribute in other ways. 507 00:28:10,920 --> 00:28:14,960 And that was a really important thing, important lesson for me 508 00:28:14,960 --> 00:28:17,520 to learn because otherwise I would feel like I'm failing 509 00:28:17,520 --> 00:28:20,480 every day because I'm not saying yes to everything, right? 510 00:28:20,480 --> 00:28:23,200 But you physically cannot say yes to everything. 511 00:28:24,080 --> 00:28:26,640 And yeah, when I was in my early 20s, I was saying yes to 512 00:28:26,640 --> 00:28:30,400 everything, but I was working crazy hours and I was like, 513 00:28:30,400 --> 00:28:32,240 totally burnt out. So don't do that. 514 00:28:32,440 --> 00:28:34,360 It's OK to have boundaries. And I feel like the Gen. 515 00:28:34,360 --> 00:28:36,440 Z listeners are like, yeah, duh, Tracy, I'm going to have 516 00:28:36,440 --> 00:28:37,960 boundaries. I'm not going to, I'm not going 517 00:28:37,960 --> 00:28:39,840 to work 100 hours a week when I don't have to. 518 00:28:40,800 --> 00:28:41,960 So yeah, be like Gen. Z. 519 00:28:43,800 --> 00:28:47,320 Also, I would say mentorship is really important too. 520 00:28:47,320 --> 00:28:50,760 If you can find someone to mentor you similarly to your 521 00:28:50,760 --> 00:28:52,360 feedback partners. But a mentor is really going to 522 00:28:52,360 --> 00:28:55,600 help guide you. And maybe they've gone through 523 00:28:55,600 --> 00:28:57,200 it before. Maybe they're in a job that you 524 00:28:57,200 --> 00:29:01,040 really one day want to be in, or maybe it's a job that you want 525 00:29:01,040 --> 00:29:04,120 to learn more about. Mentors are really, really 526 00:29:04,120 --> 00:29:06,040 helpful in this type of situation. 527 00:29:06,560 --> 00:29:13,440 And then finally, you know, when you again, think about how you 528 00:29:13,440 --> 00:29:17,680 align your own purpose, your personal purpose or your 529 00:29:17,840 --> 00:29:21,040 professional purpose with the work that you're doing, find the 530 00:29:21,040 --> 00:29:24,600 meaning in your work. And really just like ensure that 531 00:29:24,600 --> 00:29:29,240 your career and your life goals are aligned because you don't 532 00:29:29,240 --> 00:29:32,200 want to have to be in a situation where you're like 533 00:29:32,200 --> 00:29:34,120 picking between 1:00 or the other. 534 00:29:34,520 --> 00:29:37,760 You really should feel like you're kind of moving along, 535 00:29:37,760 --> 00:29:43,000 whether it's horizontally or vertically or both in a way 536 00:29:43,000 --> 00:29:45,560 where it's a symbiotic situation. 537 00:29:45,920 --> 00:29:49,440 And of course, as we know, work life harmony is really important 538 00:29:49,440 --> 00:29:52,800 to avoiding burnout. And you know, finding career 539 00:29:52,800 --> 00:29:55,320 growth and developing is not going to happen overnight. 540 00:29:55,320 --> 00:29:57,600 You have to, you know, it's kind of like Rome. 541 00:29:57,600 --> 00:30:00,440 It wasn't built in a date. You have to really nourish your 542 00:30:00,680 --> 00:30:02,920 development, nourish your career growth. 543 00:30:03,240 --> 00:30:08,160 And, you know, it's a lot to own something for ourselves, but 544 00:30:08,160 --> 00:30:12,760 there's a lot of, there's a lot of inspiration, I think, and 545 00:30:12,760 --> 00:30:17,440 motivation that can be found and saying, yeah, I control my own 546 00:30:17,440 --> 00:30:19,440 destiny. I'm going to advocate for 547 00:30:19,440 --> 00:30:21,960 myself. I control my career. 