September 22

Episode 93: How to use Storytelling to Land your Ideal Job with Gina Riley

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Gina Riley is an authority in career transition. She is the creator of the trademarked Career Velocity SystemÔ – a comprehensive solution that helps leaders & executives map out a transition strategy to last throughout their career.

Gina Riley’s Biography

Gina Riley is a Human Resources professional who sits at the powerful convergence between Career Coaching, Executive Search and Interview Skills Training. She is an authority in career transition and is the creator of the CareerVelocity System™ – a comprehensive solution helping leaders and executives map out their transition strategy to last throughout their career.

Gina brings over 25 years of experience from small business to Fortune 50 companies. She has a Master’s degree in Whole Systems Design and has held positions in recruitment, management of a 500-student intern program, work on M&A initiatives and served as HR Business Consultant to several executive teams. She developed, designed, and delivered training programs on a wide variety of topics.

She is sought after for her thought leadership and expertise in the areas of professional networking and career development. She spoke at Portland’s first Disrupt HR forum and has conducted seminars on networking to help job seekers improve their ability to make meaningful and mutually advantageous professional connections. She was also a speaker at the 2019 Career Thought Leaders Symposium sharing expertise with career experts on how to advise coaching clients on how to build effective relationships with executive level recruiters.

She led a new Employer Brand initiative for a $4B world-wide company headquartered in Portland and provided interview training to all their US managers in Oregon, Arkansas, and Texas. Additionally, she conducted interview training for the leadership team at a renown winery in Napa Valley.

Gina is also a certified YouMap® coach, starting with her client’s strengths, values, skills, motivators, and leadership traits to help them powerfully integrate their unique attributes so their storytelling lands in every conversation or interview. She uses a rare strength combination of focus and action, customizing her coaching to help clients get career velocity so they can deliver their career story in a powerful way that resonates.

Gina’s unique approach and framework help leaders showcase themselves as a “Business In A Business” and position themselves as authoritative problem solvers with undeniable, specialized leadership services. Because she is a continuous learner and prolific networker, Gina has forged relationships with cutting edge authorities in the field of careers and leadership around the world, constantly folding in fresh, relevant ways to help clients to accelerate their career transition success.

With leadership clients that span coast to coast, her clients say she “connects familiar dots in new ways” and “pulls back the curtain” to share unseen processes and unheard conversations from an executive recruiter’s perspective.

When Gina is not coaching or recruiting, she spends time studying leadership trends, volunteering to help others build professional skills, cooking, making old-fashioneds, or hiking in Central Oregon with her family.

In This Episode, You’ll Learn…

On today’s episode Mike talks with Gina Riley. Gina is an HR professional who sits at the powerful convergence between Career Coaching, Executive Search, and Interview-Skills Training.

Quotables

  • “Telling your career story shouldn’t be that hard.” Gina Riley
  • “I’m getting interviews, but something isn’t landing.” Gina Riley
  • “In my role as a career coach, I shift my clients’ mindset from “quick resume fix” to helping them develop a sustainable professional career plan. I take a modern approach, by considering the things that crowd our lives, limit our time and attention span, and cause us to neglect our own long-range planning.” Gina Riley

Links & Resources Mentioned…

Read The Transcript

00:00:01.229 --> 00:00:04.062
(uplifting music)

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- Welcome back to the Get
Unstuck and On Target podcast.

00:00:07.817 --> 00:00:09.970
I'm Mike O'Neill with Bench Builders

00:00:09.970 --> 00:00:12.600
and we help growing companies,

00:00:12.600 --> 00:00:15.275
especially manufacturers
improve their people,

00:00:15.275 --> 00:00:19.070
process and planning systems
so they can scale smarter

00:00:19.070 --> 00:00:21.510
and faster.

00:00:21.510 --> 00:00:24.581
Joining me today from
Portland, Oregon is Gina Riley.

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Gina is an HR professional who sits

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at that powerful convergence
between career coaching,

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executive, you know what?

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I'm gonna stop that.

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- Okay.

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- I've done, you're number
93 and I've only done that

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once, but I want that to be right.

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(Gina chuckles)
How's that for perfectionism?

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- Am I'm making you crazy today?

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I think I am. (chuckles)

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- You know, I have trouble,
powerful convergence

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was hard for me to say, so I wanna say

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right-
- Powerful convergence.

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- Okay.

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I'm ready to-
- That's a great word.

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- I'm ready to hit it again if you are.

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My apologies.

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- I'm all good, I'm breezy.

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- Literally, I think I've
only stopped midstream

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once before.

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So, look what a influence
you've had on me.

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(Gina laughs)

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- I make those situational
mistakes all the time.

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All good.

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- All right.

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Welcome back to the Get
Unstuck and On Target podcast.

00:01:25.518 --> 00:01:28.034
I'm Mike O'Neill with Bench Builders

00:01:28.034 --> 00:01:29.626
and we help growing companies,

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especially manufacturers
improve their people,

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process and planning systems

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so they can scale smarter and faster.

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Joining me today from
Portland, Oregon is Gina Riley.

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Gina is an HR professional who sits

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at the powerful convergence
between career coaching,

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executive search and
interview skills training.

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Gina is an authority in career transition.

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She's the creator of the
trademark Career Velocity System,

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a comprehensive solution
that helps leaders

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and executives map out
a transition strategy

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to last throughout their career.

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Welcome, Gina.

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- Thanks for having me.

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I am really excited to have a
conversation with you today.

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- Gina, we had an opportunity
before we scheduled

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this podcast to talk about
what might Gina share

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and something that you
mentioned almost in passing

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kind of caught my attention.

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And that is the notion of storytelling

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and that is marketers are really promoting

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the value of storytelling.

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And so what I know about storytelling

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is more from marketing your business,

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and you're here to share that storytelling

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should be a key component
if you really want

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to land your ideal job.

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So that's what I would
like to talk about today.

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- I'm ready to do that.

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And what's so interesting about the topic

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is it overlays nicely with
what you and your team do.

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If a company is trying to
build a strategy and a plan,

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it ties to their brand
and their messaging.

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And the same is true for
professionals who are looking

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to make a career transition.

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I advocate for creating
your own strategic plan

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and building in the building blocks

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that tie back to your
brand, your messaging,

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but more importantly, tie to what it is

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that you want to
accomplish out in the world

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based on the stories that you tell

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and how do you attract people to you

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through the power of your storytelling?

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- What is it that makes
storytelling so powerful?

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- Well, as humans, we lock into stories.

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That's what we, we wanna
make sense of our world.

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If we kind of just look
at social psychology

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is we wanna make sense of our world.

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And so when people tell
us stories it anchors us

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to something that is easier to remember

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rather than a lot of
just facts and figures.

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- You know, when I think
about looking at resumes,

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it does seem as if it's
mostly facts and figures.

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I know that you have kind of a process.

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I introduce it as a
Career Velocity System.

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Let's go there just for a moment.

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- Sure.
- Tell us a little more,

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what is that system and how does it work?

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- That's actually a good place to start

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and I'll just kinda
give you very quick arc

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of the movement of what I do.

