WEBVTT 1 00:00:03.680 --> 00:00:09.119 Welcome to Idemics Performance and Wellness, where world leading coaches and scientists explain how 2 00:00:09.160 --> 00:00:16.719 their research can help you achieve your personal and professional goals. Foster hi It's 3 00:00:16.760 --> 00:00:21.359 Sanjayanti, co founder and CEO of Idemics Coaching. Coaching has played an important 4 00:00:21.440 --> 00:00:24.440 role in my life. It's helped me through my journey to become a powerful 5 00:00:24.519 --> 00:00:29.519 leader, mother and wife. IDMX coaches help you increase your self awareness, 6 00:00:29.600 --> 00:00:33.359 improve your problem solving skills, and evolve your habits to achieve your goals, 7 00:00:33.679 --> 00:00:36.920 all things I'm grateful to have learned and done through my own coaching journey. 8 00:00:37.399 --> 00:00:41.640 Our easy one minute assessment matches you with an Idemics coach that best fits your 9 00:00:41.679 --> 00:00:46.359 needs and values. Each Idemics coach is vetted and experienced. It helps clients 10 00:00:46.399 --> 00:00:50.799 mad and achieve their wellness, professional and business goals. If you or someone 11 00:00:50.840 --> 00:00:56.200 you know could benefit from coaching, visit our website at www dotidemics dot com. 12 00:00:56.520 --> 00:00:59.759 We also know that not everyone can invest in coaching right now, and 13 00:00:59.840 --> 00:01:03.920 that's what we provide free coaching in our Coach Shorts episodes. If you think 14 00:01:03.920 --> 00:01:07.359 someone you know would benefit from it, please share our podcast with them. 15 00:01:07.760 --> 00:01:15.680 Thanks for listening and see you next time. Welcome everybody. So we're about 16 00:01:15.680 --> 00:01:19.200 five minutes after the top of the hour, so I'm going to go ahead 17 00:01:19.359 --> 00:01:26.120 and kick off our very exciting webinar that we have today with Coach Farah. 18 00:01:26.840 --> 00:01:30.159 Today's webinar, Well, first of all, I'm Jamie Cosmar. I work 19 00:01:30.200 --> 00:01:34.519 for IDMS as head of Client Experience, and I will be in conversation today 20 00:01:34.560 --> 00:01:42.000 with Coach Farah, who I just can't say enough wonderful things about. She's 21 00:01:42.040 --> 00:01:46.680 going to be speaking with us today about how to make yourself sponsorable at work, 22 00:01:47.079 --> 00:01:52.400 boost your professional image to get sponsored. Just a note about IDMX coaching. 23 00:01:52.480 --> 00:01:56.719 We work with leaders and companies to achieve professional personal goals with the help 24 00:01:56.840 --> 00:02:02.599 of qualified expert coaches. Check us out and learn more at THEIDMX dot com. 25 00:02:04.680 --> 00:02:09.400 So I'm super excited to have Coach Farah with us here today speaking about 26 00:02:09.400 --> 00:02:15.960 this topic that I often think about when we first she first proposed this. 27 00:02:16.560 --> 00:02:20.840 You know, this is something I definitely could have benefited from very early on 28 00:02:20.960 --> 00:02:23.439 in my career, and I think it's, you know, a topic that 29 00:02:24.080 --> 00:02:30.120 everyone could use a refresher on regularly, just to make sure that it stays 30 00:02:30.199 --> 00:02:34.879 at the top of mind. But before we begin and get into the topic. 31 00:02:34.919 --> 00:02:40.280 I'm just going to give a brief introduction. So Coach Farah is an 32 00:02:40.280 --> 00:02:49.039 experienced executive coach and she's a multifaceted people development professional. She specializes in partnering 33 00:02:49.039 --> 00:02:53.120 with Fortune five hundred leaders as a people operations business partner and an executive coach, 34 00:02:53.599 --> 00:02:59.960 helping them and their executive leaders and senior teams to develop talent management strategies 35 00:03:00.039 --> 00:03:05.879 that prioritize attracting, retaining, developing, and promoting critical talent in ways directly 36 00:03:05.919 --> 00:03:10.159 tied to game changing business objectives. In addition to her work though with businesses 37 00:03:10.199 --> 00:03:15.439 and this is this is what you know I think is so amazing about Coach 38 00:03:15.520 --> 00:03:19.319 Farah. It's like she not only has the organizational experience, but she brings 39 00:03:19.479 --> 00:03:23.639 as well the people level experience. And for the last fifteen years, she's 40 00:03:23.680 --> 00:03:30.000 helped grow and develop thousands of professionals with her own trademarked frameworks and tools designed 41 00:03:30.240 --> 00:03:36.759 to help people understand themselves deeper and show up authentically and with intention. She 42 00:03:36.919 --> 00:03:44.879 of course, holds several certifications, including a professional Coaching certification and one from 43 00:03:44.879 --> 00:03:51.159 the Hudson Institute of Coaching. In addition to holding an MBA and she come 44 00:03:51.520 --> 00:03:54.840 she, as I mentioned at the very beginning, multifaceted. She's not only 45 00:03:54.879 --> 00:04:00.960 a coach, she's a consultant, a speaker, oftentimes in a keynote way, 46 00:04:00.680 --> 00:04:04.280 facilitator, and actually one of the things that I learned about her that 47 00:04:04.360 --> 00:04:09.520 she and I haven't had the chance to discuss that she's a fellow poloton enthusiast 48 00:04:11.240 --> 00:04:15.560 and a traveler. So while I'm very tempted to ask you who your favorite 49 00:04:15.600 --> 00:04:21.800 instructors are, I think that we should we should probably start delving into our 50 00:04:21.839 --> 00:04:30.040 topic today. So Coach Farah is going to help us understand what you can 51 00:04:30.079 --> 00:04:33.720 do to position yourself as a high potential employee. Deserting of sponsorship by key 52 00:04:33.800 --> 00:04:40.639 leaders a topic that she told me is of critical importance to her because people 53 00:04:40.759 --> 00:04:45.000 just don't realize the conversations that are had about them when they aren't in the 54 00:04:45.079 --> 00:04:47.480 room. And I'll be the first to admit I fall into that category. 