The Change Doc

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questions or comment should be directed to
those show hosts. Thank you for choosing

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W four WN Radio. I got
the OFT's and did you know women represent

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just three percent of Fortune five hundred
CEOs and less than fifteen of corporate executives

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at top companies worldwide. Have you
wondered what the secrets are to getting into

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the top ranks, whether in the
private or public sector. Do you want

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to figure out how to stop being
held back in your career? Are passed

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over for promotion, then you're in
the right place. Hi. I'm doctor

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Mattlanann Lewis, President and CEO of
the Executive Women's Success Institute. I have

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decades of experience in the military,
the federal government, and corporate America,

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and my mission is to help women
succeed and tap into their full potential.

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I want to reach a million plus
women around the world to become the leaders

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they are meant to be. So
if you want to move into a management

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or executive level position, or maybe
you are a female veteran transitioning out of

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the military into business entrepreneurship, then
reach out to the Executive Women's Success Institute

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at three zero one six nine three
three two eight four let us get you

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on the fast track to success.
Well. Hello, and welcome to the

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Success for Women's Show, where you
can view us on Talk for TV and

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listen to us on the Women for
Women Network. I am doctor Madeline Ann

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Lewis your host, and my mission
is to help women accelerate the path to

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success. Well. Today's topic is
the Change Doc and my guest is doctor

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Nicole A. Brian. Let me
just give you a little background on doctor

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Brian. Doctor Nicole A. Brian
is a certified leadership career coach, organizational

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consultant, and psychotherapists with twenty five
plus years experience helping women define their own

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success, lead with confidence, expertly
navigate company politics, and secure their executive

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seat to maximize their income influence and
impact. Doctor Brian's clients and their results

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span several industries, including the healthcare
industry, technology, communications, financial services,

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consumer goods, and education. She's
her world class programs at the Change

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doc LLC integrate psychology, key business
principles, organizational behavior, and decades of

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real world experience as a core executive
to empower women to make a difference,

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lead Boulder, and create positive,
positive change for themselves, their teams,

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and the world. I'd like to
introduce to all of you, doctor Nicole

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A. Brian. Welcome to the
sea so much, Thank you so much.

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It's good to have you here.
Actually, we just found out we're

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in the same Neckati Woods. So
that's great, right there. Uh to

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be able to have a conversation with
someone that's just almost right across the street

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from me. Okay, yes,
yes, absolutely, Oh I know,

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so tell me. I usually read
the standard bio on my guests, but

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then I'd like to us my guest, to just tell us what you want

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us to know about doctor Nicole A. Brian. Wow, that's such as

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it's a broad question. I wish
I could tell my whole story from beginning

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to end, but I think what
I would want everyone to know. Are

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a couple of things. One is
what you already stated, but I probably

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could state it much simpler and say
that my work is to help women get

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into the executive suite so to achieve
their executive level goals and succeed once they

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get there. So that's probably the
simplest way to put it. I would

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also say that for me, it's
all about access. I think, you

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know, given women people of color, we have not always had access to

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do the things that we know we
can do, and so part of my

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mission is ensuring that those of us
who are ready and able to serve at

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that level have the ability to do
so and get the opportunity to do so.

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So that's that's what I would say, Absolutely sounds good. That's always

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my mission to to get them there. So tell us, you know,

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tell us a little bit about what
led you to even get into a career,

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coach, and especially with on the
executive level. Sure, So I

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am originally from well, I will
say, I represent usually my two countries

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or my country and my city.
I would say, so Barbados is where

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my parents are from. So I
am a child of immigrants who and I

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say that that's an important part of
my story. One just to demonstrate the

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drive. I think any children of
immigrants would be able to relate to that.

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But then two, I didn't grow
up in a community where having a

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corporate career was even a thing,
and so probably like many of your views,

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I was the first first person in
my family, and in many cases

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the first person even when I got
into a corporate environment, the first person

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of color, the first female on
the team. And so it became my

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mission even then, you know,
to just help other women who might have

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been starting out their careers, just
as a you know, a peer,

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as a you know, a sounding
board. And I think throughout my career

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I got so passionate about it that
what very quickly realized was that all of

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the important decisions, all of the
things from what the company might be doing

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in the next year, two years, ten years from now, as well

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as you've been simple things like what
we might have in the cafeteria, the

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corporate cafeteria, those decisions were being
made at the executive level. And when

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there wasn't representation from women or people
of color in those discussions, we felt

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it in the corporate ranks, right, and so it became it was you

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know, it became very easy for
me to understand and to see that without

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us being a part of those dialogues, that nothing was going to change.

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Uh. And so I have made
it my mission to be to focus at

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that level, not that you know
there. I think people all along the

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career path need help and support.
There was a time where people we wouldn't

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reach out for help and support that, but I think now that we are

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normalizing the fact that getting support in
whatever way that you can get it,

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whether it be a mentor or a
peer, or a formal coach or your

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boss, regardless of what that helped
would look like. Now it's more it's

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more normalized to do that, which
is why I kind of set up my

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business to help women in particular at
that executive level, because every decision that

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gets made there has a downstream effect
into everything else that we all experience in

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those workplaces. Absolutely, Now,
the majority of your clients they are women?

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Or do you have a mixture of
both men and women? So I

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do? I do the majority,
vast majority of my clients are in fact

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women. I do serve. Every
once in a while, I will serve

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or help a man who might be
a man of color, but the ninety

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is women. Yeah, absolutely,
I understand. I can definitely relate to

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what you're saying because when I was
coming through, especially in my career,

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you know, I always say,
you never know who's watching you, because

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as I was, you know,
moving up in my career, I had

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women coming to me wanting to know, well, how did you do that?