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First, we're doing personal assessment.

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We're really unpacking
somebody's unique, strengths,

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skills, motivators, and values.

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I have a specific way of doing that.

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There's other coaches that
do it in different ways,

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but the importance of
this for career transition

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is first, starting with you,

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not the facts and figures
that go on a resume.

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A resume is really a marketing document

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that's going to maybe crack
open that first conversation

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because you've got some factor
figure that's impressive,

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and they're like, I gotta
talk to that person, right?

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But once you land the phone call,

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the first phone call and
subsequent phone calls,

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if you can't infuse who
you are and how you do

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what you do through your storytelling,

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then you will have a more
difficult time breaking through

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the noise compared to other candidates.

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So starting there, second
thing that I advocate is,

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and making sure you
understand how to describe

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your leadership approach.

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So it's the second thing I'm doing

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is unpacking that leadership approach.

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I've got my process and again, you know,

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different coaches have other
processes of doing that.

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There's no right or
wrong, just differences.

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Then it's really important
that a person understands

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their career arc from point A to point B.

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We all know our story.

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If you were just gonna have dinner with me

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and you were gonna tell me your story,

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it might take you a while
because it's just sort

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of a casual conversation.

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It could be be 15 or 20 minutes.

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When you're in an interview
situation you've gotta answer

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tell me about yourself in
about three to five minutes.

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I've actually been in interview situations

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where we've even told an
executive level client

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or not client, I'm sorry, an
interviewer or interviewee,

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I can't get the words
out, a candidate who said

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you have 20 even minutes or
10 minutes to tell your story

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and then they go much longer than that.

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You wanna be able to capture attention

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with your career arc, just the highlights

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so that you can pivot into
the meat of the conversation,

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which is how can your toolkit, your skills

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and your experience help that company.

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So the power is really about who you are,

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your leadership approach,
and being able to talk

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about your relevant career stories

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in ways that land with decision makers,

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whether that's in an interview situation,

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or you're a part of an executive team

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that's now gonna go out
and do what we call the dog

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and pony show trying to
get funding for example,

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or you're in front of a board of directors

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and you're trying to
influence decisions being made

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on behalf of the company,
it's all about these stories

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and infusing believability in what,

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we're the value that we'll bring

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when we go do what we say we're gonna do.

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- You know, as I'm
listening to you describe

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the process that you use with your clients

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and we're talking about
the power of stories,

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you use the word infuse,
that caught my attention,

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and that is how can we
infuse you into a story

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in not only a compelling fashion,

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but also something that's natural.

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Do you find that some
people have some resistance

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to this notion?

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And if so, what works to kind of help them

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better understand why
storytelling is important

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and why they need to embrace it?

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- Hmm.

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I would say that most
people first are challenged

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by the idea of just
interviewing in general

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and telling those stories.

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When we start with the who you are,

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how you do what you do and your approach,

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it first anchors you with a certain level

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of confidence about your
uniqueness in the first place.

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So we're both familiar
with strengths finder.

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When you do the strengths
finder, which is part

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of the assessment that I do,

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you immediately are looking
at five top strengths

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that make you one in 33 million
people according to Gallup.

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Starting from a place of
like the way that I approach

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my work is unique to me
and unlike most people

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I'm ever going to meet you start infusing

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the how you do what you do
through your storytelling

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without using the scientific words

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that come off the page
from that Gallup report.

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Nobody wants to hear,
well, I'm an activator

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or I'm an achiever.

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That's not what it is.

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Instead we're now bringing to
life through our storytellings

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how we get results by
saying, I activate teams

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and I collaborate across, you know,

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across functions in order
to bring people together,

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lay down a framework and
a strategy and a process,

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develop KPIs, and then, you know,

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achieve great things and so on.

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So you can infuse some
of those words in the way

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that you tell the story for example.

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- You know, we're
recording this using Zoom,

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a tool that probably didn't
even exist five years ago,

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probably even a shorter horizon than that.

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How has Zoom and its equivalents,

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how has it changed the
interviewing process?

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- Ooh, that's a really good question.

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I'll say that I consult for
an executive search firm

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on top of the coaching
company that I have,

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it's Talents Group, and
we've been using Zoom

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before the pandemic hit.

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And so, you know, we would have

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leadership level
candidates who would arrive

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on the video very uncomfortable.

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Maybe they, we would be looking
up their nose or, you know,

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from the forehead up and so on.

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And people have developed a
greater sophistication now

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through that process and it
makes us more nimble and quick

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at doing that recruitment job.

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We can touch people across
the whole country in ways

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that we, in the world in ways
that we could not before.

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And it allows all of us
to connect as humanly

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as we can through the power of video.

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And I just think it's an incredible tool

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and I'm so delighted that
everyone is caught up

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with what we were using
in the first place.

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- I do remember very early in the pandemic

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I had the good fortune of
getting an account early on,

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but I remember talking
to folks and saying,

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we're gonna be using
Zoom and it's this what?

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And so you had to coach them through that.

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Let me continue on along those lines,

00:10:48.750 --> 00:10:51.939
because I know you work
with all levels of leaders,

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but let's talk about the executives,

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whereas this notion of executive
presence keeps coming up.

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How do you advise your executive clients

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to have that sense of presence

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even if it's on something like Zoom?

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What's required?

00:11:13.980 --> 00:11:15.540
- That's such an important question.

00:11:15.540 --> 00:11:17.970
I'm really glad that you asked that.

00:11:17.970 --> 00:11:20.250
First, let's define the high level,

00:11:20.250 --> 00:11:21.750
what executive presence is.

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There's three universal dimensions.

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I use the work from Sylvia Ann Hewlett.

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She wrote a book called
"Executive Presence"

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and did a big, huge survey
where all of the information

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that I'm drawing from comes from.

00:11:34.164 --> 00:11:36.060
- Okay.
- It's your appearance,

00:11:36.060 --> 00:11:39.240
it's your communication
and it's your gravitas.

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So there's like 17 different elements

00:11:41.721 --> 00:11:43.469
within those three categories.

00:11:43.469 --> 00:11:45.227
Let's approach appearance.

00:11:45.227 --> 00:11:46.993
When we show up and especially

00:11:46.993 --> 00:11:50.130
in a situation where we're
trying to influence people,

00:11:50.130 --> 00:11:53.880
whether that's as a candidate
or maybe it's an investor,

00:11:53.880 --> 00:11:56.224
whatever your scenario is,
you wanna look the part.

00:11:56.224 --> 00:11:58.617
And it doesn't mean today
putting on a blue suit

00:11:58.617 --> 00:12:03.617
and a tie or, you know, a big
wad of pearls or something,

00:12:03.930 --> 00:12:04.770
or a scarf.

00:12:04.770 --> 00:12:06.777
It's just showing up in a way that signals

00:12:06.777 --> 00:12:09.705
that you're there to do business.

00:12:09.705 --> 00:12:12.330
And a lot of people still
have their yoga pants

00:12:12.330 --> 00:12:14.070
or slippers on, I get it.