55 00:04:48.759 --> 00:04:51.879 I have never in my life thought about that people were talking to me and 56 00:04:51.920 --> 00:04:56.399 what are and what are they saying? And more importantly, what do I 57 00:04:56.439 --> 00:05:01.839 want them to be saying? And she believed that individuals have a responsibility to 58 00:05:01.879 --> 00:05:08.560 themselves to self advocate because nobody is going to do it for them. So 59 00:05:08.639 --> 00:05:15.720 without further ado, please join me in welcoming Coach Farah. Thanks so much, 60 00:05:15.800 --> 00:05:17.040 Jamie. I think I'm going to have you join me in all of 61 00:05:17.040 --> 00:05:23.040 my future panels and speaking events and zooms all that, so I appreciate the 62 00:05:23.519 --> 00:05:27.360 intro. I'm so excited to be here with everyone this morning. This topic 63 00:05:27.480 --> 00:05:31.120 is one that actually is really important to me personally as I'm someone who's benefited 64 00:05:31.160 --> 00:05:38.560 a great deal from sponsorship. I'm loving the peloton love too, and I 65 00:05:38.560 --> 00:05:43.199 think this is something that just investing the time together on can be so powerful. 66 00:05:43.439 --> 00:05:46.720 So my hope is that I'll share some insights, some experience my conversation 67 00:05:46.839 --> 00:05:51.360 with Jamie here today. I welcome any and all questions, and more importantly, 68 00:05:51.439 --> 00:05:58.360 I hope this sparks continued conversation for you after this conversation, maybe even 69 00:05:58.399 --> 00:06:00.959 with someone that is already sponsor you, with peers who you want to continue 70 00:06:01.000 --> 00:06:06.279 the conversation with. There's no shortage of areas to focus on as it relates 71 00:06:06.319 --> 00:06:10.600 to sponsorship. So thank you. And it's so good to see familiar faces 72 00:06:10.639 --> 00:06:13.680 as well. Hi, Jasmine and a few others that I'm seeing joint, 73 00:06:13.759 --> 00:06:18.040 so very excited, right, thank you, coach Farah. So let's you 74 00:06:18.079 --> 00:06:24.279 know. I love to start, you know, any sort of podcast or 75 00:06:24.319 --> 00:06:30.639 webinary by laying out definitions and an understanding of what we're talking about today. 76 00:06:30.879 --> 00:06:34.360 And it seems very basic, but I tend to think it puts us all 77 00:06:34.360 --> 00:06:38.920 on the same page, so there's no confusion, you know. And I 78 00:06:39.519 --> 00:06:42.800 my first question is a very basic one. What exactly do we mean by 79 00:06:42.839 --> 00:06:46.120 sponsorship and in particular, how does it differ from, for example, mentorship? 80 00:06:47.160 --> 00:06:50.240 Awesome? Thank you. So when I think of sponsorship, what I 81 00:06:50.319 --> 00:06:59.439 think of is the engagement of a leader with someone as the process of leveraging 82 00:06:59.480 --> 00:07:05.920 their time and their credibility to make sure that you equipped enabled and empowered to 83 00:07:06.000 --> 00:07:13.480 succeed. That's general enough, in my opinion, definition such that you can 84 00:07:13.519 --> 00:07:18.720 apply it wherever you are, whatever industry, whatever profession, whatever time or 85 00:07:18.800 --> 00:07:24.680 phase of your life and career you're engaged in. So shorter than that, 86 00:07:24.839 --> 00:07:30.120 more simpler, it's just working with someone who has time, credibility and power 87 00:07:30.600 --> 00:07:39.519 to help you achieve specific goals. Great, thank you for clarifying that definition 88 00:07:39.600 --> 00:07:42.720 of sponsorship. And how does that differ like, what is the difference with 89 00:07:42.800 --> 00:07:45.759 a mentor? Like? What does a mentor help us do? It's the 90 00:07:45.839 --> 00:07:49.920 power aspect, right, So mentorship anybody can mentor you. And I believe 91 00:07:49.920 --> 00:07:54.399 in the power of mentorship. And when I say anybody, I just I 92 00:07:54.439 --> 00:07:59.399 think all of us have the opportunity to learn from anyway. It doesn't require 93 00:07:59.480 --> 00:08:05.920 seniority, it doesn't require title. Mentorship just requires experience and expertise. So 94 00:08:05.959 --> 00:08:11.079 I have mentors who are more junior than me, more less quote unquote experience 95 00:08:11.160 --> 00:08:16.720 than me from a professional standpoint, but have expertise and an area of focus 96 00:08:16.759 --> 00:08:20.759 that I'm interested in. And it runs the gamut of different areas of engagement 97 00:08:20.800 --> 00:08:26.240 in your life. So you know, your peloton coaches can be your mentors. 98 00:08:26.279 --> 00:08:31.600 There's not that direct relationship that you better believe. Tinday is my mentor, 99 00:08:31.800 --> 00:08:33.000 right, she doesn't know it yet. We'll get to her when we 100 00:08:33.080 --> 00:08:37.600 can and let her know. But it's a different area of life in which 101 00:08:37.600 --> 00:08:43.320 one has an expertise that I can leverage. You know, when I think 102 00:08:43.320 --> 00:08:46.320 of more junior folks who I've worked with former direct reports, They've mentored me 103 00:08:46.639 --> 00:08:52.559 in areas in which I'm learning. So my previous company, I was new 104 00:08:52.799 --> 00:08:56.440 at a particular time. One of my direct reports had been with a company 105 00:08:56.480 --> 00:08:58.919 for sixteen years at that time. I'm her manager, I'm more senior than 106 00:09:00.120 --> 00:09:03.879 her, I'm more experience than her, but she mentored me in my onboarding 107 00:09:03.960 --> 00:09:07.399 phase to learn the ways of the company. I find myself in another corporate 108 00:09:07.399 --> 00:09:13.240 transition as we speak. There are people here are more junior than me by 109 00:09:13.360 --> 00:09:18.320 title, but they're experts in the company, in the areas of work that 110 00:09:18.360 --> 00:09:22.480 we're executing against in different facets. They're mentoring me. And so I think 111 00:09:22.720 --> 00:09:28.039 the critical piece to understand is that mentoring can come from anyone and everyone with 112 00:09:28.360 --> 00:09:33.039 more experience, more expertise in a particular area of interest or focus for you. 113 00:09:33.559 --> 00:09:37.120 But it's a sponsor that really comes in with power to lead to some 114 00:09:37.200 --> 00:09:43.759 form of change for you, most usually in the form of progression, exposure, 115 00:09:45.559 --> 00:09:50.759 and elevation. Amazing. Thank you for distinguishing that and that power pieces. 