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How did you get this promotion?
You know, you know, and

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so they wanted me to look at
their resumes and different things like that,

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and that's how you realize, you
know, you know that the women are

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there, but sometimes I guess you
don't realize until you actually start to focus

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that they're really not progressing the way
say the men are progressing. How they

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tend seem to move their careers just
tend to just you know, just keep

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moving, and the women sometimes they
just get stuck and a lot of times

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they just can't figure out what's going
on. What do I need to do

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to get from point A to point
B? And so I think, you

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know, I definitely kudos to you, because anyone who's trying to get women

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up that career ladder is always one
of my favorite people. So you know,

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I love what you're doing absolutely,
So tell us what do you think

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or what have you seen has been
or maybe has been your biggest challenge in

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helping your clients to move forward in
their careers. So the things that I

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really focused on help my clients with
are things that I personally experienced coming through

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the ranks, things that my peers
have experienced, and frankly, things that

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are still exists, right. And
so one thing that I will always acknowledge

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is there are systemic issues and challenges
that prevent women from accelerating in their careers

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and achieving the career goals that they
have for themselves. So I never want

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to discount that the things that I
work with women on is acknowledging that those

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things exist and then so what are
we going to do about them? And

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one of the things one of the
reasons why you know, I coined myself

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the change doc is because I recognize
that change has to happen at a systemic

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level as well as at the individual
level. And so to answer your question,

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some of the common patterns that I
see women experiencing even today is having

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to deal with those biases, these
those systemic biases that they encounter. So

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that's that's one. The second is
having a brand. So we I think

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many of us now talk about personal
brands a lot. We obviously know about

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company brands. But one thing that
leaders that I tend to work with don't

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know a lot about is their leadership
brand. And that's just essentially the combination

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of your personal brand and your leadership
style and how that how people see that,

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how they engage with you around those
two things. So I work with

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them on their leadership brand number but
that's number one. Another thing that we

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focus on is their level of visibility. And so in a to the point

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that you just made, doctor Lewis, in terms of when women were,

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you know, women were coming to
you of their own accord to kind of

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get your help and your advice on
how to move forward. That's because from

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their vantage point, you were visible. They knew about you, they heard

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about you, they they knew about
your reputation, and so they came to

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you. What I'm finding is many
of the women that I work with,

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the decision makers in the organization,
don't know who they are. They don't

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know what they what they can contribute, They don't know their backgrounds, and

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so they so many of us women
are working hard. I mean, we

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are killing every day on the job. But maybe our boss knows and maybe

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our colleagues know, but the decision
maker, who's who is deciding what our

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merit increase will be or what bonus
we will get or don't get, they

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don't know. So that visibility or
lack of visibility is another area that is

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common that I think women women find
themselves in. And then the third is

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more of a something that we can
control more so, and that's about advocating

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for ourselves. So a lot of
the discourse these days is about, you

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know, women being more confident.
I'm finding that women are pretty confident,

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but in terms of what they do
with that confidence in the workplace is a

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whole nother story. And so I
tend to help my women leaders. I

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tend to help them with figuring out
when and how to advocate for themselves for

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whatever it is that they want.
It might be a promotion, it might

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be the new project that's coming on. It might be they want to,

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you know, lead a different team
or work with this you know, high

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profile client or customer, whatever it
is. But being comfortable enough to make

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that ask and make the ask in
a way that is showcasing your ability to

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do more for the organization and for
yourself. But those are some of the

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themes that I'm seeing. Yeah,
wow, you know that that is so

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interesting because I do remember, like
like I said, with the women coming

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to me, and I didn't realize
anyone was looking at me or who you

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know who was looking at me,
but I do I always felt like,

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and this is uh And I don't
know if you do this, but I

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tell women that no one is responsible
for your career but you. And so

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sometimes you have to put yourself out
there. You have to take you know,

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maybe take on something like you said, to make yourself visible that nobody

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else may want. You know,
that may that may be a time and

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everybody's like backing away from and that's
the one maybe that you should take so

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that you could put yourself on the
forefront. I remember when I was working

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for one organization and I saw on
their website that they had a recruitment team,

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and so I got on the recruitment
team. And that provided an opportunity

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where I was representing the organization and
I was going out to different colleges and

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everything to you know, recruit other
individuals to come in but that also gives

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you an opportunity to see how the
organization works, sometimes on the back end,

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to see what's going on. And
I even had some women that come

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to me and wanted to know,
well, how did you do that?

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We didn't even know you had that
we had a recruitment team. But like,

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okay, you're working for an organization
and sometimes you have to do your

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research. I mean, it's right
there, it was on the website.

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It wasn't like they were hiding it
or anything, but that you wouldn't believe

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some of the people didn't even know
that they literally had a recruitment team that

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they would put people together just to
go out and do that. And from

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that it was almost like a couple
other things just you know, kind of

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came about because you step into one
thing sometimes that provide other, you know,

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avenues for you. And that's why
I always tell women, don't be

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afraid to toot your own horn.
If you know how to do something,

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don't sit there and pretend that you
don't know how to do it. You

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know, let them know, Hey, do this, Yeah, I'm capable

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of doing it, So I see
what you're saying. I mean, it's

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sometimes I think you know. Another
thing that kind of gets me a little

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upset is that when women get complacent
in where they are, what they're doing,

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and because they feel like okay,
especially in the federal government where they

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have the GS levels, and they
feel like, oh, well, my

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position goes up to you know,
seven, ninet eleven, whatever, and

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once they get to hit that,
they just feel like it's automatic. Well,