00:12:14.070 --> 00:12:17.490
But I advocate for my
own clients who are going

00:12:17.490 --> 00:12:19.200
into interview situations
dressed like you would,

00:12:19.200 --> 00:12:22.206
you were gonna show up on
site minus the blue suit

00:12:22.206 --> 00:12:24.150
and put on your shoes.

00:12:24.150 --> 00:12:25.530
Put on your business shoes

00:12:25.530 --> 00:12:28.110
and I'll have my clients
who head into interviews,

00:12:28.110 --> 00:12:29.670
they'll take pictures
of their shoes and say,

00:12:29.670 --> 00:12:31.380
I'm wearing my shoes today, Gina.

00:12:31.380 --> 00:12:34.770
So appearance is one very important aspect

00:12:34.770 --> 00:12:37.970
because it takes only 250 milliseconds

00:12:37.970 --> 00:12:41.477
for us to make a judgment, a
snap judgment about each other.

00:12:41.477 --> 00:12:45.260
So I'm already making a judgment
call when a person arrives

00:12:45.260 --> 00:12:46.710
on video.

00:12:46.710 --> 00:12:48.464
Once you get past that,
it's the least important.

00:12:48.464 --> 00:12:50.626
Okay, I see you're here to do business.

00:12:50.626 --> 00:12:53.130
Let's look at the other two dimensions

00:12:53.130 --> 00:12:54.990
and its importance on video.

00:12:54.990 --> 00:12:56.610
Communication.

00:12:56.610 --> 00:12:59.634
You wanna be able to show up
and articulate yourself well

00:12:59.634 --> 00:13:03.718
to the point, ready to tell those stories

00:13:03.718 --> 00:13:06.240
where you don't ramble
and that you're succinct.

00:13:06.240 --> 00:13:11.240
And how that applies to
gravitas also relates to EQ

00:13:11.251 --> 00:13:15.240
or your ability, your emotional quotient,

00:13:15.240 --> 00:13:17.231
your ability to read the room.

00:13:17.231 --> 00:13:19.261
Well, we're not in the
room together, right?

00:13:19.261 --> 00:13:24.261
So it's, and we may have a panel situation

00:13:24.960 --> 00:13:27.808
where there's multiple
people in on an interview.

00:13:27.808 --> 00:13:31.920
Paying attention and looking
people in the eye virtually,

00:13:31.920 --> 00:13:34.560
looking to see if people
are paying attention,

00:13:34.560 --> 00:13:37.680
maybe drawing them into
the conversation by saying,

00:13:37.680 --> 00:13:40.470
so, Ben, do you have a question for me?

00:13:40.470 --> 00:13:41.730
Or, you know, something like that,

00:13:41.730 --> 00:13:44.100
where you're, you know, Susie, you know,

00:13:44.100 --> 00:13:45.835
I'm wondering if we could
go more deeply into that.

00:13:45.835 --> 00:13:50.240
Making sure that you have
command of your situation

00:13:50.240 --> 00:13:53.430
and you're seeing if people
are connecting with you

00:13:53.430 --> 00:13:56.040
and that what you're saying is resonating.

00:13:56.040 --> 00:13:58.598
One of the mistakes that
I see candidates make

00:13:58.598 --> 00:14:00.536
when they're telling their stories

00:14:00.536 --> 00:14:02.632
is they're not ready to do it succinctly.

00:14:02.632 --> 00:14:07.170
So they talk way too long and
then they lose the audience

00:14:07.170 --> 00:14:08.790
and then they're not sort of checking

00:14:08.790 --> 00:14:11.130
to see if the eyeballs have rolled back

00:14:11.130 --> 00:14:12.750
or there's blank stares.

00:14:12.750 --> 00:14:15.593
So I recommend in that situation to ask,

00:14:15.593 --> 00:14:20.070
is this you know, the
direction you wanted me

00:14:20.070 --> 00:14:22.380
to head with with this answer.

00:14:22.380 --> 00:14:25.170
Is there a different area
that you need me to cover

00:14:25.170 --> 00:14:27.450
so you can really unpack my skills?

00:14:27.450 --> 00:14:29.935
That's having a real conversation
and not just treating

00:14:29.935 --> 00:14:33.271
the conversation as a one
way, you know, street.

00:14:33.271 --> 00:14:35.640
You're a candidate, it's a two way street.

00:14:35.640 --> 00:14:37.983
You're evaluating them too so
make sure you're connecting

00:14:37.983 --> 00:14:40.500
with the people that are going to hire you

00:14:40.500 --> 00:14:42.145
and who are decision makers.

00:14:42.145 --> 00:14:45.112
- You mentioned connecting with,

00:14:45.112 --> 00:14:47.010
and that's how we started
this conversation.

00:14:47.010 --> 00:14:50.070
How can you present yourself in a way

00:14:50.070 --> 00:14:52.590
that creates connections?

00:14:52.590 --> 00:14:54.480
And we're talking about storytelling.

00:14:54.480 --> 00:14:56.340
I kinda like to ask you
to elaborate a little bit

00:14:56.340 --> 00:15:01.035
on what is storytelling, how does it work

00:15:01.035 --> 00:15:03.777
and how do you get people so comfortable

00:15:03.777 --> 00:15:06.933
with it that it becomes
almost second nature?

00:15:08.018 --> 00:15:12.000
- In order for it to become second nature,

00:15:12.000 --> 00:15:14.370
your storytelling,
particularly in interviews,

00:15:14.370 --> 00:15:17.040
but it works otherwise
and used it in other ways

00:15:17.040 --> 00:15:19.110
is using a framework.

00:15:19.110 --> 00:15:22.140
And there are many coaches out there

00:15:22.140 --> 00:15:24.986
that use different
frameworks that are similar.

00:15:24.986 --> 00:15:28.333
So I use the SOAR
methodology and that stands

00:15:28.333 --> 00:15:33.333
for situation, obstacles,
actions, and results.

00:15:34.350 --> 00:15:37.350
What this means when you build
that in your storytelling

00:15:37.350 --> 00:15:41.130
in the construct is tell
me what the situation was

00:15:41.130 --> 00:15:44.490
or the context overall, lay the groundwork

00:15:44.490 --> 00:15:46.470
so I understand where we're going.

00:15:46.470 --> 00:15:48.030
Then actions.

00:15:48.030 --> 00:15:50.387
What actions did you take within the story

00:15:50.387 --> 00:15:52.740
and for leaders, I like to say,

00:15:52.740 --> 00:15:54.960
and then what did your team accomplish?

00:15:54.960 --> 00:15:58.629
Because if a person's gonna
say, I, I, I, the whole time,

00:15:58.629 --> 00:16:00.732
you don't come across as humble.

00:16:00.732 --> 00:16:04.536
If you say we all the
time, you don't come across

00:16:04.536 --> 00:16:06.240
as a confident leader.

00:16:06.240 --> 00:16:09.675
You have to strike a balance
and own what you led.

00:16:09.675 --> 00:16:13.117
At the same time, recognizing your team

00:16:13.117 --> 00:16:16.441
backed you up and got it
across the finish line, right?

00:16:16.441 --> 00:16:20.460
So situation, actions, obstacles.