116 00:09:50.799 --> 00:09:56.120 I think a very important point when we think about, you know, 117 00:09:56.240 --> 00:10:03.879 having sponsors versus mentors, and that we need both absolutely and we need both. 118 00:10:03.519 --> 00:10:11.360 So talk about what does the mindset and behaviors of a sponsorable professional look 119 00:10:11.519 --> 00:10:20.000 like? So you know, how would you describe an ideal sponsorable professional The 120 00:10:20.120 --> 00:10:24.799 ideal sponsorable professionalist one who's just really, really open to learning. That sounds 121 00:10:24.879 --> 00:10:30.080 so basic, but I always prioritize practicality here because I want you to be 122 00:10:30.080 --> 00:10:35.360 able to apply this as we leave this conversation today. So operate with the 123 00:10:35.399 --> 00:10:41.799 mindset of a learner. You're open to learning from others who have time, 124 00:10:41.879 --> 00:10:46.080 credibility, and power to help you. It's not about showing up as someone 125 00:10:46.120 --> 00:10:52.039 who fully understands anything and everything in your domain. It's really coming in as 126 00:10:52.039 --> 00:10:58.120 a learner. The second piece of that is someone who is invested in their 127 00:10:58.200 --> 00:11:03.240 own continuous group. You cannot expect a sponsor to be someone who just downloads 128 00:11:03.279 --> 00:11:09.159 everything to you without you having to make some investments. I'm just always really 129 00:11:09.200 --> 00:11:13.879 candid and transparent. So I'm just going to call out something that Jamie highlighted 130 00:11:13.879 --> 00:11:16.720 in my intro. I've never looked at it this way, but you did 131 00:11:16.759 --> 00:11:22.639 say, you know, multiple certifications, right, multiple areas of continued learning. 132 00:11:22.080 --> 00:11:26.559 That's a personal commitment I've made to myself. But when I think of 133 00:11:26.639 --> 00:11:31.120 the sponsors who've partnered with me in my career journey, these are folks who 134 00:11:31.200 --> 00:11:35.159 saw that I was invested in specific areas of growth and could call that out 135 00:11:35.679 --> 00:11:39.320 as they advocate for me. So not only are you a learner, but 136 00:11:39.360 --> 00:11:43.919 you're someone who invests in your continued learning and growth. And then I would 137 00:11:43.960 --> 00:11:48.960 just say again, with that learning mindset, that investment in learning, that 138 00:11:48.000 --> 00:11:54.320 you stay curious. It's easy to fall into what I will call a trap 139 00:11:54.720 --> 00:12:01.080 of trying to be the expert at all times. That's what we're most rewarded 140 00:12:01.159 --> 00:12:07.279 for. But there's power and curiosity and showing up with a curious approach to 141 00:12:07.320 --> 00:12:15.759 your work. People want to teach, Sponsors want to employ engagement by sharing 142 00:12:15.840 --> 00:12:22.440 knowledge sharing information sharing perspective. Operating with that mindset of curiosity in the day 143 00:12:22.480 --> 00:12:26.039 to day also goes a very long way. The last piece I will say 144 00:12:26.159 --> 00:12:33.080 is really proactively managing your sponsorship relationship. Sponsors. I mentioned they have time 145 00:12:33.919 --> 00:12:37.440 as one of the critical components being a really good sponsor. But the folks 146 00:12:37.440 --> 00:12:43.639 who I sponsor, I know that if they don't hear from me unintentionally for 147 00:12:43.759 --> 00:12:46.759 quite a bit of time, I'm going to hear from them. And it 148 00:12:46.840 --> 00:12:52.440 is an intentional approach to setting time consistently and a good use of that time. 149 00:12:52.960 --> 00:12:56.879 And so I think that's another thing that's critical here is that you're proactively 150 00:12:56.960 --> 00:13:03.080 managing that relationship. Usually with is being those who are more senior, more 151 00:13:03.120 --> 00:13:07.919 experienced, and who operate with power, corporate power. They need a little 152 00:13:09.000 --> 00:13:11.759 help, We need a little bit of help and managing all the relationships that 153 00:13:11.799 --> 00:13:13.919 we have. And I think it goes a long way to know that, 154 00:13:15.320 --> 00:13:18.360 oh, I've forgotten to reach out to so and so, I wonder how 155 00:13:18.399 --> 00:13:22.480 he or she is doing right now, and then I'll get that email for 156 00:13:22.600 --> 00:13:24.960 me. My closest sponsor is I get text. You know, it just 157 00:13:26.080 --> 00:13:30.000 helps manage that relationship such that they fit. They don't feel like I've forgotten 158 00:13:30.000 --> 00:13:33.000 about them. They know they can come to me and we're proactively partnering together. 159 00:13:35.519 --> 00:13:39.000 Amazing. Thank you so much. So. Curiosity learning, being open 160 00:13:39.039 --> 00:13:45.840 to learning, staying curious, and being proactive is what I'm hearing. I 161 00:13:45.879 --> 00:13:48.879 can't help myself. I've got a follow on question that I just have to 162 00:13:48.919 --> 00:13:54.000 ask. In particular. You know, it can be really I think intimidating 163 00:13:54.279 --> 00:14:00.200 or hard to reach out to people who are senior to you and that they're 164 00:14:00.240 --> 00:14:05.440 super busy and checking in so you know, if it's appropriate. I would 165 00:14:05.440 --> 00:14:09.840 love a little maybe anecdotal information about like you know, what do your text 166 00:14:09.840 --> 00:14:11.960 say, or like how do you check in with somebody who is senior to 167 00:14:13.039 --> 00:14:18.600 you and you know who's super busy? How do you do that? So 168 00:14:18.080 --> 00:14:22.799 this is such a critical question because I think one of the first things to 169 00:14:22.840 --> 00:14:28.360 think about as you're positioning yourself to be more sponsorable. I would ask you 170 00:14:28.399 --> 00:14:31.960 to think first, if we think of corporate or organizational sponsorship is what kind 171 00:14:33.000 --> 00:14:37.600 of organization are you in? You really have to think about this is sponsorship 172 00:14:37.000 --> 00:14:41.799 or conversations about sponsors typical? Is it the norm? Is it part of 173 00:14:41.840 --> 00:14:46.799 the culture? I would hope that it is, and that you can just 174 00:14:46.919 --> 00:14:52.080 lean into that. It does make it easier. If it is not, 175 00:14:52.440 --> 00:14:58.000 that's more challenging because you do have to take a prescriptive approach. I'm going 176 00:14:58.080 --> 00:15:01.320 to start with the cultures in which this is as a topic of norm, 177 00:15:01.720 --> 00:15:09.960 right, I think the first thing is see what work you have that is 178 00:15:09.000 --> 00:15:15.000 already tied to the person whom you really want to have as your sponsor. 179 00:15:15.399 --> 00:15:20.000 I caution everyone, do not go around kind of like that book are you 180 00:15:20.039 --> 00:15:22.480 my Mother? Asking people can you be my sponsor? Are you my sponsor? 