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i'm a seven, now I'm going
to a nine. I'm a nine

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now I'm going to But that's not
automatic because if you haven't or put you

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like you said, put yourself out
there, be visible so that they could

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see that you're working at the next
level, you're capable of handling the next

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level. They don't have to give
it to you just because that's you know,

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you're in that position that says it
goes up to that level. So

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you know, once you hit that
fifteen and the next level is executive status,

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then you definitely have to make sure
that you're visible. You definitely have

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to take on more to put yourself
out there because once you're at that level,

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at that point, you're you're going
to be representing the organization, so

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they need to know that you'll speak
up that you will be capable of going

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out there and talking for the organization. So absolutely. Yeah. It's so

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interesting because so as you were just
describing that, I had tons of thoughts,

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but one was this sense of entitlement, right, and the sense of

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entitlement and that we hate to see
it in other people, right, we

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don't. We doesn't matter where you
come from. You hate to see someone

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else thinking that they can be or
do or get something just on the basis

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of what they might have done ten
years ago. But we sometimes find ourselves

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in that situation ourselves, but we
can't see it in ourselves, right.

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So I think that's one of the
benefits of having a coach or having a

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mentor who is willing to challenge you
and make you hold the mirror up and

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make you think a little bit differently. So that's one thing I was That's

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one thought that came through my mind. The other thought that came to my

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mind was the concept of hitting a
glass ceiling. And that's that's really the

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women that I work with. When
women who are high achievers, highly motivated,

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but for some reason they get to
a certain level, whether it be

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gs six, yes, seven,
or they get to you know, a

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assistant vice president in their organization manager
or whatever, and they can't seem to

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get past that. Right, They've
done all the things that they want to

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do and they just can't seem to
get past that. That's when I will

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come in and ask the question,
is it you, Is it what you're

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doing that you can can get past
that, or is it those systemic issues

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that are preventing you from getting past
that. And again, when you're when

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you're navigating it on your own,
you just know you can't get past It's

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hard to determine what the actual cause
is. And so what you will find,

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and I'm sure you find this as
well with your clients, is that

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people just start trying to work harder, they work more hours, They you

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know, try to take on every
project they can get their hands on.

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But a year later, they still
have not been able to move past whatever

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level that they're their past. And
so for me, it's really about understanding

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what's truly holding you back, which
again it's hard to do when you're in

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it every day, it's really hard
to see. So understanding what's truly holding

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you back and being strategic about how
you get yourself out of that. I'm

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stressing that word strategic, and I
realize that in some environments it's a buzzword.

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But what I find is so many
of us women are strategic about everything

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else. We are strategic about what
we do on the job. We're strategic

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about how we manage our households,
We're strategic about all these other things,

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taking care of our parents, taking
care of our kids. But when it

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comes to managing our own career trajectory, somehow we lose that strategic approach.

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And so that's another thing that and
being strategic isn't just about planning. It's

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truly being about and if anybody's familiar
with all the old school video games like

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the pac Man and the you used
to have to know, Okay, that

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path is going this way, the
monsters are coming from here. I'm going

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to take this alternate route, and
if I see someone the monster coming right

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like you have to be strategic is
about thinking about all the different external pressures,

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the internal pressures, making alternative plans
and directions that you can take,

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how you can navigate differently that before
you find yourself in those troubling situations.

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And so that's you ask me about
patterns that I'm seeing these days with the

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women that I work with. That's
probably another significant pattern that I'm encountering is

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that we are not leveraging our strategic
thinking skills for growing our own careers.

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Absolutely. Wow, yeah, wow, Yeah, you're absolutely right about that.

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And I like the analogy which you
said about the pac man because it

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does come from you know, sometimes
in all directions, you never know where

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it's going to come from. So
you have to be able to sort of

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think fast and move on your feet, so to speak. You know,

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you just you know, you can't
be uh small mind that are small not

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maybe not small minded, small thinking
in in your decisions. Uh, but

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absolutely when you make that decision,
you definitely have to own up to it,

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you know, when you uh,
whatever that decision may be. But

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yeah, that's a good analogy using
the pack band, and uh, I

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know we're gonna we can see those
yes, women like yeah, I remember

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that the blue monster the teeth coming
at you. Yeah yeah wow. Okay,

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So tell us now we talked about
the career moving in our careers,

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but what are some obstacles facing uh
women, I, especially since the pandemic,

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do you see a lot of change
that they need to to make especially

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with their careers or to move their
careers forward. And I say that because

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of the long span that they were
working from home and maybe feeling now because

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they were working from home and maybe
not as visible or not maybe not being

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able to be as visible. What
kind of challenges do you think they'll face

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now to start getting that career back
on track. Yeah, so I have,

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so I think and I believe that
the data actually does show this already.

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Where I mean, frankly, you
know, women were unrepresented at the

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senior levels of the organization pre pandemic. We have kind of hit a plateau

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for lack of a better word,
that we were talking about plateaus and careers.

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But as a you know, as
a universal system, women's career growth

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have plateaued as since the pandemic.
And one of the reasons it has been

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because of remote work. Right,
So, what I'm finding with my clients

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is that many of them prefer remote
work, Yeah, vastly right. They

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do not want to go back in
the office at all, or not even

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on a hybrid situation and what that
And that's fine, Like I totally get

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it. So what that means though, however, particularly as you move more

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into more senior leadership roles. Companies
do need and want more senior leaders to

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be present in the actual af physical
office environment. And so what I'm finding

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is women are self selecting out.
It's another reason women will self select out

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because they do not want to have
they need the flexibility to take care of

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what's going at home, personal preference, you know, whatever it is.

