The Change Doc

0:00 The topics and opinions expressed on the following show are solely those of the hosts and their guests, and not those of W four WN Radio It's employees or affiliates. We make no recommendations or endorsements for radio show programs, services, or products mentioned on air or on our web. No liability, explicit or implied shall be extended to W four WN Radio It's employees or affiliates. Any questions or comment should be directed to those show hosts. Thank you for choosing W four WN Radio. I got the OFT's and did you know women represent just three percent of Fortune five hundred CEOs and less than fifteen of corporate executives at top companies worldwide. Have you wondered what the secrets are to getting into the top ranks, whether in the private or public sector. Do you want to figure out how to stop being held back in your career? Are passed over for promotion, then you're in the right place. Hi. I'm doctor Mattlanann Lewis, President and CEO of the Executive Women's Success Institute. I have decades of experience in the military, the federal government, and corporate America,

1:33 and my mission is to help women succeed and tap into their full potential. I want to reach a million plus women around the world to become the leaders they are meant to be. So if you want to move into a management or executive level position, or maybe you are a female veteran transitioning out of the military into business entrepreneurship, then reach out to the Executive Women's Success Institute at three zero one six nine three three two eight four let us get you on the fast track to success. Well. Hello, and welcome to the Success for Women's Show, where you can view us on Talk for TV and listen to us on the Women for Women Network. I am doctor Madeline Ann Lewis your host, and my mission is to help women accelerate the path to success. Well. Today's topic is the Change Doc and my guest is doctor Nicole A. Brian. Let me just give you a little background on doctor Brian. Doctor Nicole A. Brian is a certified leadership career coach, organizational consultant, and psychotherapists with twenty five plus years experience helping women define their own

3:09 success, lead with confidence, expertly navigate company politics, and secure their executive seat to maximize their income influence and impact. Doctor Brian's clients and their results span several industries, including the healthcare industry, technology, communications, financial services, consumer goods, and education. She's her world class programs at the Change doc LLC integrate psychology, key business principles, organizational behavior, and decades of real world experience as a core executive to empower women to make a difference, lead Boulder, and create positive, positive change for themselves, their teams, and the world. I'd like to introduce to all of you, doctor Nicole A. Brian. Welcome to the sea so much, Thank you so much.

4:25 It's good to have you here. Actually, we just found out we're in the same Neckati Woods. So that's great, right there. Uh to be able to have a conversation with someone that's just almost right across the street from me. Okay, yes, yes, absolutely, Oh I know, so tell me. I usually read the standard bio on my guests, but then I'd like to us my guest, to just tell us what you want us to know about doctor Nicole A. Brian. Wow, that's such as it's a broad question. I wish I could tell my whole story from beginning to end, but I think what I would want everyone to know. Are a couple of things. One is what you already stated, but I probably could state it much simpler and say that my work is to help women get into the executive suite so to achieve their executive level goals and succeed once they get there. So that's probably the simplest way to put it. I would also say that for me, it's all about access. I think, you know, given women people of color, we have not always had access to do the things that we know we can do, and so part of my mission is ensuring that those of us who are ready and able to serve at

5:57 that level have the ability to do so and get the opportunity to do so. So that's that's what I would say, Absolutely sounds good. That's always my mission to to get them there. So tell us, you know, tell us a little bit about what led you to even get into a career, coach, and especially with on the executive level. Sure, So I am originally from well, I will say, I represent usually my two countries or my country and my city. I would say, so Barbados is where my parents are from. So I am a child of immigrants who and I say that that's an important part of my story. One just to demonstrate the drive. I think any children of immigrants would be able to relate to that.