181 00:15:22.960 --> 00:15:28.480 It should really feel natural and something that flows out of the work, 182 00:15:28.559 --> 00:15:31.200 because it shouldn't be a relationship that is forced. And I know that's really 183 00:15:31.279 --> 00:15:35.960 hard because what we do first is we think, oh, I want so 184 00:15:35.039 --> 00:15:41.000 and so to be my sponsor, right, and you go chasing the person 185 00:15:41.120 --> 00:15:45.840 instead of what you should really be doing is focusing on being excellent in your 186 00:15:45.919 --> 00:15:50.759 work such that people see that you're a learner. People see that you're invested 187 00:15:50.759 --> 00:15:54.120 in your learning, You show up in the work with a curious mindset, 188 00:15:54.279 --> 00:15:56.360 et cetera, et cetera, et cetera. All the things that I mentioned, 189 00:15:56.679 --> 00:16:00.279 And so I'm going to give the endidote of when I first benefited from 190 00:16:00.399 --> 00:16:03.679 the power of sponsorship. I was working at Price Whie house Coopers. I 191 00:16:03.720 --> 00:16:07.759 was a director at the time, and Maria Motz was a partner in the 192 00:16:07.879 --> 00:16:15.279 organization. And Maria, she had just come into a new role and I 193 00:16:15.559 --> 00:16:21.799 happened to be presenting on a particular area of work from my area of focus, 194 00:16:22.080 --> 00:16:26.799 which was the Northeast region, and I got to showcase my work, 195 00:16:26.320 --> 00:16:32.480 I got to meet with her. She ended up partnering with me in my 196 00:16:32.639 --> 00:16:37.480 career journey. Very fortunate, you know, grateful. It doesn't always happen 197 00:16:37.559 --> 00:16:41.519 that seamlessly, but that it was through the work. The person who also 198 00:16:41.600 --> 00:16:48.279 served as my sponsor was my direct manager at the time. He noticed I 199 00:16:48.320 --> 00:16:51.360 excelled in my work. That's not a bride, that's not a pat on 200 00:16:51.399 --> 00:16:55.559 the back. It is this is critical. You have to be excellent in 201 00:16:55.639 --> 00:17:00.240 the work that you do. And so these two individuals I noticed how I 202 00:17:00.320 --> 00:17:07.039 operate and continue to just leverage that area of focus for us to build our 203 00:17:07.079 --> 00:17:17.079 relationship from that rapport was built from that rapport responsibility, So excellence in the 204 00:17:17.200 --> 00:17:23.000 work rapport they took on the responsibility of sponsoring me. And these individuals I 205 00:17:23.000 --> 00:17:30.200 still have relationships with to this day. Last week Maria announced her retirement and 206 00:17:30.640 --> 00:17:33.960 I get to celebrate with her. Those relationships are still there. And the 207 00:17:33.000 --> 00:17:37.319 other individual is very neuros at Price when I was Scoopers. When he retired, 208 00:17:37.720 --> 00:17:41.000 that relationship was one that I got to celebrate with him. So that 209 00:17:41.880 --> 00:17:47.200 is kind of a model of when sponsorship is part of the culture. When 210 00:17:47.200 --> 00:17:49.640 it is not part of the culture, you do have to approach it a 211 00:17:49.680 --> 00:17:55.720 little bit more prescriptively, but again to not go around saying, well, 212 00:17:55.720 --> 00:17:59.079 you'd be my sponsor. What I would do is focus first, and this 213 00:17:59.119 --> 00:18:02.400 is what I do with clients, my coaching clients, especially those who are 214 00:18:02.400 --> 00:18:07.079 in transition or starting a new role. Keep an eye on the stakeholders of 215 00:18:07.119 --> 00:18:11.359 your work. Focus on who is at the table when you're having to present. 216 00:18:12.359 --> 00:18:18.799 Who do you need to make sure knows what your work involves, how 217 00:18:18.839 --> 00:18:23.200 that work is landing. Those are your stakeholders. Then determine, based on 218 00:18:23.240 --> 00:18:27.039 the goals that you already have where you want to go and progress in your 219 00:18:27.039 --> 00:18:33.200 career, who you could really lean on and benefit from a sponsorship relationship with 220 00:18:34.319 --> 00:18:41.720 focus on making sure they here see and know what value you're adding. Slowly 221 00:18:41.799 --> 00:18:47.079 but surely, you'll start to engage with them naturally through the work. Again, 222 00:18:47.200 --> 00:18:53.400 rapport will be built, and over time there will be a responsibility that 223 00:18:53.440 --> 00:19:00.519 they feel is part of their job, which is what it's should be. 224 00:19:00.440 --> 00:19:06.319 And then over time that partnership in your progression and your development is there. 225 00:19:07.039 --> 00:19:11.799 And so two organizational types, if you will, one in which sponsorship is 226 00:19:11.839 --> 00:19:17.599 part of the culture, one in which it may not be. Both focused 227 00:19:17.920 --> 00:19:22.920 on work as kind of the entry point of making sure you're being viewed as 228 00:19:22.960 --> 00:19:27.720 sponsorable, let it flow, it will happen, rapport relationship, and then 229 00:19:27.880 --> 00:19:34.200 your partnership on meeting your goals amazing. So you know, one of our 230 00:19:34.279 --> 00:19:37.240 questions was actually, and I think you already answered it, was determining who 231 00:19:37.279 --> 00:19:42.279 our key stakeholders are. And it's about paying attention to who's in the room. 232 00:19:42.720 --> 00:19:52.799 Yes, you're presenting and engaging with them around sort of more again, 233 00:19:52.880 --> 00:19:56.160 not going around and saying will you be my sponsor, but around sort of 234 00:19:56.319 --> 00:20:02.319 organic conversations. Right, So maybe you're sort of seating a little bit of 235 00:20:02.359 --> 00:20:07.079 the you know, reason to interact or or maybe it gets back to that 236 00:20:07.119 --> 00:20:11.799 point that you're saying about being proactive, right, absolutely notice, and then 237 00:20:11.799 --> 00:20:14.920 you're saying, Okay, I'm going to proactively make sure that I they're in 238 00:20:14.960 --> 00:20:18.920 my touch point. I'm going to find a reason to speak with them. 239 00:20:18.440 --> 00:20:22.880 The other thing I think is really important about what you're saying, and I 240 00:20:22.039 --> 00:20:26.559 just I want to highlight it because in the age of Amazon, I feel 241 00:20:26.559 --> 00:20:33.359 like we think that everything should be instantaneous. This idea that I meet somebody, 242 00:20:33.440 --> 00:20:36.160 I speak with them on zoom once or I'm you know, in a 243 00:20:36.240 --> 00:20:40.279 room with them once and then that's it, like they should want to sponsor 244 00:20:40.319 --> 00:20:45.400 me, they should want you know, and which gives this type of exercise 245 00:20:45.400 --> 00:20:51.359 a very transactional nature. But what I hear you saying is this is not 246 00:20:51.480 --> 00:20:55.799 transactional. I mean, obviously there is a shared goal at