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They're not willing to take on the
roles that require them to go into the

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office, even on a part time
basis, and so that's shrinking the number

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of opportunities that are available to them
to move up into their in their own

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companies or even in other companies.
So we are definitely seeing that some women

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are having to face that choice,
right, and some women are thinking ahead

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of time and say, Okay,
if I have to make that choice,

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then I'm going to opt out.
Right. The other thing that I'm seeing

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is that it is hard for women
to connect or stay connected. We have

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to work extra harder to remain connected
when we are working remote again remote on

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a full time basis or on a
part time basis. So the zoom meetings,

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you know, is when they get
this FaceTime with their teams and with

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other leaders within the organization, but
they're not able to necessarily network, they're

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not able to necessarily deepen the relationships
that they might have, and that is

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playing a role because cognizantly or you
know, not people when people are making

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decisions about who's getting promoted or who's
going to get assigned that special project,

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they are basing it on what they
know and existing relationships that they have with

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their their workforce. And so it
might not be a blatant, you know,

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exclusion from that pool of people,
but we need the data does show

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that women are being excluded and they're
they're they're missing out on opportunities, and

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it's one of the reasons is because
we're not being able to connect in in

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the same manner that we used to
be able to connect in pre pandemic.

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Right, absolutely, you're absolutely right
about that. And and you know,

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with a lot of people, like
you said, said not wanting to go

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back into the office, and even
some of them don't even want to,

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like you said, do the hybrid, you know, to maybe three days

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a week. They some of them
don't even want to do that because I

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guess being out so long and changing
their whole routine and lifestyle now they want

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to continue to keep it the way
it is, but it does, as

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you say, make it harder for
them to in some cases, remain visible

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and to showcase a lot of times
what they can do. They really,

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you know, have to kind of
put forth an effort now, especially if

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they're working from home all the time. And like you say, senior leadership.

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And that's another question I had with
the challenges that they're facing as leaders,

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especially females, you know, females
leaders that they have to face since

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the pandemic, because how do you
you kind of handle that you have these

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people, all these people that are
at home and I'm going to the office

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every day, but I'm still supervising
a whole lot of people that are at

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home. So how is that going
to affect my work? You know as

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the leader of all these people because
now they're looking at me, well,

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you can't get any of them to
come into the office. So you know,

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it's that also becomes a challenge for
like you say, as a female

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leader, if you know, how
do you handle that? What do you

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do? I mean, that's got
to be frustrating too, because you understand

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why they want to stay home,
but you also you're probably getting a little

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pressure from the top, you know
that you need to bring some of them

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or maybe all of them in for
a certain amount of time to come into

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the brick and mortar to be there, you know. Yeah, yeah,

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yeah, the one thing I will
so so that's absolutely true. I think

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the one thing I will say about
about that is and my clients hate when

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I say this, but some of
some of our viewers will hate when I

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say this too, But it's the
absolute truth. Right. So we all

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know the the people who you know, we all have worked with someone at

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some point in time where we're like, how did they get that job?

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00:31:32.680 --> 00:31:37.279
Like? What did they do to
like because I know what they actually do,

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yes, but somehow they've gotten this
role and people believe the height that

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they are like really good. Right, we all have worked with that person

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before, right, and there's a
reason why that is, right, So

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we know behind the scenes that they
may not be a you know, a

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good uh. They may not be
the best expert in their field. You

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know, they may not be you
know, the top leader in the you

355
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know, in the amongst our colleagues, but they're doing something right right,

356
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and in that something right, they
have convinced their brand. The brand that

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they have has convinced the senior leaders
to see them in a way where they

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continue to get rewarded. What I
say to my uh, and that's it's

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just part of the right, it's
just part of the ecosystem that we all

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find ourselves in. What I tell
my clients is it's not enough for you

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to work hard. Yes, what
people are seeing, well, how they

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view you. Not gonna say what
you think about yourself. What do you

363
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think about yourself is one thing,
but what everybody else views you as,

364
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what they see, what they believe. You actually have control over that.

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You do have control over that.
But we get so into putting our heads

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down, working hard, getting the
job done. We work on the job.

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We don't work on our careers,
right, so we work in the

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job, but we do not work
on our careers. And you probably seem

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to be getting animated here. But
because this is such a big point,

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particularly for women, particularly for women
of color, we're so into we got

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to get we have to be the
best at what we do, and we

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00:33:30.799 --> 00:33:35.440
do. But if other people don't
see that we are the best, and

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other people don't know that what we
are delivering, then us being the best

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at what we do is only going
to get us so far. And what

375
00:33:44.960 --> 00:33:47.480
John is doing right, and he's
not the best at what he does,

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but he is working and making sure
that other people view him as that.

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He's leveraging his team to build him
up. He's putting himself in those communes

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he's making and put himself in those
conversations where he's talking to the clients like

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he has found a way to have
this image of himself projected in the organization

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where when people here whatever, they
think, Okay, John, because John

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00:34:15.679 --> 00:34:21.679
told me he was good he delivered
this for the client, or John said

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00:34:21.800 --> 00:34:25.159
he was X, Y and Z. We do, there's no doubt about

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00:34:25.159 --> 00:34:30.679
it. Will tell my clients till
they their ears won't hear me anymore.

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We as women have to deliver the
goods. We have to be great.