6:47 But then two, I didn't grow up in a community where having a corporate career was even a thing, and so probably like many of your views, I was the first first person in my family, and in many cases the first person even when I got into a corporate environment, the first person of color, the first female on the team. And so it became my mission even then, you know, to just help other women who might have been starting out their careers, just as a you know, a peer, as a you know, a sounding board. And I think throughout my career I got so passionate about it that what very quickly realized was that all of the important decisions, all of the things from what the company might be doing in the next year, two years, ten years from now, as well as you've been simple things like what we might have in the cafeteria, the corporate cafeteria, those decisions were being made at the executive level. And when there wasn't representation from women or people of color in those discussions, we felt it in the corporate ranks, right, and so it became it was you know, it became very easy for me to understand and to see that without us being a part of those dialogues, that nothing was going to change.

8:18 Uh. And so I have made it my mission to be to focus at that level, not that you know there. I think people all along the career path need help and support. There was a time where people we wouldn't reach out for help and support that, but I think now that we are normalizing the fact that getting support in whatever way that you can get it, whether it be a mentor or a peer, or a formal coach or your boss, regardless of what that helped would look like. Now it's more it's more normalized to do that, which is why I kind of set up my business to help women in particular at that executive level, because every decision that gets made there has a downstream effect into everything else that we all experience in those workplaces. Absolutely, Now, the majority of your clients they are women?

9:18 Or do you have a mixture of both men and women? So I do? I do the majority, vast majority of my clients are in fact women. I do serve. Every once in a while, I will serve or help a man who might be a man of color, but the ninety is women. Yeah, absolutely, I understand. I can definitely relate to what you're saying because when I was coming through, especially in my career, you know, I always say, you never know who's watching you, because as I was, you know, moving up in my career, I had women coming to me wanting to know, well, how did you do that?

9:58 How did you get this promotion? You know, you know, and so they wanted me to look at their resumes and different things like that, and that's how you realize, you know, you know that the women are there, but sometimes I guess you don't realize until you actually start to focus that they're really not progressing the way say the men are progressing. How they tend seem to move their careers just tend to just you know, just keep moving, and the women sometimes they just get stuck and a lot of times they just can't figure out what's going on. What do I need to do to get from point A to point B? And so I think, you know, I definitely kudos to you, because anyone who's trying to get women up that career ladder is always one of my favorite people. So you know, I love what you're doing absolutely, So tell us what do you think or what have you seen has been or maybe has been your biggest challenge in helping your clients to move forward in their careers. So the things that I really focused on help my clients with are things that I personally experienced coming through the ranks, things that my peers have experienced, and frankly, things that

11:31 are still exists, right. And so one thing that I will always acknowledge is there are systemic issues and challenges that prevent women from accelerating in their careers and achieving the career goals that they have for themselves. So I never want to discount that the things that I work with women on is acknowledging that those things exist and then so what are we going to do about them? And one of the things one of the reasons why you know, I coined myself the change doc is because I recognize that change has to happen at a systemic level as well as at the individual level. And so to answer your question, some of the common patterns that I see women experiencing even today is having to deal with those biases, these those systemic biases that they encounter. So that's that's one. The second is having a brand. So we I think many of us now talk about personal brands a lot. We obviously know about company brands. But one thing that leaders that I tend to work with don't know a lot about is their leadership brand. And that's just essentially the combination of your personal brand and your leadership style and how that how people see that, how they engage with you around those two things. So I work with

13:05 them on their leadership brand number but that's number one. Another thing that we focus on is their level of visibility. And so in a to the point that you just made, doctor Lewis, in terms of when women were, you know, women were coming to you of their own accord to kind of get your help and your advice on how to move forward. That's because from their vantage point, you were visible. They knew about you, they heard about you, they they knew about your reputation, and so they came to you. What I'm finding is many of the women that I work with, the decision makers in the organization, don't know who they are. They don't know what they what they can contribute, They don't know their backgrounds, and so they so many of us women are working hard. I mean, we are killing every day on the job. But maybe our boss knows and maybe our colleagues know, but the decision maker, who's who is deciding what our merit increase will be or what bonus we will get or don't get, they don't know. So that visibility or lack of visibility is another area that is common that I think women women find themselves in. And then the third is more of a something that we can control more so, and that's about advocating