the end, 247 00:20:55.880 --> 00:21:00.640 but it has to be developed, and it has to be developed of time. 248 00:21:00.680 --> 00:21:07.200 So I'm curious, you know, if we had to put a timeline 249 00:21:07.200 --> 00:21:10.799 on this, could we do that? And how long would you say that 250 00:21:10.920 --> 00:21:15.079 probably would take. I'm going to answer that question, but I do want 251 00:21:15.119 --> 00:21:19.359 to go back to one piece because I think it's critical to understand it is 252 00:21:19.400 --> 00:21:27.200 not instantaneous, and that phase of rapport and relationship is where you really really 253 00:21:27.200 --> 00:21:33.920 want to focus. Right when you're building rapport with someone, you're kind of 254 00:21:33.960 --> 00:21:41.559 setting the seeds for relationship building. You're setting the foundation of trust. Because 255 00:21:41.599 --> 00:21:45.599 remember early on in the definition of sponsorship, there's this piece about credibility that 256 00:21:45.640 --> 00:21:51.519 the sponsor has to have. And so if part of that is my credibility, 257 00:21:52.240 --> 00:21:55.960 I need to have rapport with you to know that I can trust that 258 00:21:56.039 --> 00:22:02.400 if I'm expending my credibility that it's worth it. That that's just kind of 259 00:22:02.440 --> 00:22:07.359 the breast tacks of part of building that right, and that comes from rapport 260 00:22:07.359 --> 00:22:11.839 building. Once that report is built, then relationship happens, and it's so 261 00:22:11.920 --> 00:22:15.440 much more seamless. And so I just I wanted to pull that threat a 262 00:22:15.440 --> 00:22:21.599 little bit more to make sure that that's fully understood. With that understanding, 263 00:22:22.240 --> 00:22:27.079 I think I love the acknowledgment of this kind of Amazon approach to just living 264 00:22:27.119 --> 00:22:33.000 nowaday where we nowadays, where we feel like everything has to be instantaneous. 265 00:22:33.599 --> 00:22:37.359 I'm not gonna lie to you, there's no timeframe, we can't that you 266 00:22:37.440 --> 00:22:41.519 can't put that on there, because well, let me take that back. 267 00:22:41.559 --> 00:22:45.400 You actually can, and you will sell yourself yourself short because you are focusing 268 00:22:45.640 --> 00:22:51.839 on transaction more than you are focusing on relationship. Yes, there's an endgame 269 00:22:51.880 --> 00:23:00.119 here, and you're trying to benefit from this relationship, but remember you're benefiting 270 00:23:00.240 --> 00:23:04.519 from a relationship one of the best things. And I'll point to Marie again. 271 00:23:06.359 --> 00:23:10.640 When I was actually leaving Price Waterhouse Coopers, she sensed that I was 272 00:23:10.680 --> 00:23:14.279 worried that I was going to lose this relationship, and she said the most 273 00:23:14.319 --> 00:23:18.960 beautiful thing to me a sponsor can say. When I and she did use 274 00:23:18.960 --> 00:23:23.680 the sort. When I agreed to sponsor you, I was not sponsoring Farwer 275 00:23:23.759 --> 00:23:30.720 Bernier, the price Waterhouse Cooper's employee. I was agreeing to sponsor Farwer Bernier, 276 00:23:30.200 --> 00:23:34.640 and I will sponsor you forever, and she has. And so if 277 00:23:34.680 --> 00:23:40.480 you think about what that means in terms of I can call Marie at any 278 00:23:40.519 --> 00:23:44.119 time, I can email her any time I know that I will, she 279 00:23:44.240 --> 00:23:48.200 will hear me, we can connect. Then that means in the beginning, 280 00:23:48.240 --> 00:23:55.680 it was not transactional. There was no period of time set to show my 281 00:23:55.759 --> 00:24:00.759 work and then build report and then hopefully the relationship will come start out because 282 00:24:00.759 --> 00:24:03.640 I just wanted to engage with this individual who was clearly engaged or committed to 283 00:24:03.680 --> 00:24:11.200 engaging with me. And over time this relationship has built so strongly that not 284 00:24:11.319 --> 00:24:15.200 only do I know that I can tap into her, that relationship is there 285 00:24:15.400 --> 00:24:19.359 such that I feel a responsibility to continue paying it forward. When you think 286 00:24:19.400 --> 00:24:25.960 about the comprehensiveness of that, I hope that you will be more comfortable understanding 287 00:24:26.039 --> 00:24:32.000 that this may take a longer period of time because the benefits are significantly longer, 288 00:24:32.839 --> 00:24:36.079 and that it may take a shorter period of time depending on the type 289 00:24:36.079 --> 00:24:42.920 of organization you're in, but it is not a thirty day process or a 290 00:24:44.000 --> 00:24:48.119 ninety day engagement. It does take time, but trust that the investment of 291 00:24:48.160 --> 00:24:55.279 that time has yield for your life more than your career. Yeah. Yeah, 292 00:24:55.319 --> 00:25:02.000 that's a beautiful story actually about your personal experience with your sponsor from the 293 00:25:02.119 --> 00:25:07.839 early part of your career. Thank you for sharing that with us. You 294 00:25:07.880 --> 00:25:11.160 know. It does leave me to this other question though, I'm thinking in 295 00:25:11.200 --> 00:25:12.920 my head, like, how do you know when to give up? Like 296 00:25:12.960 --> 00:25:18.400 you're you're working on developing a rapport with someone and it's you know, is 297 00:25:18.440 --> 00:25:22.279 there is at a certain point where it's just like, Okay, this person 298 00:25:22.400 --> 00:25:29.160 is not there's something just not working. I really appreciate that question because kindidly 299 00:25:29.200 --> 00:25:33.799 I've never thought of that. You know, when do you give up as 300 00:25:33.000 --> 00:25:41.599 a sponsory. My reaction to that is, you'll know from the very beginning. 301 00:25:42.160 --> 00:25:51.200 Again, this relationship is one of care, is one in which someone 302 00:25:51.319 --> 00:26:00.400 is really prioritizing you. You'll know that from the very beginning. You know, 303 00:26:00.640 --> 00:26:03.720 again, if we go back to it starts with excelling in your work. 304 00:26:06.240 --> 00:26:11.279 When you're showing up in your domain expertise and you're doing a good job, 305 00:26:11.559 --> 00:26:18.319 right you'll see who's acknowledging you, who's empowering you even in that phase, 306 00:26:19.200 --> 00:26:27.559 who's encouraging you, who's asking for more, who's already kind of in 307 00:26:27.640 --> 00:26:32.359 my previous employee we would say plus wanting. You know, in this context 308 00:26:32.799 --> 00:26:37.119 it's actually you know, as Jamie highlighted in my intro, it's acknowledging your 309 00:26:37.119 --> 00:26:41.720 work, how you approach things, how you demonstrate your strengths. You will 310 00:26:41.759 --> 00:26:47.680 know early on. But if you're a persistent person, of which I am 311 00:26:47.720 --> 00:26:49.079 too, so I could see, you know, just continuing to give it 312 00:26:49.119 --> 00:26:52.880 a shot. If it doesn't feel right, be comfortable letting it go. 313 00:26:55.240 --> 00:26:59.680 Be comfortable letting it go, which is hard, especially if this is someone 314 00:26:59.720 --> 00:27:04.119 who super super senior, who you feel like you really need their sponsorship. 