00:16:20.460 --> 00:16:21.390
What were the challenges?

00:16:21.390 --> 00:16:22.920
Why are you bothering to tell this story

00:16:22.920 --> 00:16:24.930
in the first place, right?

00:16:24.930 --> 00:16:26.159
And then results.

00:16:26.159 --> 00:16:27.512
What was the impact?

00:16:27.512 --> 00:16:30.840
Why are you telling this
story and can you quantify it?

00:16:30.840 --> 00:16:32.100
So in an interview situation,

00:16:32.100 --> 00:16:33.367
it's really great if
you can quantify that.

00:16:33.367 --> 00:16:36.489
You know, we grew our
business from 40 to 50 million

00:16:36.489 --> 00:16:40.890
that year, or some things aren't
quantifiable with numbers,

00:16:40.890 --> 00:16:42.810
dollar signs, and percentage signs.

00:16:42.810 --> 00:16:45.176
There may be something else
that's more challenging

00:16:45.176 --> 00:16:47.730
to represent, but it could be an increase

00:16:47.730 --> 00:16:50.633
in customer satisfaction
scores for example.

00:16:50.633 --> 00:16:53.493
- Do you find in working with clients

00:16:53.493 --> 00:16:57.870
that role play is used?

00:16:57.870 --> 00:17:02.280
Do you use role play as a way
to help instill these skills?

00:17:02.280 --> 00:17:04.920
- For me, I actually
don't use role playing.

00:17:04.920 --> 00:17:09.920
Instead when I'm helping my
clients prepare for interviews,

00:17:10.125 --> 00:17:12.039
what we're doing is
we're literally taking,

00:17:12.039 --> 00:17:14.769
hopefully ideal job descriptions
that are well written.

00:17:14.769 --> 00:17:16.873
Most job descriptions
aren't very well written,

00:17:16.873 --> 00:17:20.100
but what we're doing is
we're taking each line item

00:17:20.100 --> 00:17:22.410
of what those outcomes are supposed to be

00:17:22.410 --> 00:17:23.729
if the person does their job well,

00:17:23.729 --> 00:17:25.717
and then we're creating behavioral

00:17:25.717 --> 00:17:29.310
or competency based questions
directly tied to it.

00:17:29.310 --> 00:17:31.467
It's very easy to flip it into a question.

00:17:31.467 --> 00:17:36.467
And it takes a few times of
doing that for my clients

00:17:36.523 --> 00:17:39.861
to feel comfortable and confident
doing it for themselves.

00:17:39.861 --> 00:17:41.683
But what I'm setting them
up to do is to be able

00:17:41.683 --> 00:17:44.220
to do that for the rest of their career.

00:17:44.220 --> 00:17:45.594
They don't really need me to go

00:17:45.594 --> 00:17:47.713
and shape the questions for them.

00:17:47.713 --> 00:17:49.972
Then we design the SOAR
method right underneath.

00:17:49.972 --> 00:17:52.787
They build the stories,
then they come back

00:17:52.787 --> 00:17:54.690
and they share the stories with me.

00:17:54.690 --> 00:17:56.698
And then that way I can help clip, cut,

00:17:56.698 --> 00:18:00.592
shape the narrative
and let them know, woo,

00:18:00.592 --> 00:18:02.613
you got too much detail there.

00:18:02.613 --> 00:18:04.350
You gotta trim this back.

00:18:04.350 --> 00:18:06.309
You lost me, I started to
like, think about other things.

00:18:06.309 --> 00:18:09.123
It's up to me to be honest
and tell my clients this

00:18:09.123 --> 00:18:11.730
so that they realize,
oh, this is danger zone.

00:18:11.730 --> 00:18:13.820
I don't wanna do this
when I'm in front of a CEO

00:18:13.820 --> 00:18:16.713
applying for my CMO job, for example.

00:18:16.713 --> 00:18:20.855
So I'm that honest truth
teller who helps them shape it

00:18:20.855 --> 00:18:24.450
but I feel like a mock
interview is less effective

00:18:24.450 --> 00:18:26.880
because I'm already working
with people for so many months.

00:18:26.880 --> 00:18:29.319
I'm already giving them
other bits of feedback.

00:18:29.319 --> 00:18:31.118
Let me give you one example.

00:18:31.118 --> 00:18:34.575
I had an incredible
technical engineering leader

00:18:34.575 --> 00:18:37.784
who had lost confidence
in her search process

00:18:37.784 --> 00:18:40.156
because of a lot of things,
difficult to look during

00:18:40.156 --> 00:18:43.710
a pandemic, a reorg that
caused a hundred people

00:18:43.710 --> 00:18:44.543
to get laid off.

00:18:44.543 --> 00:18:46.793
She was in the 10% of leaders
that got, let go, for example.

00:18:46.793 --> 00:18:49.573
So she, when she would appear on video,

00:18:49.573 --> 00:18:52.543
had her hand in front of her
mouth when she would talk

00:18:52.543 --> 00:18:55.025
and she was a bit shrunken back.

00:18:55.025 --> 00:18:57.344
So the first few sessions
I'm getting to know her.

00:18:57.344 --> 00:18:59.850
By the time we start to hit our stride,

00:18:59.850 --> 00:19:01.650
I unpack the awesome sauce, you know,

00:19:01.650 --> 00:19:03.510
the I'm doing the strengths

00:19:03.510 --> 00:19:05.430
and the skills and the uniqueness.

00:19:05.430 --> 00:19:07.541
She starts to blossom
because she starts to see

00:19:07.541 --> 00:19:11.850
and feel the uniqueness but
then I had to call it out.

00:19:11.850 --> 00:19:14.280
Like, you've gotta take your hand away

00:19:14.280 --> 00:19:16.830
from your mouth because you're showing me

00:19:16.830 --> 00:19:18.390
that you're not confident
in what you're saying.

00:19:18.390 --> 00:19:20.250
You're hiding what you're saying.

00:19:20.250 --> 00:19:22.590
So things like that, instead
of doing a mock interview,

00:19:22.590 --> 00:19:25.222
I'm just giving people
guidance all along the way.

00:19:25.222 --> 00:19:27.902
- See, I think that makes perfect sense.

00:19:27.902 --> 00:19:32.729
And that is you are tying expectations

00:19:32.729 --> 00:19:35.534
back to what they're
gonna be prepared to do.

00:19:35.534 --> 00:19:38.790
Many people listen to podcast-

00:19:38.790 --> 00:19:40.170
- Yeah.
- But we also as,

00:19:40.170 --> 00:19:42.990
you know, record this in
video format, but I'm kind of-

00:19:42.990 --> 00:19:45.630
- Yeah.
- Watching you as you speak.

00:19:45.630 --> 00:19:46.830
And if you get a chance,

00:19:46.830 --> 00:19:48.883
my encouragement is don't just listen,

00:19:48.883 --> 00:19:52.260
go back to the YouTube
channel and watch Gina.

00:19:52.260 --> 00:19:55.375
You can just see her kind
of lighten up the screen.