14:35 for ourselves. So a lot of the discourse these days is about, you know, women being more confident. I'm finding that women are pretty confident, but in terms of what they do with that confidence in the workplace is a whole nother story. And so I tend to help my women leaders. I tend to help them with figuring out when and how to advocate for themselves for whatever it is that they want. It might be a promotion, it might be the new project that's coming on. It might be they want to, you know, lead a different team or work with this you know, high profile client or customer, whatever it is. But being comfortable enough to make that ask and make the ask in a way that is showcasing your ability to do more for the organization and for yourself. But those are some of the themes that I'm seeing. Yeah, wow, you know that that is so interesting because I do remember, like like I said, with the women coming to me, and I didn't realize anyone was looking at me or who you know who was looking at me, but I do I always felt like, and this is uh And I don't know if you do this, but I tell women that no one is responsible for your career but you. And so sometimes you have to put yourself out there. You have to take you know,

16:07 maybe take on something like you said, to make yourself visible that nobody else may want. You know, that may that may be a time and everybody's like backing away from and that's the one maybe that you should take so that you could put yourself on the forefront. I remember when I was working for one organization and I saw on their website that they had a recruitment team, and so I got on the recruitment team. And that provided an opportunity where I was representing the organization and I was going out to different colleges and everything to you know, recruit other individuals to come in but that also gives you an opportunity to see how the organization works, sometimes on the back end, to see what's going on. And I even had some women that come to me and wanted to know, well, how did you do that?

17:02 We didn't even know you had that we had a recruitment team. But like, okay, you're working for an organization and sometimes you have to do your research. I mean, it's right there, it was on the website. It wasn't like they were hiding it or anything, but that you wouldn't believe some of the people didn't even know that they literally had a recruitment team that they would put people together just to go out and do that. And from that it was almost like a couple other things just you know, kind of came about because you step into one thing sometimes that provide other, you know, avenues for you. And that's why I always tell women, don't be afraid to toot your own horn. If you know how to do something, don't sit there and pretend that you don't know how to do it. You know, let them know, Hey, do this, Yeah, I'm capable of doing it, So I see what you're saying. I mean, it's sometimes I think you know. Another thing that kind of gets me a little upset is that when women get complacent in where they are, what they're doing, and because they feel like okay, especially in the federal government where they have the GS levels, and they feel like, oh, well, my position goes up to you know, seven, ninet eleven, whatever, and once they get to hit that, they just feel like it's automatic. Well, i'm a seven, now I'm going to a nine. I'm a nine now I'm going to But that's not automatic because if you haven't or put you

18:33 like you said, put yourself out there, be visible so that they could see that you're working at the next level, you're capable of handling the next level. They don't have to give it to you just because that's you know, you're in that position that says it goes up to that level. So you know, once you hit that fifteen and the next level is executive status, then you definitely have to make sure that you're visible. You definitely have to take on more to put yourself out there because once you're at that level, at that point, you're you're going to be representing the organization, so they need to know that you'll speak up that you will be capable of going out there and talking for the organization. So absolutely. Yeah. It's so interesting because so as you were just describing that, I had tons of thoughts, but one was this sense of entitlement, right, and the sense of entitlement and that we hate to see it in other people, right, we don't. We doesn't matter where you come from. You hate to see someone else thinking that they can be or do or get something just on the basis of what they might have done ten years ago. But we sometimes find ourselves in that situation ourselves, but we can't see it in ourselves, right.