315 00:27:06.519 --> 00:27:11.079 Be comfortable letting it go, and trust that someone else is already showing up 316 00:27:11.160 --> 00:27:18.119 that you probably don't even see. Trust that there are other options. And 317 00:27:18.440 --> 00:27:22.119 if you're feeling from the beginning there's just it's not clicking with this person, 318 00:27:22.400 --> 00:27:26.880 because again it is a relationship, don't be afraid to just deep dive with 319 00:27:26.920 --> 00:27:32.759 someone else, lean into who's leaning in with you, and then you'll find 320 00:27:32.799 --> 00:27:36.960 that person. Maybe your entry point to this maybe more senior individual who you 321 00:27:37.000 --> 00:27:42.000 just couldn't get to and that's okay, that's okay, Yeah, yeah, 322 00:27:42.079 --> 00:27:45.960 I love that. Like effectively, there's a bit of trust you've got on 323 00:27:47.000 --> 00:27:52.720 this when you'll know when it's time and there is no time frame, there 324 00:27:52.799 --> 00:28:02.440 is no you know, it's it's being intuitive about it. I'm I want 325 00:28:02.480 --> 00:28:04.920 to take a sort of step back, and I know you've talked about this 326 00:28:04.960 --> 00:28:08.640 a little bit, but like how do you you develop a personal brand that 327 00:28:08.680 --> 00:28:12.519 gets noticed by leadership? Right? So that's like probably the very beginning, 328 00:28:12.599 --> 00:28:18.759 Like how do you make sure that that beginning phase you are putting yourself out 329 00:28:18.799 --> 00:28:23.839 there and the right people are noticing you? Yeah, I have a really 330 00:28:23.880 --> 00:28:30.480 annoying response to this. Are you happy with your brand? You know you've 331 00:28:30.480 --> 00:28:33.039 got to start internal? Not you, Jamie, Sorry, but I mean 332 00:28:33.119 --> 00:28:37.079 by this is the question you have to ask yourself, right, you know 333 00:28:37.240 --> 00:28:40.519 the and I guess this question a lot. How do you put your brand 334 00:28:40.559 --> 00:28:44.359 out there? Well, before you start, you know, going out and 335 00:28:44.400 --> 00:28:48.400 putting your brand out there, what do you feel about your brand? How 336 00:28:48.400 --> 00:28:52.319 do you feel about who you are and how you show up? This is 337 00:28:52.359 --> 00:28:57.720 why anyone who partners with me in the coaching experience, we always start internal 338 00:28:57.880 --> 00:29:03.599 first. We have to make sure you know who you are, You know 339 00:29:03.640 --> 00:29:08.599 what your strengths are, be really comfortable with what you do not know what 340 00:29:08.680 --> 00:29:15.359 your strengths are not. I am very comfortable with acknowledging where I do not 341 00:29:15.440 --> 00:29:19.200 have strengths or where it is actually worth this, worthless for me to learn 342 00:29:19.240 --> 00:29:25.519 something because it's just not my summer willows. And you got to get to 343 00:29:25.720 --> 00:29:30.599 that point first before you stop branding, because the best brands, the strongest 344 00:29:30.640 --> 00:29:37.319 individual brands, are those that have clarity around who I am. Who I 345 00:29:37.359 --> 00:29:41.920 am not what I bring to the table, what I do not bring the 346 00:29:41.960 --> 00:29:47.400 table to the table where I may have an opportunity to learn and develop and 347 00:29:47.440 --> 00:29:51.160 I want to and where I do not. Right, you just have to 348 00:29:51.240 --> 00:30:00.839 have such a conviction of self and understanding of self before you start quotes putting 349 00:30:00.839 --> 00:30:04.839 your brand out there, because if you start external first, you're going to 350 00:30:04.920 --> 00:30:11.079 have a real reckoning with self that sometimes more often than not, actually lends 351 00:30:11.160 --> 00:30:15.240 with wait a minute, I don't even know who I am, and I 352 00:30:15.240 --> 00:30:18.839 don't mean that super existentially, I just mean that generally speaking, right, 353 00:30:19.839 --> 00:30:22.920 such that maybe I need to pause and think about what am I putting out 354 00:30:22.920 --> 00:30:29.799 there, and so that's the first piece. I always like to just make 355 00:30:29.799 --> 00:30:33.160 things practical again. So what I will say is for me, that journey 356 00:30:33.160 --> 00:30:37.839 started a long long time ago. So I am very comfortable saying that anyone 357 00:30:37.880 --> 00:30:42.799 who partners with Fara Bernier in any form or fashion is always going to experience 358 00:30:42.839 --> 00:30:48.759 someone who's engaging, someone who is who is committed to empowering, and as 359 00:30:48.799 --> 00:30:52.400 a result, in every experience someone has with me, there's going to be 360 00:30:52.559 --> 00:30:57.279 some level of elevating both for me, for that individual, for our work, 361 00:30:57.559 --> 00:31:02.799 how we've work together. Those are my three e's that was developed years 362 00:31:02.799 --> 00:31:07.160 ago as a result of taking that time to understand myself first. Again, 363 00:31:07.359 --> 00:31:10.079 not a brag, not a pad on the back. It's just this has 364 00:31:10.119 --> 00:31:15.200 worked for me, and I offered to you as just how to think about 365 00:31:15.279 --> 00:31:22.920 this. Once that's there and you feel really strong about that, then it's 366 00:31:22.960 --> 00:31:29.440 about putting it in a format that's for easy recall for yourself such that when 367 00:31:30.279 --> 00:31:36.400 things get really challenging, you can prioritize the most critical piece about branding, 368 00:31:37.079 --> 00:31:42.160 and that is consistency. So for me, everyone knows come hell or high 369 00:31:42.200 --> 00:31:45.799 water. No matter how great things are, no matter how challenging things are, 370 00:31:47.279 --> 00:31:52.079 you're going to experience two things Farah Bernier and her leadership model of engage 371 00:31:52.119 --> 00:31:57.599 in power elevate And second, I always