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Oh yeah, But on top of
that, you have to make sure other

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people know how great we are.
And that's where we miss the boat,

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and that's where other people. People
do it very well. They may not

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00:34:49.400 --> 00:34:52.599
be do the great part very well, but they do the other part very

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well. And that's what recognized and
rewarded. While we're still fighting for the

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scraps of what we need to have. It's an unpopular I know, we

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00:35:01.840 --> 00:35:07.119
don't like to talk about that very
often, but it's the truth of working

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within any type of middle to large
environment. The truth of the matter is

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women are not represented at the top. The top is highly dominated by men.

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And when it's highly dominated by men, then we are still going to

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feel we are still feeling the effects
of that and all the decision making included

396
00:35:29.960 --> 00:35:35.480
who gets promoted to the next to
the next generation of executives. Absolutely,

397
00:35:35.599 --> 00:35:43.719
you're absolutely correct about that, and
it's it's it's it's very true, it

398
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really is. So tell me what
do you think or what are some ways

399
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do you think that women can seek
out new career opportunities, especially with the

400
00:35:57.360 --> 00:36:05.559
job market seemingly unpredictable right now.
Yeah. So, the one thing that

401
00:36:05.960 --> 00:36:09.599
the I specialize and I'm glad you
asked this question, doctor lewis because the

402
00:36:10.199 --> 00:36:15.519
thing that I specialize in is not
just helping women get into the executive levels,

403
00:36:15.880 --> 00:36:20.480
but to help women get into the
executive levels without having to leave their

404
00:36:20.599 --> 00:36:24.599
organization. I fully support people leave
in the organization if you if you want

405
00:36:24.599 --> 00:36:28.840
to go and do something new,
or you know you've done everything you can

406
00:36:28.880 --> 00:36:30.559
do within an organization. You want
to go, I say go, and

407
00:36:30.599 --> 00:36:36.440
I'll hope you get there. But
it's not the only way, particularly when

408
00:36:36.440 --> 00:36:39.960
you move when you're moving into the
senior leadership ranks. The data again,

409
00:36:40.239 --> 00:36:46.199
data clearly shows that when you're when
you move into that VP level of an

410
00:36:46.280 --> 00:36:53.039
organization, you are more likely to
get promoted in the organization that you are

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00:36:53.119 --> 00:36:57.920
in versus having to leave and go
somewhere else. When you're trying to get

412
00:36:57.920 --> 00:37:02.920
to the senior VP executive EP level, you are likely going to your your

413
00:37:04.000 --> 00:37:07.519
chances are better if you stay in
the organization that you are in, right,

414
00:37:08.400 --> 00:37:12.159
Okay, So if you want to
if you want to go, go,

415
00:37:12.360 --> 00:37:15.880
But if you want to stay there, there are things that you can

416
00:37:15.920 --> 00:37:22.159
do to be able to move up
without necessarily having to leave the company.

417
00:37:22.679 --> 00:37:27.000
And to answer your question, what
are some of the things that people can

418
00:37:27.079 --> 00:37:34.000
do to get new job opportunities?
Particularly and we are recession bound, let's

419
00:37:34.119 --> 00:37:38.639
just say right where the economy is
is contracting versus expanding at this point in

420
00:37:38.719 --> 00:37:44.079
time. And so what I would
say is to anyone who is trying to

421
00:37:44.119 --> 00:37:46.400
move up in their organization, to
excuse me, move up to the next

422
00:37:46.519 --> 00:37:52.639
level of their career. I would
say, don't necessarily put yourself out on

423
00:37:52.679 --> 00:37:58.079
the market yet until you've explored everything
you need to explore within unless you're unless

424
00:37:58.079 --> 00:38:00.760
your environment is toxic. If it's
toxic, you don't have to talk about

425
00:38:00.760 --> 00:38:05.800
it anymore. Get out and don't
even look back. Absolutely. But if

426
00:38:05.840 --> 00:38:08.800
your if your organization is not toxic, and you've had if you've built a

427
00:38:08.840 --> 00:38:14.800
good care you spent time contributing to
that organization, You've given it all of

428
00:38:14.840 --> 00:38:19.199
your energy for the past few years, you have a great internal network there,

429
00:38:20.199 --> 00:38:23.960
then I say, continue to invest
in the investment that you've already made.

430
00:38:24.719 --> 00:38:30.960
The things that will help you move
the needle and expand your career opportunities

431
00:38:31.079 --> 00:38:37.320
even within your company. Is to
think about expanding your career in different ways.

432
00:38:37.679 --> 00:38:45.519
It doesn't Expanding your career doesn't necessarily
only meant getting a promotion in that

433
00:38:45.639 --> 00:38:50.599
moment in time. Some of my
clients want to expand their careers. Some

434
00:38:50.639 --> 00:38:53.280
of them are looking for career change
changes, and so what I will do

435
00:38:53.400 --> 00:39:00.039
is help them talk to and other
people within their organization in the new discipline

436
00:39:00.079 --> 00:39:02.880
that they want to get into.
Right, So, I have a woman

437
00:39:02.960 --> 00:39:09.360
who it has a fifteen year career
in human resources. She's interested actually in

438
00:39:09.480 --> 00:39:15.639
doing some marketing, and so I've
had her go and talk to the head

439
00:39:15.679 --> 00:39:19.519
of marketing and a couple of a
couple of other people in the marketing department,

440
00:39:19.840 --> 00:39:23.639
one to truly understand is marketing really
what I want to do? And

441
00:39:23.760 --> 00:39:30.119
two to see if there's any opportunities
that she can work on a marketing project,

442
00:39:30.159 --> 00:39:34.440
to really understand what that looks like, is you know, to help

443
00:39:34.440 --> 00:39:39.360
her validate her interests. Essentially,
right, So, expanding your career could

444
00:39:39.360 --> 00:39:45.199
be about changing your changing your career
field. Expanding your career could be about