20:00 So I think that's one of the benefits of having a coach or having a mentor who is willing to challenge you and make you hold the mirror up and make you think a little bit differently. So that's one thing I was That's one thought that came through my mind. The other thought that came to my mind was the concept of hitting a glass ceiling. And that's that's really the women that I work with. When women who are high achievers, highly motivated, but for some reason they get to a certain level, whether it be gs six, yes, seven, or they get to you know, a assistant vice president in their organization manager or whatever, and they can't seem to get past that. Right, They've done all the things that they want to do and they just can't seem to get past that. That's when I will come in and ask the question, is it you, Is it what you're doing that you can can get past that, or is it those systemic issues that are preventing you from getting past that. And again, when you're when you're navigating it on your own, you just know you can't get past It's hard to determine what the actual cause is. And so what you will find, and I'm sure you find this as well with your clients, is that people just start trying to work harder, they work more hours, They you know, try to take on every project they can get their hands on.

21:30 But a year later, they still have not been able to move past whatever level that they're their past. And so for me, it's really about understanding what's truly holding you back, which again it's hard to do when you're in it every day, it's really hard to see. So understanding what's truly holding you back and being strategic about how you get yourself out of that. I'm stressing that word strategic, and I realize that in some environments it's a buzzword. But what I find is so many of us women are strategic about everything else. We are strategic about what we do on the job. We're strategic about how we manage our households, We're strategic about all these other things, taking care of our parents, taking care of our kids. But when it comes to managing our own career trajectory, somehow we lose that strategic approach.

22:33 And so that's another thing that and being strategic isn't just about planning. It's truly being about and if anybody's familiar with all the old school video games like the pac Man and the you used to have to know, Okay, that path is going this way, the monsters are coming from here. I'm going to take this alternate route, and if I see someone the monster coming right like you have to be strategic is about thinking about all the different external pressures, the internal pressures, making alternative plans and directions that you can take, how you can navigate differently that before you find yourself in those troubling situations.

23:19 And so that's you ask me about patterns that I'm seeing these days with the women that I work with. That's probably another significant pattern that I'm encountering is that we are not leveraging our strategic thinking skills for growing our own careers. Absolutely. Wow, yeah, wow, Yeah, you're absolutely right about that. And I like the analogy which you said about the pac man because it does come from you know, sometimes in all directions, you never know where it's going to come from. So you have to be able to sort of think fast and move on your feet, so to speak. You know, you just you know, you can't be uh small mind that are small not maybe not small minded, small thinking in in your decisions. Uh, but absolutely when you make that decision, you definitely have to own up to it, you know, when you uh, whatever that decision may be. But yeah, that's a good analogy using the pack band, and uh, I know we're gonna we can see those yes, women like yeah, I remember that the blue monster the teeth coming at you. Yeah yeah wow. Okay, So tell us now we talked about the career moving in our careers, but what are some obstacles facing uh women, I, especially since the pandemic,

24:55 do you see a lot of change that they need to to make especially with their careers or to move their careers forward. And I say that because of the long span that they were working from home and maybe feeling now because they were working from home and maybe not as visible or not maybe not being able to be as visible. What kind of challenges do you think they'll face now to start getting that career back on track. Yeah, so I have, so I think and I believe that the data actually does show this already. Where I mean, frankly, you know, women were unrepresented at the senior levels of the organization pre pandemic. We have kind of hit a plateau for lack of a better word, that we were talking about plateaus and careers.

25:52 But as a you know, as a universal system, women's career growth have plateaued as since the pandemic. And one of the reasons it has been because of remote work. Right, So, what I'm finding with my clients is that many of them prefer remote work, Yeah, vastly right. They do not want to go back in the office at all, or not even on a hybrid situation and what that And that's fine, Like I totally get it. So what that means though, however, particularly as you move more into more senior leadership roles. Companies do need and want more senior leaders to be present in the actual af physical office environment. And so what I'm finding is women are self selecting out. It's another reason women will self select out because they do not want to have they need the flexibility to take care of what's going at home, personal preference, you know, whatever it is.