operate as a reflection of my name. 372 00:31:57.839 --> 00:32:02.960 My name means joy. And again, even in the most difficult situations, 373 00:32:04.319 --> 00:32:07.079 you're going to get that. It doesn't mean that it's happy, go 374 00:32:07.160 --> 00:32:13.119 lucky every single time. There are real crisises in which I've had to partner 375 00:32:13.200 --> 00:32:17.960 with leaders. You know, it's it is real things get difficult. But 376 00:32:19.160 --> 00:32:22.920 joy for Parah in that moment might be just making sure I call out the 377 00:32:22.920 --> 00:32:27.039 silver lining, making sure that we start with our wins before we go to 378 00:32:27.079 --> 00:32:32.920 the challenges. But that again to being very self aware of who I am, 379 00:32:34.480 --> 00:32:49.519 how I operate, and committing to consistency no matter what. Am I 380 00:32:49.640 --> 00:32:59.000 muted or are you muted? I'm sorry about that technical difficulty. I was. 381 00:32:59.160 --> 00:33:04.079 I was because there was some noise forgive me no worry, and then 382 00:33:04.079 --> 00:33:07.039 I couldn't you that was beautiful. Thank you for sharing that. I I 383 00:33:07.559 --> 00:33:12.759 just you know, I mean. The thing that resonates really deeply with us 384 00:33:12.759 --> 00:33:15.799 here at idem next is this idea that Look, there's a lot of noise 385 00:33:15.839 --> 00:33:20.279 in the world and very rarely I mean you know now too with social media, 386 00:33:20.319 --> 00:33:23.119 it's like I'm on fire, right, You're always getting these external messages 387 00:33:23.920 --> 00:33:29.640 and symbols of external ideas of what we should want and what success looks like. 388 00:33:30.759 --> 00:33:34.039 And the beauty of a coaching relationship and working with a coach like you 389 00:33:34.400 --> 00:33:42.519 is taking that time for yourself to figure out and get clear on these pieces 390 00:33:42.680 --> 00:33:45.519 so you can be clear about who you are and what your personal brand is. 391 00:33:45.559 --> 00:33:50.759 Actually, we say yeah, and that's that's what's very very valuable about 392 00:33:50.799 --> 00:33:55.160 working with coaches like you, is is that that piece, because that's very 393 00:33:55.160 --> 00:34:00.799 hard. I feel like it's it's become much harder to obtain in today's environment 394 00:34:02.000 --> 00:34:07.000 to know who it is and what you want. Moving along to our next 395 00:34:07.079 --> 00:34:17.719 question, how do you demonstrate your value and impact to your stakeholders? So 396 00:34:19.079 --> 00:34:23.519 it's it's interesting, you know, I'm currently in a corporate transition right now, 397 00:34:24.239 --> 00:34:29.280 shifted from my previous employer now with the new employer. This is week 398 00:34:29.320 --> 00:34:32.360 two, and so I'm just I'm going to share candidly with you how I 399 00:34:32.440 --> 00:34:36.960 focus on this, so you get inside peak a little bit. First, 400 00:34:37.000 --> 00:34:42.360 and foremost, focus on your low hanging fruit early on. Right, what's 401 00:34:42.400 --> 00:34:47.000 what's I don't want to say easy, but what's seamless for you to land? 402 00:34:49.679 --> 00:34:51.880 You know, right from the beginning, whether it be a new job, 403 00:34:52.360 --> 00:34:58.639 a new project, anything, what what's some low hanging fruit that you 404 00:34:58.719 --> 00:35:02.920 can come in and show, Oh, I can do this, I got 405 00:35:02.920 --> 00:35:07.400 this. But more importantly, I can leverage people to help me with this 406 00:35:07.400 --> 00:35:09.559 because people want to help. And don't be that person who thinks you got 407 00:35:09.559 --> 00:35:14.960 to do it alone. That I've done that in the past. It only 408 00:35:15.000 --> 00:35:16.880 gets you so far. It can work, but it only gets you so 409 00:35:16.920 --> 00:35:22.079 far. So look for low hanging fruit first. Once you get that low 410 00:35:22.119 --> 00:35:25.480 hanging fruit land Again, this goes back. You got to be excellent at 411 00:35:25.480 --> 00:35:30.199 what you do. There's no getting around that. That's pre requisite to being 412 00:35:30.239 --> 00:35:37.719 sponsorable. And then you got to remind people, you know, I do 413 00:35:37.840 --> 00:35:42.480 think generally speaking as women, it is very hard for us. And I've 414 00:35:42.519 --> 00:35:45.639 done it here, by the way, multiple times I've said, not patting 415 00:35:45.639 --> 00:35:50.000 myself on the back, not bragging, but we should be more comfortable do 416 00:35:50.039 --> 00:35:52.000 it. I really wasn't. That's why I said it, just speak clearer. 417 00:35:52.400 --> 00:35:58.679 But we can be more comfortable highlighting our winds. And that's why I 418 00:35:58.719 --> 00:36:04.800 call it that instead of specifically your impact or accomplishments. I have found that 419 00:36:04.840 --> 00:36:13.039 working with my coaches, especially generally speaking, again most women, people of 420 00:36:13.079 --> 00:36:17.039 color, it's easy to call them wins versus accomplishment accomplishments. It's easier for 421 00:36:17.119 --> 00:36:22.639 us to start to internalize that, and then we can more comfortably say no, 422 00:36:22.679 --> 00:36:25.159 I accomplish that. So I just offer that too. And then once 423 00:36:25.199 --> 00:36:30.800 you start acknowledging the wins for yourself, make sure you're celebrating with other people, 424 00:36:31.440 --> 00:36:39.039 right, you know, I feel like I've really lucked out, even 425 00:36:39.280 --> 00:36:45.760 in this moment with the person I'm reporting into. She's phenomenal, remarkable and 426 00:36:45.960 --> 00:36:51.679 already landing a few things. Today's day seven, by the way, already 427 00:36:51.800 --> 00:36:57.840 landing a few things. It's very easy to celebrate with her, and she's 428 00:36:57.920 --> 00:37:02.840 celebrating with me, and she's celebrating me, and so I would offer that, 429 00:37:04.079 --> 00:37:08.880 you know, focus less on the tactical, transactional. How do I 430 00:37:08.960 --> 00:37:15.840 lay out my impact my accomplishments. This is a real mindset shift. Look 431 00:37:15.920 --> 00:37:19.079 for a low hanging fruit, even now, even if you're not new to 432 00:37:19.159 --> 00:37:22.119 your job, even if you're not new to your company, just think about 433 00:37:22.159 --> 00:37:28.840 what are some opportunities, challenges or problems that for you could be pretty seamless 434 00:37:28.880 --> 00:37:34.760 to win. Right now, acknowledge those wins that are probably wins for your 435 00:37:34.800 --> 00:37:39.559 team, for