445
00:39:45.320 --> 00:39:50.079
getting promoted. And the other thing. The thing that I will advise people

446
00:39:50.079 --> 00:39:55.119
who are staying within their organization is
to network internally. So many of us

447
00:39:55.280 --> 00:39:59.719
when we think about networking, we
only think about it when we're looking for

448
00:39:59.760 --> 00:40:02.920
a new job, or we think
about it externally to the company that we're

449
00:40:02.920 --> 00:40:09.960
currently in. Whereas the matter is
business happens through relationships exactly, you don't

450
00:40:09.960 --> 00:40:15.840
have relationships, is not going to
happen. That is what I will always

451
00:40:16.599 --> 00:40:21.639
right Like, so what I will
always advise my clients is just because you

452
00:40:21.800 --> 00:40:24.800
got the job and you've been doing
well in the current role doesn't mean that

453
00:40:24.880 --> 00:40:30.400
there's not other opportunities for you to
network within your current company, because listen,

454
00:40:30.440 --> 00:40:35.320
all you need is some person to
connect you into whatever it is that

455
00:40:35.360 --> 00:40:38.960
you want to get into, and
so I will always start them on a

456
00:40:39.000 --> 00:40:46.039
path of Again, strategically networking.
Networking isn't necessarily going, you know,

457
00:40:46.159 --> 00:40:52.039
getting your girlfriend from the other department
to go to go to lunch at whatever

458
00:40:52.519 --> 00:40:59.079
whatever it is. Let it know, whatever restaurant, right, it's not,

459
00:40:59.159 --> 00:41:01.360
it's not it's not it's that's not
networking. Networking is thinking about,

460
00:41:01.360 --> 00:41:05.480
Okay, what are the goals that
I'm trying to accomplish. Who is your

461
00:41:05.559 --> 00:41:09.400
organization already does that or might know
someone who does that? How can I

462
00:41:09.519 --> 00:41:14.679
actually connect with that person so that
I can just have a I mean,

463
00:41:14.719 --> 00:41:17.559
it really just takes fifteen minutes to
have a conversation about this is what I'm

464
00:41:17.559 --> 00:41:22.000
trying to accomplish. Do you happen
to know anybody? This is why I

465
00:41:22.039 --> 00:41:25.079
heard you were really good at this. Can you show me what or tell

466
00:41:25.119 --> 00:41:29.599
me how you might get started?
Can you recommend some books? Can you

467
00:41:29.639 --> 00:41:35.519
whatever it is? But strategically thinking
about who you can connect with that and

468
00:41:35.599 --> 00:41:39.679
who can help you expand your career
within your organization. And then the third

469
00:41:39.719 --> 00:41:45.199
one I'll say is and people don't. Again, I'm unpopular when I say

470
00:41:45.239 --> 00:41:52.400
this, but leveraging your boss is
really important. And I will always tell

471
00:41:52.440 --> 00:41:55.360
someone you don't have to like your
boss. And that's what any of my

472
00:41:55.360 --> 00:42:00.440
clients will say. I don't like
them, they don't like me here to

473
00:42:00.679 --> 00:42:05.800
like. We're here to do the
job and to take our career forward.

474
00:42:06.440 --> 00:42:09.960
And I think many of us have
the skills to navigate relationships that are not

475
00:42:10.880 --> 00:42:15.320
to work with people that we don't
necessarily like, and to navigate relationships that

476
00:42:15.360 --> 00:42:19.159
are tough. We do that in
our personal lives every day. Like we

477
00:42:19.679 --> 00:42:22.199
our cousin Susu. We don't like
her, but we sit down with her

478
00:42:22.280 --> 00:42:27.679
every Thanksgiving, we have a meal. Nobody gets we're not fighting. We

479
00:42:27.719 --> 00:42:36.480
move on those same relationship management skills. You can leveraging to manage up to

480
00:42:36.639 --> 00:42:43.400
your boss, who can be your
biggest advocate or your walker. Absolutely,

481
00:42:43.519 --> 00:42:47.239
So that's another way, in my
opinion, when we say advance our careers,

482
00:42:47.679 --> 00:42:52.519
these are all stepping What I'm talking
about here are all stepping stones,

483
00:42:52.519 --> 00:42:58.119
are all levers that we can pull
to be able to advance ourselves in our

484
00:42:58.159 --> 00:43:02.719
current work environment versus necessarily having to
go outside. Absolutely, And you know,

485
00:43:02.800 --> 00:43:07.480
I tell I tell my clients the
same thing that, especially when you

486
00:43:07.599 --> 00:43:12.440
know that you are looking to progress
in your career. I always tell them

487
00:43:12.440 --> 00:43:15.920
too that they need to have.
When you say network, I said,

488
00:43:15.960 --> 00:43:20.079
you need to know someone that's in
HR. You need to know someone that's

489
00:43:20.119 --> 00:43:23.519
in EEO, you need to know
someone that's in accounting, because all these

490
00:43:23.639 --> 00:43:29.280
different departments you need to have.
You know, if something is going on

491
00:43:29.480 --> 00:43:32.679
and you get into a position and
you know you need to find something out,

492
00:43:32.760 --> 00:43:36.400
you can pick up the phone and
call that person say hey, you

493
00:43:36.440 --> 00:43:39.519
know, I have a question for
you. Can you answer this or can

494
00:43:39.559 --> 00:43:43.760
you tell me what you think about
this? Can you tell me how I

495
00:43:43.800 --> 00:43:46.639
should do this? Or what paperwork
I need to get to provide this?