548 00:30:22,280 --> 00:30:26,000 And you know what, whether that's something in my present 549 00:30:26,000 --> 00:30:29,800 organization or something in a future organization, that's OK. 550 00:30:30,480 --> 00:30:34,760 I'm just going to continue to focus on upskilling and learning 551 00:30:34,760 --> 00:30:37,480 as much as possible and finding mentors and, you know, 552 00:30:37,480 --> 00:30:40,840 contributing where I can. Like, that's the magic sauce, 553 00:30:40,840 --> 00:30:44,200 right? So certainly I would encourage 554 00:30:44,200 --> 00:30:50,720 you to just think about your career growth as a marathon 555 00:30:50,840 --> 00:30:55,040 rather than a Sprint. It's a long, a longer process 556 00:30:55,040 --> 00:30:57,520 and something that you'll always be thinking about. 557 00:30:57,520 --> 00:31:02,080 You could be super happy in your role and you might still think, 558 00:31:02,120 --> 00:31:04,320 OK, well, what's next? Or maybe it's not even what's 559 00:31:04,320 --> 00:31:06,680 next. Maybe it's what's more like, 560 00:31:06,680 --> 00:31:11,000 what more can I do to upscale? What more can I do to contribute 561 00:31:11,000 --> 00:31:14,440 positively to my team, to my my organization? 562 00:31:14,680 --> 00:31:19,120 What more can I do personally to have a better impact at work? 563 00:31:19,120 --> 00:31:21,440 Like I talked to my coworkers all the time about the 564 00:31:21,440 --> 00:31:25,720 importance of doing things for ourselves outside of work in 565 00:31:25,720 --> 00:31:28,080 order to be at 100% inside of work. 566 00:31:28,280 --> 00:31:34,480 Because this is a very much kind of like an, an allegory for 567 00:31:34,800 --> 00:31:39,440 filling up a car with gas or recharging your electric 568 00:31:39,440 --> 00:31:43,520 vehicle, right? Like the lower the fuel tank, or 569 00:31:43,520 --> 00:31:49,160 I should say fuel gauge, the lower the charge on a car, the 570 00:31:49,480 --> 00:31:51,680 harder it is going to be on the system, right? 571 00:31:51,680 --> 00:31:56,880 Like you're the car is not running at 100% and or if you're 572 00:31:56,880 --> 00:32:00,000 an electric vehicle, don't charge your battery to 100% of 573 00:32:00,000 --> 00:32:01,600 it. Still, I digress, you get what 574 00:32:01,600 --> 00:32:04,680 I'm saying when you do things that help to fill your tank. 575 00:32:04,720 --> 00:32:09,840 Like for me, my podcast has always filled my tank and being 576 00:32:09,840 --> 00:32:12,680 with my kids fills my tank. Being with my husband fills my 577 00:32:12,680 --> 00:32:15,560 tank. So when you do things that fill 578 00:32:15,560 --> 00:32:21,120 your tank that that put gas back into the car, you will then take 579 00:32:21,120 --> 00:32:26,840 that full tank, go to work, be more productive, be a little bit 580 00:32:26,840 --> 00:32:29,720 happier, feel more motivated and engaged. 581 00:32:30,240 --> 00:32:32,960 That all matters. And especially coming off of the 582 00:32:33,360 --> 00:32:37,000 recent episode where we talked about 20% of employees feeling 583 00:32:37,000 --> 00:32:41,680 lonely at work, we really have a huge opportunity here to look 584 00:32:41,720 --> 00:32:44,720 inward. How do we do more for ourselves 585 00:32:44,720 --> 00:32:48,480 so that we're not part of that 20%, So we're not part of a 586 00:32:48,480 --> 00:32:52,240 group of people who are waiting for someone else to promote us 587 00:32:52,240 --> 00:32:55,600 or to grow us or develop us? Like this is on us. 588 00:32:56,080 --> 00:32:59,160 And certainly organizations obviously have to create those 589 00:32:59,160 --> 00:33:03,800 opportunities too, but our development is our own. 590 00:33:03,840 --> 00:33:06,680 So if it's not at the organization that you're at, 591 00:33:06,760 --> 00:33:09,680 it's going to be somewhere else. And you know what some 592 00:33:09,680 --> 00:33:13,320 organizations are really candid about like, hey, we don't have 593 00:33:13,640 --> 00:33:17,400 this upward movement for you yet, but let's get you ready for 594 00:33:17,400 --> 00:33:20,000 when that moment happens. And that's a really wonderful 595 00:33:20,000 --> 00:33:22,840 organization to be at because the transparency is really 596 00:33:22,840 --> 00:33:25,280 important. And they're still investing in 597 00:33:25,280 --> 00:33:29,760 you. And so with that, you know, our 598 00:33:29,760 --> 00:33:32,200 career paths, it's really a career journey. 