26:56 They're not willing to take on the roles that require them to go into the office, even on a part time basis, and so that's shrinking the number of opportunities that are available to them to move up into their in their own companies or even in other companies. So we are definitely seeing that some women are having to face that choice, right, and some women are thinking ahead of time and say, Okay, if I have to make that choice, then I'm going to opt out. Right. The other thing that I'm seeing is that it is hard for women to connect or stay connected. We have to work extra harder to remain connected when we are working remote again remote on a full time basis or on a part time basis. So the zoom meetings, you know, is when they get this FaceTime with their teams and with other leaders within the organization, but they're not able to necessarily network, they're not able to necessarily deepen the relationships that they might have, and that is playing a role because cognizantly or you know, not people when people are making decisions about who's getting promoted or who's going to get assigned that special project, they are basing it on what they know and existing relationships that they have with their their workforce. And so it might not be a blatant, you know,

28:30 exclusion from that pool of people, but we need the data does show that women are being excluded and they're they're they're missing out on opportunities, and it's one of the reasons is because we're not being able to connect in in the same manner that we used to be able to connect in pre pandemic. Right, absolutely, you're absolutely right about that. And and you know, with a lot of people, like you said, said not wanting to go back into the office, and even some of them don't even want to, like you said, do the hybrid, you know, to maybe three days a week. They some of them don't even want to do that because I guess being out so long and changing their whole routine and lifestyle now they want to continue to keep it the way it is, but it does, as you say, make it harder for them to in some cases, remain visible and to showcase a lot of times what they can do. They really, you know, have to kind of put forth an effort now, especially if they're working from home all the time. And like you say, senior leadership.

29:44 And that's another question I had with the challenges that they're facing as leaders, especially females, you know, females leaders that they have to face since the pandemic, because how do you you kind of handle that you have these people, all these people that are at home and I'm going to the office every day, but I'm still supervising a whole lot of people that are at home. So how is that going to affect my work? You know as the leader of all these people because now they're looking at me, well, you can't get any of them to come into the office. So you know, it's that also becomes a challenge for like you say, as a female leader, if you know, how do you handle that? What do you do? I mean, that's got to be frustrating too, because you understand why they want to stay home, but you also you're probably getting a little pressure from the top, you know that you need to bring some of them or maybe all of them in for a certain amount of time to come into the brick and mortar to be there, you know. Yeah, yeah, yeah, the one thing I will so so that's absolutely true. I think the one thing I will say about about that is and my clients hate when I say this, but some of some of our viewers will hate when I

31:17 say this too, But it's the absolute truth. Right. So we all know the the people who you know, we all have worked with someone at some point in time where we're like, how did they get that job? Like? What did they do to like because I know what they actually do, yes, but somehow they've gotten this role and people believe the height that they are like really good. Right, we all have worked with that person before, right, and there's a reason why that is, right, So we know behind the scenes that they may not be a you know, a good uh. They may not be the best expert in their field. You know, they may not be you know, the top leader in the you know, in the amongst our colleagues, but they're doing something right right, and in that something right, they have convinced their brand. The brand that they have has convinced the senior leaders to see them in a way where they continue to get rewarded. What I say to my uh, and that's it's just part of the right, it's just part of the ecosystem that we all find ourselves in. What I tell my clients is it's not enough for you to work hard. Yes, what people are seeing, well, how they view you. Not gonna say what you think about yourself. What do you

32:47 think about yourself is one thing, but what everybody else views you as, what they see, what they believe. You actually have control over that. You do have control over that. But we get so into putting our heads down, working hard, getting the job done. We work on the job. We don't work on our careers, right, so we work in the job, but we do not work on our careers. And you probably seem to be getting animated here. But because this is such a big point, particularly for women, particularly for women of color, we're so into we got to get we have to be the best at what we do, and we do. But if other people don't see that we are the best, and other people don't know that what we are delivering, then us being the best at what we do is only going to get us so far. And what John is doing right, and he's not the best at what he does, but he is working and making sure that other people view him as that.