496
00:43:46.800 --> 00:43:50.920
You know, you need to have. Like you said, those are our

497
00:43:51.079 --> 00:43:57.559
networking opportunities, but those are some
things that you should have in your back

498
00:43:57.639 --> 00:44:00.920
pocket as you're trying to move up
in your career. And I say the

499
00:44:00.960 --> 00:44:06.679
same thing. I mean, you
can't stress those things too much. It's

500
00:44:06.719 --> 00:44:13.079
not networking with your girlfriend going to
lunch it's you know, really getting someone

501
00:44:13.320 --> 00:44:16.480
in that department, in those different
departments that if you need to pick up

502
00:44:16.480 --> 00:44:21.199
the phone and call someone to ask
them a question, you have that person.

503
00:44:21.559 --> 00:44:23.360
And the same likewise, if they
need to pick up the phone and

504
00:44:23.360 --> 00:44:29.280
call you and ask you a question, then they have you as someone as

505
00:44:29.320 --> 00:44:34.559
a reference to a resource. Wow, that is so key. So tell

506
00:44:34.599 --> 00:44:37.280
me what's coming up now in the
horizon. What do you have next?

507
00:44:37.320 --> 00:44:44.760
Anything you want to share with us? Oh so yeah, so actually so

508
00:44:45.039 --> 00:44:47.480
I do have a few things coming
up. So first I would I would

509
00:44:47.519 --> 00:44:52.880
invite anyone watching this and all of
your viewers, if you are interested in

510
00:44:52.920 --> 00:44:58.920
connecting, please connect with me.
I am on LinkedIn, That's my primary

511
00:44:58.960 --> 00:45:05.400
platform. I also I see the
thank you doctor Lewis for putting my web

512
00:45:05.440 --> 00:45:12.760
address in the chat, and so
I'm also at wwwthechange dot com you can

513
00:45:12.880 --> 00:45:16.760
learn about me and my programs.
The thing that I am offering next is

514
00:45:17.000 --> 00:45:22.559
two things. Actually, one is
I am this is problem. I'm revealing

515
00:45:22.559 --> 00:45:29.679
this here and I haven't shared it
yet widely, but I am putting together

516
00:45:29.840 --> 00:45:35.800
a free training on executive presence,
and I'm going to be releasing that in

517
00:45:35.840 --> 00:45:38.480
the next couple of weeks. So, and the reason why I'm doing that

518
00:45:38.719 --> 00:45:43.920
is we happen to be at this
moment in time in performance review season,

519
00:45:44.920 --> 00:45:49.199
and what I'm hearing from my clients
is the number one piece of feedback that

520
00:45:49.239 --> 00:45:54.119
they're getting in their work environments is
that they need to have a stronger executive

521
00:45:54.119 --> 00:45:59.960
presence. And so I thought that
putting something together to help women think about

522
00:46:00.239 --> 00:46:05.119
understand what executive presence is, how
they might be able to build that on

523
00:46:05.239 --> 00:46:08.599
their own, would be a really
important resource for them to have. So

524
00:46:08.719 --> 00:46:15.440
that's the first thing that's coming up, and then I am going to be

525
00:46:15.000 --> 00:46:22.239
launching on Her Rise Program. On
Her Rise Program is a group program for

526
00:46:22.639 --> 00:46:28.039
mid career women who want to get
into the executive suite. So if you're

527
00:46:28.199 --> 00:46:34.280
a manager, or a director or
a VP and you are looking to get

528
00:46:34.320 --> 00:46:37.960
to the VP level and above,
then this is the program for you.

529
00:46:38.239 --> 00:46:42.679
It teaches us, teaches you all
the things that we talked about today,

530
00:46:42.880 --> 00:46:45.760
teaches you about building your leadership brand, It teaches you how to get more

531
00:46:45.840 --> 00:46:51.280
visible, It teaches you about self
advocacy. It teaches you how to make

532
00:46:51.320 --> 00:46:57.199
the strategic business case for your promotion. So it's everything that you would need

533
00:46:57.360 --> 00:47:00.679
in order to be able to advance
your career again and within the organization that

534
00:47:00.719 --> 00:47:07.320
you're already in. Wow, and
just tell us quickly again your how to

535
00:47:07.440 --> 00:47:13.480
reach you, your email address,
how can they help to you? So

536
00:47:13.559 --> 00:47:15.360
LinkedIn is probably the best way to
reach me. And I'm doctor Nicole A.

537
00:47:15.480 --> 00:47:21.760
Brian on LinkedIn. And then if
you want to learn more about the

538
00:47:21.800 --> 00:47:25.519
programs that I just mentioned, you
can find all of that information and more

539
00:47:27.119 --> 00:47:32.639
on my website which is www.
The change doc dot com. Thank you

540
00:47:32.760 --> 00:47:37.880
so much. It has been a
pleasure being able to have you here to

541
00:47:38.000 --> 00:47:43.559
share some of the great nuggets that
you shared with us today on women in

542
00:47:43.599 --> 00:47:52.320
their careers. I have just you've
even given me some information or some nuggets

543
00:47:52.320 --> 00:47:55.920
that I can kind of use myself. So thank you again for taking time

544
00:47:55.920 --> 00:48:00.599
out of your schedule to share with
us. We truly appreciate it, and

545
00:48:00.880 --> 00:48:06.440
hopefully we'll be able to have you
back again to talk about some things that,

546
00:48:06.960 --> 00:48:09.800
like you said, your programs that
you have coming up. You'll be

547
00:48:09.840 --> 00:48:15.360
able to come back and tell us
about some of those things and how it's