00:19:55.375 --> 00:19:59.220
So I've enjoyed just watching
you talk about something

00:19:59.220 --> 00:20:01.860
you have such a passion for.
- Thank you.

00:20:01.860 --> 00:20:04.440
- What else would you like
to share about storytelling

00:20:04.440 --> 00:20:06.750
that you think is important?

00:20:06.750 --> 00:20:09.780
- Yeah, well, you covered
on a couple that are really,

00:20:09.780 --> 00:20:12.677
really important and being
like the executive presence,

00:20:12.677 --> 00:20:16.389
you know, how we are showing
up and all of these things

00:20:16.389 --> 00:20:19.095
helps us uniquely stand out.

00:20:19.095 --> 00:20:22.170
And I guess what I would have, you know,

00:20:22.170 --> 00:20:24.020
and thank you for that
beautiful compliment,

00:20:24.020 --> 00:20:28.433
what we wanna do is create a
pull strategy for ourselves.

00:20:28.433 --> 00:20:31.353
We wanna be known for
something as an, you know,

00:20:31.353 --> 00:20:34.869
as an expert and as a
thought leader in something

00:20:34.869 --> 00:20:38.670
or that we're creating a
water cooler of conversation

00:20:38.670 --> 00:20:41.880
around ourselves so that we insert ourself

00:20:41.880 --> 00:20:44.679
in the conversation in a
different way, without saying,

00:20:44.679 --> 00:20:47.123
I'm the expert at all of this,

00:20:47.123 --> 00:20:50.618
but I do know something,
I've got something to convey

00:20:50.618 --> 00:20:52.692
and communicate and contribute.

00:20:52.692 --> 00:20:56.160
So when you consider all of that,

00:20:56.160 --> 00:20:58.620
what we're trying to do when
we're communicating on video

00:20:58.620 --> 00:21:00.757
or otherwise is just
showing that enthusiasm

00:21:00.757 --> 00:21:04.410
and trying to connect with
authenticity, you know,

00:21:04.410 --> 00:21:06.631
on our subject matter expertise

00:21:06.631 --> 00:21:10.288
and to help people want
to come back for more.

00:21:10.288 --> 00:21:13.980
- You use that term authenticity.

00:21:13.980 --> 00:21:14.813
- Mm hm.

00:21:15.863 --> 00:21:20.155
- To some extent, the whole
process of interviewing,

00:21:20.155 --> 00:21:25.155
there's almost artificiality
in the process, is it not?

00:21:25.920 --> 00:21:28.260
I mean, we almost go to a certain role,

00:21:28.260 --> 00:21:31.118
not only the candidates, but
those kinda interviewing.

00:21:31.118 --> 00:21:36.118
How do you infuse, to use
your word, authenticity?

00:21:36.690 --> 00:21:39.781
How do you help your clients come across

00:21:39.781 --> 00:21:42.210
in their authentic way?

00:21:42.210 --> 00:21:43.590
- Mm hm.

00:21:43.590 --> 00:21:45.120
Another wonderful question.

00:21:45.120 --> 00:21:47.850
I just got off, my previous phone call

00:21:47.850 --> 00:21:49.740
was with one of my clients, a CMO

00:21:49.740 --> 00:21:52.010
of a major brand who
helped grow it from like 40

00:21:52.010 --> 00:21:55.140
to 400 million over the
course of his career.

00:21:55.140 --> 00:21:57.330
And when he first started working with me,

00:21:57.330 --> 00:22:00.455
the challenge was what I would,

00:22:00.455 --> 00:22:02.984
one of my favorite quotes is,
"It's hard to read the label

00:22:02.984 --> 00:22:05.504
when you're inside of the jar."

00:22:05.504 --> 00:22:08.928
And so I'm gonna go back to
unpacking the awesome sauce.

00:22:08.928 --> 00:22:12.525
Once that individual
was really tapped into

00:22:12.525 --> 00:22:15.149
what it was about the leadership skills

00:22:15.149 --> 00:22:19.170
that he'd accumulated
and what makes him unique

00:22:19.170 --> 00:22:23.151
and infusing that you know,
into the storytelling,

00:22:23.151 --> 00:22:26.950
that's where that confidence
started to come out.

00:22:26.950 --> 00:22:29.700
And I just got off this
call and for the first time

00:22:29.700 --> 00:22:32.160
as he's building his SOAR
stories and he just went

00:22:32.160 --> 00:22:35.160
into one naturally, we weren't
even gonna do SOAR story

00:22:35.160 --> 00:22:36.750
stuff today.

00:22:36.750 --> 00:22:38.950
And it was, he was looking
right into the lens,

00:22:38.950 --> 00:22:41.904
leaning forward with
enthusiasm and excitement

00:22:41.904 --> 00:22:45.632
and he got through that
story less than five minutes.

00:22:45.632 --> 00:22:49.258
And it blew my socks off because I was,

00:22:49.258 --> 00:22:51.306
I said, do you know what you just did?

00:22:51.306 --> 00:22:53.760
This is the first time
you really showed up

00:22:53.760 --> 00:22:57.977
and just really communicated
and blew that out of the water.

00:22:57.977 --> 00:22:59.601
It just took time.

00:22:59.601 --> 00:23:02.879
He had to like, get all the
awesome sauce into his bones.

00:23:02.879 --> 00:23:06.306
He knows it's there but he had
to start using the language

00:23:06.306 --> 00:23:07.800
and practicing it with it.

00:23:07.800 --> 00:23:09.270
And we've been writing and journaling

00:23:09.270 --> 00:23:10.830
and doing all these things.

00:23:10.830 --> 00:23:12.990
He's doing informational conversations

00:23:12.990 --> 00:23:15.060
and using that storytelling
time and again,

00:23:15.060 --> 00:23:17.730
to build relationships
and it's just coming now.

00:23:17.730 --> 00:23:21.241
It comes naturally if
you want to work at it.

00:23:21.241 --> 00:23:26.241
- Your word choices are so
descriptive, awesome sauce.

00:23:26.428 --> 00:23:29.460
And when I heard you say
that and you get to bone,

00:23:29.460 --> 00:23:31.093
it almost like you have
to kind of marinate

00:23:31.093 --> 00:23:34.710
for it to kind of to seep in.

00:23:34.710 --> 00:23:36.270
- That's right.

00:23:36.270 --> 00:23:37.620
I always imagine apple sauce,

00:23:37.620 --> 00:23:39.630
but now I'm thinking barbecue sauce.

00:23:39.630 --> 00:23:42.110
- Well, I am too, and I'm getting hungry.

00:23:42.110 --> 00:23:45.518
- Which I'd probably
prefer, barbecue sauce.

00:23:45.518 --> 00:23:47.913
- That makes two of us.

00:23:49.110 --> 00:23:50.461
You know, you just gave a good example

00:23:50.461 --> 00:23:54.030
of a client where it kind of clicked.

00:23:54.030 --> 00:23:55.526
Can you think maybe of another example

00:23:55.526 --> 00:23:58.318
where either you or a client got stuck

00:23:58.318 --> 00:24:01.353
and what did it take to get unstuck?