33:53 He's leveraging his team to build him up. He's putting himself in those communes he's making and put himself in those conversations where he's talking to the clients like he has found a way to have this image of himself projected in the organization where when people here whatever, they think, Okay, John, because John told me he was good he delivered this for the client, or John said he was X, Y and Z. We do, there's no doubt about it. Will tell my clients till they their ears won't hear me anymore. We as women have to deliver the goods. We have to be great.

34:35 Oh yeah, But on top of that, you have to make sure other people know how great we are. And that's where we miss the boat, and that's where other people. People do it very well. They may not be do the great part very well, but they do the other part very well. And that's what recognized and rewarded. While we're still fighting for the scraps of what we need to have. It's an unpopular I know, we don't like to talk about that very often, but it's the truth of working within any type of middle to large environment. The truth of the matter is women are not represented at the top. The top is highly dominated by men.

35:21 And when it's highly dominated by men, then we are still going to feel we are still feeling the effects of that and all the decision making included who gets promoted to the next to the next generation of executives. Absolutely, you're absolutely correct about that, and it's it's it's it's very true, it really is. So tell me what do you think or what are some ways do you think that women can seek out new career opportunities, especially with the job market seemingly unpredictable right now. Yeah. So, the one thing that the I specialize and I'm glad you asked this question, doctor lewis because the thing that I specialize in is not just helping women get into the executive levels, but to help women get into the executive levels without having to leave their organization. I fully support people leave in the organization if you if you want to go and do something new, or you know you've done everything you can do within an organization. You want to go, I say go, and I'll hope you get there. But it's not the only way, particularly when you move when you're moving into the senior leadership ranks. The data again, data clearly shows that when you're when you move into that VP level of an organization, you are more likely to get promoted in the organization that you are

36:53 in versus having to leave and go somewhere else. When you're trying to get to the senior VP executive EP level, you are likely going to your your chances are better if you stay in the organization that you are in, right, Okay, So if you want to if you want to go, go, But if you want to stay there, there are things that you can do to be able to move up without necessarily having to leave the company. And to answer your question, what are some of the things that people can do to get new job opportunities? Particularly and we are recession bound, let's just say right where the economy is is contracting versus expanding at this point in time. And so what I would say is to anyone who is trying to move up in their organization, to excuse me, move up to the next level of their career. I would say, don't necessarily put yourself out on the market yet until you've explored everything you need to explore within unless you're unless your environment is toxic. If it's toxic, you don't have to talk about it anymore. Get out and don't even look back. Absolutely. But if your if your organization is not toxic, and you've had if you've built a good care you spent time contributing to that organization, You've given it all of your energy for the past few years, you have a great internal network there, then I say, continue to invest in the investment that you've already made.

38:24 The things that will help you move the needle and expand your career opportunities even within your company. Is to think about expanding your career in different ways. It doesn't Expanding your career doesn't necessarily only meant getting a promotion in that moment in time. Some of my clients want to expand their careers. Some of them are looking for career change changes, and so what I will do is help them talk to and other people within their organization in the new discipline that they want to get into. Right, So, I have a woman who it has a fifteen year career in human resources. She's interested actually in doing some marketing, and so I've had her go and talk to the head of marketing and a couple of a couple of other people in the marketing department, one to truly understand is marketing really what I want to do? And two to see if there's any opportunities that she can work on a marketing project, to really understand what that looks like, is you know, to help her validate her interests. Essentially, right, So, expanding your career could be about changing your changing your career field. Expanding your career could be about getting promoted. And the other thing. The thing that I will advise people who are staying within their organization is to network internally. So many of us