548
00:48:15.400 --> 00:48:20.480
working out and how the ladies are
progressing in those things too. So thank

549
00:48:20.519 --> 00:48:24.880
you for sharing with us, and
I'll just let everyone know what I have

550
00:48:25.039 --> 00:48:31.320
coming up and real quick. Don't
forget to get your copies of the On

551
00:48:31.480 --> 00:48:37.519
It Anthology. If you'd like to
get a copy of the on It Anthology

552
00:48:37.639 --> 00:48:44.559
Unapologetically and the Journal three hundred and
sixty five Days to Transformation, you can

553
00:48:44.559 --> 00:48:52.719
go to my website which is www
dot EXWSI dot com to purchase each one

554
00:48:52.800 --> 00:48:58.519
separately. It's twenty four ninety nine
both books together, the book and the

555
00:48:58.599 --> 00:49:04.559
Journal is forty nine nine. Make
sure to tune in to the Black Business

556
00:49:04.559 --> 00:49:09.039
Olympics that's taking place this week started
Monday and it's going all the way through

557
00:49:09.599 --> 00:49:15.280
Sunday, October twenty ninth. And
of course, the Black Business Olympics is

558
00:49:15.320 --> 00:49:21.440
a fundraiser to provide scholarships and laptops
to high school seniors going to college and

559
00:49:21.599 --> 00:49:27.559
K through twelve entrepreneurs. The Black
Business Olympics showcases black businesses, black business

560
00:49:27.639 --> 00:49:30.800
owners and corporations all around the world. And if you'd like to be a

561
00:49:30.840 --> 00:49:37.440
speaker on the Black Business Olympics to
showcase your business, you can email me

562
00:49:37.480 --> 00:49:45.719
at info at EXWSI dot com and
just put in the subject line black Business

563
00:49:45.719 --> 00:49:51.719
Olympics speaker, and make sure you
tune in tonight at seven pm as I

564
00:49:51.840 --> 00:49:55.360
will be speaking on the Black Business
Olympics. You can go onto YouTube if

565
00:49:55.400 --> 00:50:00.159
you put in Black Business Olympics around
seven p you'll be able to pull it

566
00:50:00.239 --> 00:50:06.119
up and watch it live. I'll
be talking about how to have a successful

567
00:50:06.159 --> 00:50:10.360
mindset. Also coming up on the
arising January twenty fifth through the twenty seven,

568
00:50:10.440 --> 00:50:16.280
twenty twenty four is my show up
to Rise Up Women's Summit. If

569
00:50:16.280 --> 00:50:20.440
you want to be a speaker at
the event, you can email me at

570
00:50:20.519 --> 00:50:28.599
info at EXWSI dot com, So
make sure to If you want to find

571
00:50:28.599 --> 00:50:32.039
out more information about that, of
course, just contact me and I'll be

572
00:50:32.119 --> 00:50:37.159
glad to send you the information.
Don't forget to take a listen to my

573
00:50:37.360 --> 00:50:43.079
TEDx talk. It is still moving
out there. I am still so excited

574
00:50:43.880 --> 00:50:47.159
the tep. My TEDx talk now
has one hundred ninety thousand, three hundred

575
00:50:47.199 --> 00:50:52.039
and eighty five views, so if
you have not watched it, make sure

576
00:50:52.159 --> 00:50:57.639
to do so. You can go
to YouTube put my name doctor Madelinanne Lewis

577
00:50:57.679 --> 00:51:00.519
in the search box, or if
you want there link, you can email

578
00:51:00.599 --> 00:51:07.280
me at info at e X w
SI dot com. My goal, as

579
00:51:07.320 --> 00:51:10.280
you know, is to reach a
million plus views, So thank you in

580
00:51:10.360 --> 00:51:16.159
advance for your support. Thank you
to those who have already viewed it and

581
00:51:16.360 --> 00:51:22.440
have shared the video. I really
do appreciate it because, as I said,

582
00:51:22.519 --> 00:51:28.280
it's still moving out there, so
so excited about that. Again,

583
00:51:28.719 --> 00:51:31.760
I would like to thank my guests, doctor Nicole A. Bryan, and

584
00:51:31.840 --> 00:51:37.760
my viewers and my listeners for joining
me today. This is the successful women's

585
00:51:37.760 --> 00:51:42.280
show. I am doctor Madeline and
Lewis your host and if you'd like to

586
00:51:42.320 --> 00:51:47.719
reach out to me, you can
email me at info at EXWSI dot com

587
00:51:47.840 --> 00:51:53.800
or go to my website www dot
e xw SI dot com. And if

588
00:51:53.840 --> 00:51:59.840
you do, make sure you download
my free three part video series on three

589
00:52:00.079 --> 00:52:07.679
things every woman should do to position
herself for executive leadership. Again, don't

590
00:52:07.719 --> 00:52:12.199
forget to subscribe to our channel,
both the YouTube channel and the talk for

591
00:52:12.480 --> 00:52:16.639
TV channel. Subscribe to the channel. Make sure that you like and share

592
00:52:16.800 --> 00:52:23.000
this episode with others. We had
some great nuggets today that doctor Brian shared

593
00:52:23.119 --> 00:52:28.119
with us. Again, this is
the success for women's show. We are

594
00:52:28.239 --> 00:52:32.920
here every week. I am your
host, Doctor Madeline and lewis helping women

595
00:52:34.000 --> 00:52:38.480
to accelerate the path to success.
Thank you again for joining me. I

596
00:52:38.679 --> 00:52:45.320
love you all to life and as
always, be well and stay safe out

597
00:52:45.360 --> 00:53:07.159
there. Got the hat manhis have
end