00:24:02.511 --> 00:24:06.150
- Well, I actually think
that this last client

00:24:06.150 --> 00:24:07.740
that I was just referring to,

00:24:07.740 --> 00:24:09.737
it was like a matter of practice.

00:24:09.737 --> 00:24:13.368
Most of my clients, what I see,

00:24:13.368 --> 00:24:15.562
the people that appear at first

00:24:15.562 --> 00:24:18.961
are people who are proud of a career,

00:24:18.961 --> 00:24:21.246
a career that they've really grown

00:24:21.246 --> 00:24:23.078
and developed and cultivated,

00:24:23.078 --> 00:24:26.430
but they feel stuck on
explaining that in a way

00:24:26.430 --> 00:24:31.140
that helps them come across
with humility and with clarity.

00:24:31.140 --> 00:24:33.911
And so I have so many stories.

00:24:33.911 --> 00:24:36.033
That was the question though, right?

00:24:38.067 --> 00:24:40.590
I think this last example
is really one of them

00:24:40.590 --> 00:24:42.870
is I don't know how to tell my story

00:24:42.870 --> 00:24:45.660
and then going back to building up

00:24:45.660 --> 00:24:49.813
the micro pieces and practicing
it to help you get there.

00:24:49.813 --> 00:24:52.680
But most of my people do transition

00:24:52.680 --> 00:24:55.871
into that next opportunity
and that's really

00:24:55.871 --> 00:24:58.325
what it's all about is going from point A,

00:24:58.325 --> 00:25:00.485
building that the stories up,

00:25:00.485 --> 00:25:02.580
networking your fanny off, you know,

00:25:02.580 --> 00:25:05.236
you've gotta build and
nurture your network.

00:25:05.236 --> 00:25:08.670
And then that is the outcome.

00:25:08.670 --> 00:25:11.070
Is that something happens
because you're tapping

00:25:11.070 --> 00:25:13.464
into the hidden job marketplace.

00:25:13.464 --> 00:25:16.410
- Gina, you didn't say this,
but what kind of popped

00:25:16.410 --> 00:25:19.823
in my head, it seems as if
in today's business climate,

00:25:19.823 --> 00:25:24.823
we are just looking to the
next whatever it might be.

00:25:25.110 --> 00:25:28.080
The next day, the next
week, the next quarter,

00:25:28.080 --> 00:25:29.940
perhaps the next year.

00:25:29.940 --> 00:25:33.407
And what you're sharing is when
you're working with clients

00:25:33.407 --> 00:25:37.174
who maybe have a career to reflect on,

00:25:37.174 --> 00:25:42.138
is how do you reflect on
a 20 or 30 year career

00:25:42.138 --> 00:25:47.138
and come across in a way that is succinct

00:25:47.936 --> 00:25:52.140
but it tells the story
in a compelling fashion

00:25:52.140 --> 00:25:54.750
that you should write the
right balance of humility

00:25:54.750 --> 00:25:58.680
and not humility, I guess-
- Right.

00:25:58.680 --> 00:26:00.810
- Come across not, come across arrogant

00:26:00.810 --> 00:26:02.067
if you will.
- Right.

00:26:02.067 --> 00:26:04.607
- You know, as we've been
talking about storytelling,

00:26:04.607 --> 00:26:08.400
I wanted to make sure that
we cover that topic well,

00:26:08.400 --> 00:26:12.570
but at the same time, you have capability

00:26:12.570 --> 00:26:15.570
to speak on a wide variety of topics.

00:26:15.570 --> 00:26:19.410
As you kind of reflect on
what we've discussed thus far,

00:26:19.410 --> 00:26:22.237
what do you wanna make
sure that our listeners get

00:26:22.237 --> 00:26:24.420
in this conversation?

00:26:24.420 --> 00:26:25.874
- Oh boy.

00:26:25.874 --> 00:26:28.800
I think a great end cap, you know,

00:26:28.800 --> 00:26:32.400
as we move forward in our conversation

00:26:32.400 --> 00:26:35.995
is it's up to each of
us to not be the world's

00:26:35.995 --> 00:26:38.100
best kept secret.

00:26:38.100 --> 00:26:40.390
We cannot expect to do our job,

00:26:40.390 --> 00:26:43.242
blow it out of the water,
and then for opportunities

00:26:43.242 --> 00:26:45.210
to just fall in our laps,

00:26:45.210 --> 00:26:47.580
no matter what stage
you are in your career.

00:26:47.580 --> 00:26:49.764
It's very harmful in the
early part of your career

00:26:49.764 --> 00:26:52.920
and then it becomes very damaging

00:26:52.920 --> 00:26:56.231
when you're 25 years in
and you realize I'm itchy,

00:26:56.231 --> 00:26:58.782
I'm gonna get redeployed or laid off

00:26:58.782 --> 00:27:01.780
or something's happening
that's causing a transition

00:27:01.780 --> 00:27:04.082
and then we're completely stuck

00:27:04.082 --> 00:27:07.590
'cause we haven't created
the pull strategy, right?

00:27:07.590 --> 00:27:11.078
So having a healthy network of individuals

00:27:11.078 --> 00:27:14.680
that we are collaborating with
outside of our organizations.

00:27:14.680 --> 00:27:17.490
A lot of the people that I
end up coaching have come

00:27:17.490 --> 00:27:22.020
from major marquee organizations.

00:27:22.020 --> 00:27:24.321
And they're like, I've had
this great career for 25 years

00:27:24.321 --> 00:27:26.970
across a global organization,

00:27:26.970 --> 00:27:29.617
but I don't know anybody outside of it.

00:27:29.617 --> 00:27:31.170
That's a huge problem.

00:27:31.170 --> 00:27:35.430
And what if you wanna get a
job within the same ecosystem

00:27:35.430 --> 00:27:37.770
but another company and
you haven't developed

00:27:37.770 --> 00:27:41.010
the relationships and all of
your peers who got laid off

00:27:41.010 --> 00:27:43.320
are also vying for those same limited jobs

00:27:43.320 --> 00:27:44.670
at the leadership level?

00:27:44.670 --> 00:27:47.285
It's really damaging to one's ego

00:27:47.285 --> 00:27:51.448
if we are now considered the
world's best kept secret.

00:27:51.448 --> 00:27:53.220
- Mm.

00:27:53.220 --> 00:27:54.540
Let's talk about ego a little bit,

00:27:54.540 --> 00:27:59.006
particularly when people are
maybe forced into a transition.

00:27:59.006 --> 00:28:03.210
Do you find that that occupies
a fair amount of the time,

00:28:03.210 --> 00:28:05.040
particularly early on when you're working

00:28:05.040 --> 00:28:08.793
with a client that the ego
has taken a bit of a hit?

00:28:09.750 --> 00:28:11.220
- Oh my goodness, yes.

00:28:11.220 --> 00:28:14.580
Mo most people, yes,
but to varying degrees.

00:28:14.580 --> 00:28:19.080
So I worked with a
person who was at the top

00:28:19.080 --> 00:28:23.379
of the organization who
ran into a situation

00:28:23.379 --> 00:28:25.980
where there was a parting of ways based on

00:28:25.980 --> 00:28:28.637
a disagreement in strategy and direction.