39:55 when we think about networking, we only think about it when we're looking for a new job, or we think about it externally to the company that we're currently in. Whereas the matter is business happens through relationships exactly, you don't have relationships, is not going to happen. That is what I will always right Like, so what I will always advise my clients is just because you got the job and you've been doing well in the current role doesn't mean that there's not other opportunities for you to network within your current company, because listen, all you need is some person to connect you into whatever it is that you want to get into, and so I will always start them on a path of Again, strategically networking. Networking isn't necessarily going, you know, getting your girlfriend from the other department to go to go to lunch at whatever whatever it is. Let it know, whatever restaurant, right, it's not, it's not it's not it's that's not networking. Networking is thinking about, Okay, what are the goals that I'm trying to accomplish. Who is your organization already does that or might know someone who does that? How can I actually connect with that person so that I can just have a I mean, it really just takes fifteen minutes to have a conversation about this is what I'm trying to accomplish. Do you happen to know anybody? This is why I heard you were really good at this. Can you show me what or tell me how you might get started? Can you recommend some books? Can you

41:29 whatever it is? But strategically thinking about who you can connect with that and who can help you expand your career within your organization. And then the third one I'll say is and people don't. Again, I'm unpopular when I say this, but leveraging your boss is really important. And I will always tell someone you don't have to like your boss. And that's what any of my clients will say. I don't like them, they don't like me here to like. We're here to do the job and to take our career forward. And I think many of us have the skills to navigate relationships that are not to work with people that we don't necessarily like, and to navigate relationships that are tough. We do that in our personal lives every day. Like we our cousin Susu. We don't like her, but we sit down with her every Thanksgiving, we have a meal. Nobody gets we're not fighting. We move on those same relationship management skills. You can leveraging to manage up to your boss, who can be your biggest advocate or your walker. Absolutely, So that's another way, in my opinion, when we say advance our careers, these are all stepping What I'm talking about here are all stepping stones, are all levers that we can pull to be able to advance ourselves in our current work environment versus necessarily having to go outside. Absolutely, And you know,

43:02 I tell I tell my clients the same thing that, especially when you know that you are looking to progress in your career. I always tell them too that they need to have. When you say network, I said, you need to know someone that's in HR. You need to know someone that's in EEO, you need to know someone that's in accounting, because all these different departments you need to have. You know, if something is going on and you get into a position and you know you need to find something out, you can pick up the phone and call that person say hey, you know, I have a question for you. Can you answer this or can you tell me what you think about this? Can you tell me how I should do this? Or what paperwork I need to get to provide this?

43:46 You know, you need to have. Like you said, those are our networking opportunities, but those are some things that you should have in your back pocket as you're trying to move up in your career. And I say the same thing. I mean, you can't stress those things too much. It's not networking with your girlfriend going to lunch it's you know, really getting someone in that department, in those different departments that if you need to pick up the phone and call someone to ask them a question, you have that person. And the same likewise, if they need to pick up the phone and call you and ask you a question, then they have you as someone as a reference to a resource. Wow, that is so key. So tell me what's coming up now in the horizon. What do you have next?

44:37 Anything you want to share with us? Oh so yeah, so actually so I do have a few things coming up. So first I would I would invite anyone watching this and all of your viewers, if you are interested in connecting, please connect with me. I am on LinkedIn, That's my primary platform. I also I see the thank you doctor Lewis for putting my web address in the chat, and so I'm also at wwwthechange dot com you can learn about me and my programs. The thing that I am offering next is two things. Actually, one is I am this is problem. I'm revealing this here and I haven't shared it yet widely, but I am putting together a free training on executive presence, and I'm going to be releasing that in the next couple of weeks. So, and the reason why I'm doing that is we happen to be at this moment in time in performance review season, and what I'm hearing from my clients is the number one piece of feedback that they're getting in their work environments is that they need to have a stronger executive presence. And so I thought that putting something together to help women think about understand what executive presence is, how they might be able to build that on their own, would be a really important resource for them to have. So

46:08 that's the first thing that's coming up, and then I am going to be launching on Her Rise Program. On Her Rise Program is a group program for mid career women who want to get into the executive suite. So if you're a manager, or a director or a VP and you are looking to get to the VP level and above, then this is the program for you. It teaches us, teaches you all the things that we talked about today, teaches you about building your leadership brand, It teaches you how to get more visible, It teaches you about self advocacy. It teaches you how to make the strategic business case for your promotion. So it's everything that you would need in order to be able to advance your career again and within the organization that you're already in. Wow, and just tell us quickly again your how to reach you, your email address, how can they help to you? So LinkedIn is probably the best way to reach me. And I'm doctor Nicole A.