599 00:33:32,560 --> 00:33:35,760 It's going to take time. It's not a straight path, it's 600 00:33:35,760 --> 00:33:39,600 not a straight upward path. And there's just so much 601 00:33:39,600 --> 00:33:43,920 opportunity out there for you. So don't forget, the best 602 00:33:43,920 --> 00:33:47,080 investment to make is to invest in yourself. 603 00:33:47,080 --> 00:33:51,320 And if we take that and we run with it, it's totally applicable 604 00:33:51,320 --> 00:33:55,240 in probably every life situation, like how you invest 605 00:33:55,240 --> 00:33:58,480 your in yourself monetarily, like, you know, paying yourself 606 00:33:58,480 --> 00:34:03,200 first, as they say. And in this case, investing in 607 00:34:03,200 --> 00:34:07,680 your own skills and your own development and really focusing 608 00:34:07,680 --> 00:34:10,120 on what your value is and advocating for yourself. 609 00:34:10,120 --> 00:34:14,000 So with that, I hope that you walk away feeling a little bit 610 00:34:14,000 --> 00:34:16,880 more in control of your destiny and in control of your life 611 00:34:18,040 --> 00:34:20,360 because you certainly have a lot of control. 612 00:34:20,360 --> 00:34:23,760 It's all it's all within your own reach. 613 00:34:23,760 --> 00:34:26,480 So thank you so much for listening to this episode. 614 00:34:26,840 --> 00:34:29,800 Tons of amazing episodes for you this year. 615 00:34:30,560 --> 00:34:34,320 And if you have any ideas for future episodes, please let me 616 00:34:34,320 --> 00:34:36,760 know. And I have already gotten a ton 617 00:34:36,800 --> 00:34:42,120 of comments and D Ms. like asking if I'm going to talk 618 00:34:42,120 --> 00:34:46,880 about DENI and the recent rollbacks and things like that 619 00:34:46,880 --> 00:34:50,159 and revocations. And the answer is yes, I am 620 00:34:50,159 --> 00:34:52,920 going to bring on a past guest to help me do that. 621 00:34:53,639 --> 00:34:54,920 But we are going to talk about it. 622 00:34:54,920 --> 00:34:56,760 It's probably going to be a February episode. 623 00:34:56,760 --> 00:35:01,200 So just stay tuned for that and, you know, see where, see where 624 00:35:01,200 --> 00:35:03,680 the wind blows, as they say. But yeah, if you think of any, 625 00:35:04,400 --> 00:35:07,320 if you think of any topics that you'd really like to hear me 626 00:35:07,480 --> 00:35:11,680 touch on, please just DM me on Instagram, HR Tracy, or you can 627 00:35:11,680 --> 00:35:16,720 e-mail me contact@hrtracy.com. And I look forward to very 628 00:35:16,720 --> 00:35:20,600 bright rest of 2025, hopefully. All right, have a great rest of 629 00:35:20,600 --> 00:35:21,720 your week. Bye. 630 00:35:21,960 --> 00:35:25,240 Hey, just before you go, don't forget to subscribe to the show 631 00:35:25,240 --> 00:35:28,480 so that you are the. 1st to hear when an episode drops each week 632 00:35:28,800 --> 00:35:31,600 and maybe leave a five star review and a comment about how 633 00:35:31,600 --> 00:35:32,840 much you loved. This episode. 634 00:35:33,040 --> 00:35:35,640 Plus, if you have someone in mind who would really enjoy this 635 00:35:35,640 --> 00:35:37,240 episode, make sure you share it with them. 636 00:35:37,360 --> 00:35:39,520 Thank you so much. For tuning in and I'll see you 637 00:35:39,520 --> 00:35:40,200 next week.