00:28:28.637 --> 00:28:31.920
And that hadn't happened in
the person's career before.

00:28:31.920 --> 00:28:36.300
And so there was this huge hit to the ego

00:28:36.300 --> 00:28:38.550
and then a long, it's very difficult

00:28:38.550 --> 00:28:40.560
to replace top leadership roles.

00:28:40.560 --> 00:28:42.960
So there was a couple years of reflection

00:28:42.960 --> 00:28:45.750
and wondering is anyone going to call me?

00:28:45.750 --> 00:28:47.190
And when we started working together,

00:28:47.190 --> 00:28:49.212
we were building that foundation

00:28:49.212 --> 00:28:52.007
of someone who's very accomplished,

00:28:52.007 --> 00:28:54.068
who has managed and led more people

00:28:54.068 --> 00:28:56.860
and more money than I will ever see.

00:28:56.860 --> 00:29:00.084
And then, you know, trying
to build up the stories

00:29:00.084 --> 00:29:03.630
and me being a mirror
for the awesome sauce

00:29:03.630 --> 00:29:07.110
as we were referring to so
that when we got to the point

00:29:07.110 --> 00:29:09.502
of building the high impact stories,

00:29:09.502 --> 00:29:12.150
that they could represent those stories

00:29:12.150 --> 00:29:14.730
with confidence and with humility,

00:29:14.730 --> 00:29:18.120
but there was almost too much
humility at the beginning.

00:29:18.120 --> 00:29:20.223
We had to build the confidence back in.

00:29:21.443 --> 00:29:24.477
- I can see how you would do that.

00:29:24.477 --> 00:29:26.858
And because that was a protracted gap,

00:29:26.858 --> 00:29:31.858
self doubt can really kind of take over.

00:29:32.580 --> 00:29:37.580
You know, in today's climate
I have read statistics,

00:29:37.767 --> 00:29:40.856
but it's something along
the lines that X percentage

00:29:40.856 --> 00:29:45.238
of people are looking for
a job at any given point.

00:29:45.238 --> 00:29:48.667
The numbers I see are kind of staggering.

00:29:48.667 --> 00:29:52.410
Do you believe that most
people kind of have at least

00:29:52.410 --> 00:29:56.850
one eye out for the next
opportunity at all times?

00:29:56.850 --> 00:29:57.683
- Hmm.

00:29:58.530 --> 00:29:59.820
If you're asking me personally,

00:29:59.820 --> 00:30:03.144
do I think most, not necessarily.

00:30:03.144 --> 00:30:05.700
And part of that could
be generational though.

00:30:05.700 --> 00:30:07.693
So I'm a gen Xer.

00:30:07.693 --> 00:30:09.740
I don't necessarily think that,

00:30:09.740 --> 00:30:13.552
and I'm talking broadly, you
know, gen X and boomers aren't,

00:30:13.552 --> 00:30:18.540
we were raised with our
different mentalities

00:30:18.540 --> 00:30:21.615
and each generation has their own methods

00:30:21.615 --> 00:30:23.313
and processes and thoughts.

00:30:23.313 --> 00:30:28.313
But, you know, I entered the
ecosystem of business thinking,

00:30:28.350 --> 00:30:30.270
oh, I might be at this company forever.

00:30:30.270 --> 00:30:33.120
And then, you know, gen X
is pretty well figured out

00:30:33.120 --> 00:30:34.949
by now that that isn't the case.

00:30:34.949 --> 00:30:38.727
But I have a lot of counterparts
in the gen X ecosystem

00:30:38.727 --> 00:30:42.674
who are still at those
companies 20, 25 years later,

00:30:42.674 --> 00:30:45.330
just coming to this realization.

00:30:45.330 --> 00:30:47.640
So how do you get unstuck?

00:30:47.640 --> 00:30:49.200
You know, you, again, it goes back to,

00:30:49.200 --> 00:30:51.840
you have to start building
the healthy network.

00:30:51.840 --> 00:30:53.460
How do you build a healthy network?

00:30:53.460 --> 00:30:55.223
By genuinely being curious
and asking questions

00:30:55.223 --> 00:30:58.471
of people that you are connected
to and not job hunting,

00:30:58.471 --> 00:31:03.000
not asking for a job and
building up a reputation

00:31:03.000 --> 00:31:05.400
for your own thought
leadership in order to make

00:31:05.400 --> 00:31:06.240
that happen.

00:31:06.240 --> 00:31:08.250
Now, if we're gonna go all the way down

00:31:08.250 --> 00:31:09.990
the younger generations, if you will,

00:31:09.990 --> 00:31:13.980
I'll just say loosely, maybe
they do have their eyes one in,

00:31:13.980 --> 00:31:14.910
one out.

00:31:14.910 --> 00:31:18.330
It's harder for me to say,
but I also think that that

00:31:18.330 --> 00:31:20.093
can trip them up too
because then they can appear

00:31:20.093 --> 00:31:24.390
to be job hoppers or maybe
not get the deeper expertise.

00:31:24.390 --> 00:31:27.270
They may get content expertise
across a range of things,

00:31:27.270 --> 00:31:31.124
but to have mentorship and
some longevity with people

00:31:31.124 --> 00:31:33.227
or a company, there's value to that too.

00:31:33.227 --> 00:31:34.688
- Yes.

00:31:34.688 --> 00:31:37.823
What else would you like
to share about storytelling

00:31:37.823 --> 00:31:41.234
or anything along the lines
of what we've been discussing?

00:31:41.234 --> 00:31:42.310
- Sure.

00:31:42.310 --> 00:31:45.759
I would maybe offer to people,

00:31:45.759 --> 00:31:47.705
how do you start to unpack your stories?

00:31:47.705 --> 00:31:49.744
And there there's a lot of different ways

00:31:49.744 --> 00:31:51.540
and there's a lot of different categories

00:31:51.540 --> 00:31:53.040
that you could place your stories in.

00:31:53.040 --> 00:31:55.110
One could be the stories of challenges,

00:31:55.110 --> 00:31:57.690
and then others could be
stories about the future,

00:31:57.690 --> 00:32:01.788
the future of my work, the
future of your industry

00:32:01.788 --> 00:32:04.290
and your technical space or what have you.

00:32:04.290 --> 00:32:06.367
So starting to noodle out,
you know, and think about,

00:32:06.367 --> 00:32:08.710
well, what do I really wanna be known for?

00:32:08.710 --> 00:32:11.100
And then as a supplement to that,

00:32:11.100 --> 00:32:13.350
look in your ecosystem and turn to people

00:32:13.350 --> 00:32:15.558
who are either your peers,
your mentors, your managers,

00:32:15.558 --> 00:32:19.140
people that maybe serve
as some advisory role

00:32:19.140 --> 00:32:21.111
in your career, personal
board of directors.

00:32:21.111 --> 00:32:24.030
Ask them what they think
you're most known for.