47:15 Brian on LinkedIn. And then if you want to learn more about the programs that I just mentioned, you can find all of that information and more on my website which is www. The change doc dot com. Thank you so much. It has been a pleasure being able to have you here to share some of the great nuggets that you shared with us today on women in their careers. I have just you've even given me some information or some nuggets that I can kind of use myself. So thank you again for taking time out of your schedule to share with us. We truly appreciate it, and hopefully we'll be able to have you back again to talk about some things that, like you said, your programs that you have coming up. You'll be able to come back and tell us about some of those things and how it's working out and how the ladies are progressing in those things too. So thank you for sharing with us, and I'll just let everyone know what I have coming up and real quick. Don't forget to get your copies of the On It Anthology. If you'd like to get a copy of the on It Anthology Unapologetically and the Journal three hundred and sixty five Days to Transformation, you can go to my website which is www dot EXWSI dot com to purchase each one

48:52 separately. It's twenty four ninety nine both books together, the book and the Journal is forty nine nine. Make sure to tune in to the Black Business Olympics that's taking place this week started Monday and it's going all the way through Sunday, October twenty ninth. And of course, the Black Business Olympics is a fundraiser to provide scholarships and laptops to high school seniors going to college and K through twelve entrepreneurs. The Black Business Olympics showcases black businesses, black business owners and corporations all around the world. And if you'd like to be a speaker on the Black Business Olympics to showcase your business, you can email me at info at EXWSI dot com and just put in the subject line black Business Olympics speaker, and make sure you tune in tonight at seven pm as I will be speaking on the Black Business Olympics. You can go onto YouTube if you put in Black Business Olympics around seven p you'll be able to pull it up and watch it live. I'll be talking about how to have a successful mindset. Also coming up on the arising January twenty fifth through the twenty seven, twenty twenty four is my show up to Rise Up Women's Summit. If you want to be a speaker at the event, you can email me at info at EXWSI dot com, So make sure to If you want to find

50:28 out more information about that, of course, just contact me and I'll be glad to send you the information. Don't forget to take a listen to my TEDx talk. It is still moving out there. I am still so excited the tep. My TEDx talk now has one hundred ninety thousand, three hundred and eighty five views, so if you have not watched it, make sure to do so. You can go to YouTube put my name doctor Madelinanne Lewis in the search box, or if you want there link, you can email me at info at e X w SI dot com. My goal, as you know, is to reach a million plus views, So thank you in advance for your support. Thank you to those who have already viewed it and have shared the video. I really do appreciate it because, as I said, it's still moving out there, so so excited about that. Again, I would like to thank my guests, doctor Nicole A. Bryan, and my viewers and my listeners for joining me today. This is the successful women's show. I am doctor Madeline and Lewis your host and if you'd like to reach out to me, you can email me at info at EXWSI dot com or go to my website www dot e xw SI dot com. And if you do, make sure you download my free three part video series on three

52:00 things every woman should do to position herself for executive leadership. Again, don't forget to subscribe to our channel, both the YouTube channel and the talk for TV channel. Subscribe to the channel. Make sure that you like and share this episode with others. We had some great nuggets today that doctor Brian shared with us. Again, this is the success for women's show. We are here every week. I am your host, Doctor Madeline and lewis helping women to accelerate the path to success. Thank you again for joining me. I love you all to life and as always, be well and stay safe out there. Got the hat manhis have end