00:32:24.030 --> 00:32:26.845
Ask for three adjectives
that you could be building on

00:32:26.845 --> 00:32:29.160
if you don't wanna go
through an assessment process

00:32:29.160 --> 00:32:29.993
or something.

00:32:29.993 --> 00:32:32.215
What do people already know
like and trust you for?

00:32:32.215 --> 00:32:34.680
And start building up
some stories and think

00:32:34.680 --> 00:32:37.289
about unique ways that you
could put your own spin on that

00:32:37.289 --> 00:32:39.630
and put that out in your ecosystem.

00:32:39.630 --> 00:32:42.300
It doesn't mean you have to
start becoming a thought leader

00:32:42.300 --> 00:32:44.111
that does a TEDx talk.

00:32:44.111 --> 00:32:46.380
What it could mean is you're
just doing a very short form

00:32:46.380 --> 00:32:49.530
post once a week or every
other week on LinkedIn.

00:32:49.530 --> 00:32:52.090
It might mean that you're
going to launch a study

00:32:52.090 --> 00:32:55.159
and bring in some collaborators
and write a white paper.

00:32:55.159 --> 00:32:58.219
It might be that you
have a content expertise,

00:32:58.219 --> 00:33:01.200
and you've never thought
to offer yourself to speak

00:33:01.200 --> 00:33:03.360
at a conference or be a panelist.

00:33:03.360 --> 00:33:07.008
There's so many ways that we
as leaders can put ourselves up

00:33:07.008 --> 00:33:10.611
in the front and generate
conversation to attract,

00:33:10.611 --> 00:33:13.919
remember the pull strategy versus push

00:33:13.919 --> 00:33:16.023
when we get stuck in our career.

00:33:16.023 --> 00:33:18.810
- You know, you mentioned
that pull strategy.

00:33:18.810 --> 00:33:20.400
Before we hit the record button,

00:33:20.400 --> 00:33:23.555
you actually shared with
me the pull strategy.

00:33:23.555 --> 00:33:27.218
Whereas you were describing
if you're skeet shooting,

00:33:27.218 --> 00:33:31.410
the way you instruct
someone that you're ready,

00:33:31.410 --> 00:33:33.249
you say pull.

00:33:33.249 --> 00:33:35.800
is that the same concept, pull strategy?

00:33:35.800 --> 00:33:38.070
- Oh my gosh, that is so beautiful.

00:33:38.070 --> 00:33:39.900
I'm gonna have to do a
LinkedIn post on that.

00:33:39.900 --> 00:33:42.627
No, it's not necessarily
what I was talking about,

00:33:42.627 --> 00:33:45.951
but the imagery on that
was like phenomenal.

00:33:45.951 --> 00:33:50.723
Sure, I think you are
signaling to the world

00:33:50.723 --> 00:33:55.723
that your game on when you
create the water cooler,

00:33:56.100 --> 00:33:58.590
when you get your thought
leadership out there

00:33:58.590 --> 00:34:01.828
in a ways that are authentic to you.

00:34:01.828 --> 00:34:04.917
- So if people have been listening

00:34:04.917 --> 00:34:08.210
to this podcast and they're saying, gosh,

00:34:08.210 --> 00:34:11.550
there's so much that Gina
has said that I'd like

00:34:11.550 --> 00:34:13.920
to kinda learn more
about, what's the best way

00:34:13.920 --> 00:34:16.006
for people to reach out to you?

00:34:16.006 --> 00:34:17.327
- Sure.

00:34:17.327 --> 00:34:19.529
I'm at ginarileyconsulting.com.

00:34:19.529 --> 00:34:23.383
I actually have a free webinar on there

00:34:23.383 --> 00:34:25.590
that people can actually download

00:34:25.590 --> 00:34:28.363
and create a crew transition
plan without ever having

00:34:28.363 --> 00:34:30.750
to like pay for or look for a coach.

00:34:30.750 --> 00:34:33.143
You can actually start
laying down that traction.

00:34:33.143 --> 00:34:35.400
I'm also on LinkedIn.

00:34:35.400 --> 00:34:37.260
And if people are listening to the podcast

00:34:37.260 --> 00:34:39.060
and wanna reach out, just let them know

00:34:39.060 --> 00:34:42.033
that you heard us to together
today on the podcast.

00:34:42.033 --> 00:34:46.012
We all get a lot of sales
pitches on LinkedIn.

00:34:46.012 --> 00:34:49.440
So it's great to just let people
know why you're connecting

00:34:49.440 --> 00:34:51.514
and it makes it so much
easier to say accept,

00:34:51.514 --> 00:34:55.350
and then I always start engaging
immediately with people.

00:34:55.350 --> 00:34:58.391
So those are the two big
places where I spend my time as

00:34:58.391 --> 00:35:01.197
like on my website and
publishing articles there

00:35:01.197 --> 00:35:04.230
and the same on the LinkedIn ecosystem.

00:35:04.230 --> 00:35:07.450
- Well, we obviously will
include both your website

00:35:07.450 --> 00:35:09.252
and your LinkedIn profile-

00:35:09.252 --> 00:35:11.348
- Yeah.
- In the show notes.

00:35:11.348 --> 00:35:14.970
As expected, Gina, this
was a real pleasure.

00:35:14.970 --> 00:35:17.700
Your enthusiasm comes
through loud and clear,

00:35:17.700 --> 00:35:18.930
your knowledge.

00:35:18.930 --> 00:35:22.032
Thank you for sharing that with us today.

00:35:22.032 --> 00:35:24.360
- Oh, it was a great conversation.

00:35:24.360 --> 00:35:26.410
Thank you for having me, I appreciate it.

00:35:27.750 --> 00:35:30.394
- Also wanna thank our
listeners for joining us today.

00:35:30.394 --> 00:35:33.045
We upload the latest
episode every Thursday

00:35:33.045 --> 00:35:36.947
to all the major platforms,
including Apple and Spotify.

00:35:36.947 --> 00:35:38.862
So if you've enjoyed this episode

00:35:38.862 --> 00:35:41.926
with Gina, please subscribe.

00:35:41.926 --> 00:35:44.259
Are you trying to grow your business

00:35:44.259 --> 00:35:47.100
and you wanna make sure
you've got the right people,

00:35:47.100 --> 00:35:50.580
process and planning systems
in place to grow smoothly?

00:35:50.580 --> 00:35:52.800
If yes, let's talk.

00:35:52.800 --> 00:35:55.470
Head over to unstuck.show and schedule

00:35:55.470 --> 00:35:57.930
a quick non-sales call.

00:35:57.930 --> 00:35:59.700
We'll talk about your growth plans

00:35:59.700 --> 00:36:01.920
and I'll offer you some
actionable guidance

00:36:01.920 --> 00:36:05.550
that will help you get back
to growing your business.

00:36:05.550 --> 00:36:07.226
So I wanna thank you for joining us

00:36:07.226 --> 00:36:09.899
and I hope you have picked
up on some tips from Gina

00:36:09.899 --> 00:36:14.090
that will help you get
unstuck and on target.

00:36:14.090 --> 00:36:15.864
Until next time.

00:36:15.864 --> 00:36:18.697
(uplifting music)

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