you and your manager. Just make it a collective thing and 436 00:37:39.599 --> 00:37:45.800 then call it out and celebrate together. From there, then, when it's 437 00:37:45.800 --> 00:37:49.639 time to do the transactional thing of you know, your mid year, your 438 00:37:49.800 --> 00:37:53.480 end of year review, it's easier for you to lay those out because you 439 00:37:53.480 --> 00:37:57.440 will remember, oh right, I did celebrate that with so and so, 440 00:37:58.079 --> 00:38:00.960 Oh right, we did have that meeting about X, Y and Z, 441 00:38:01.239 --> 00:38:06.400 and commented how quickly we were able to do YadA, YadA, YadA, 442 00:38:06.440 --> 00:38:10.119 And I lad that I did that. And so I would implore of you 443 00:38:10.280 --> 00:38:17.519 again with this mindset of making yourself sponsorable, focus less and less right now 444 00:38:17.559 --> 00:38:27.000 on the solo efforts and prioritize, generally speaking, more of a communal approach 445 00:38:27.519 --> 00:38:30.559 to your work, because that's what people will see and want to tap into 446 00:38:30.840 --> 00:38:37.199 as a sponsor. And so again, high level, but hopefully that's helpful. 447 00:38:37.800 --> 00:38:42.280 That's very helpful. And I love that you're sharing as you're live and 448 00:38:42.360 --> 00:38:47.159 your experience of transitioning into a new role and what you're thinking about, right, 449 00:38:49.159 --> 00:38:52.199 I mean, you're you're an expert. But that being said, right, 450 00:38:52.280 --> 00:38:53.840 it doesn't mean we're not all work in progress. I mean I can 451 00:38:53.920 --> 00:38:59.440 definitely and I'm sure others on this webinar today can relate to the fact that, 452 00:38:59.519 --> 00:39:05.159 like, I hate talking about my accomplishments. It just it feels And 453 00:39:05.199 --> 00:39:07.159 I don't know if it's something with like the way I've been raised or what 454 00:39:07.199 --> 00:39:12.679 it is, but it just feels wrong to me. So I can definitely 455 00:39:13.079 --> 00:39:17.960 relate to that. You know how when we talk about and I think your 456 00:39:19.000 --> 00:39:22.360 advice about like make it a communal effort, make it a celebration. What 457 00:39:22.400 --> 00:39:24.559 does that look like? Though? Like, you know, is it just 458 00:39:24.599 --> 00:39:28.559 like we're having a meeting and we're having a chat about it, like a 459 00:39:28.639 --> 00:39:34.960 debrief? Is it? You know, We're we're toasting our our coffees and 460 00:39:35.119 --> 00:39:37.920 our glasses. You know how, How how do we think about like how 461 00:39:37.960 --> 00:39:45.519 that's executed. I there's so many different options. That's my pause. What 462 00:39:45.559 --> 00:39:46.760 I will say, first and foremost, think of the culture in which you're 463 00:39:46.760 --> 00:39:52.679 operating. Right, I've had the good fortune and I do count it such 464 00:39:52.840 --> 00:39:58.119 as working in very different organizations across the board, and so I don't think 465 00:39:58.119 --> 00:40:01.679 it needs to be as formal as a coffee toast. But if that's the 466 00:40:01.719 --> 00:40:09.440 culture, lean into that, right, you know something, It is more 467 00:40:09.519 --> 00:40:15.159 natural for me than I think I even realized except for the past few years. 468 00:40:15.800 --> 00:40:22.079 I think COVID our adult time out twenty twenty until I mean still now 469 00:40:22.119 --> 00:40:27.920 to a degree, but working from home or hybrid environments, I just got 470 00:40:27.920 --> 00:40:35.119 really intentional about thinking people or what they were contributing to, for how we 471 00:40:35.119 --> 00:40:40.760 were partnering, how we were working, what we were able to accomplish. 472 00:40:42.559 --> 00:40:46.840 And so you know, no matter what your job is, no matter what 473 00:40:46.880 --> 00:40:53.840 you're doing, there's some hefty world things that are happening that impact our day 474 00:40:53.880 --> 00:41:00.360 to day and how we're approaching our work, and less and less can any 475 00:41:00.400 --> 00:41:06.159 of us really do anything alone. And so I think celebrating with other individuals 476 00:41:06.320 --> 00:41:14.039 is first personally for you acknowledging who's on team Milena, A team Jacqueline, 477 00:41:14.039 --> 00:41:17.039 team Karina. I'm just looking at names across the board, right like who 478 00:41:17.159 --> 00:41:24.400 are your ace players on your team? And who can you think in a 479 00:41:24.679 --> 00:41:30.320 public forum if you will, for what the team is accomplishing with you, 480 00:41:30.639 --> 00:41:35.760 whether they be your peers, director reports, and those more senior than you, 481 00:41:36.440 --> 00:41:38.039 they don't get thank yous quite a bit, so I think they would 482 00:41:38.079 --> 00:41:44.960 appreciate that. And when the opportunity comes up in team meetings, you know 483 00:41:45.039 --> 00:41:52.000 acknowledge you know, X was really challenging. But I so appreciate Anastasia and 484 00:41:52.159 --> 00:41:57.840 Jasmine and Tracy joining me in this journey to land. X Y and Z 485 00:41:58.320 --> 00:42:01.519 thank you so much. I can't believe we did that and be you know, 486 00:42:01.840 --> 00:42:07.760 again culturally appropriate. There's some situations which like clap all around or previous 487 00:42:07.760 --> 00:42:12.880 company I was in, use use the it was Google meeds, so you 488 00:42:12.920 --> 00:42:15.559 know, use the emojis there, I'm learning zoom, I will get there, 489 00:42:16.239 --> 00:42:22.480 use the reactions here, find little ways that don't have to be over 490 00:42:22.519 --> 00:42:30.760 the top to acknowledge with others, these these wins, these accomplishments, and 491 00:42:30.440 --> 00:42:37.679 again it goes back to sponsorship. Other people will observe how you do this, 492 00:42:37.480 --> 00:42:42.280 and they will want to invest in that mode of operating, I e. 493 00:42:42.519 --> 00:42:46.119 You, so that that's not lost, that gets elevated, that gets 494 00:42:46.119 --> 00:42:52.760 empowered. I really love that idea that it's really just about taking a moment 495 00:42:53.239 --> 00:42:57.519 to acknowledge, and it doesn't have to be this like again, chinchin, 496 00:42:57.800 --> 00:43:08.239 we're celebrating, but really just acknowledging and giving it words effectively or emojis, 497 00:43:09.840 --> 00:43:15.239 but taking that moment to and and that is really a process of reflection as 498 00:43:15.280 --> 00:43:22.039 well, right, making space for a reflection on what happened and what went 499 00:43:22.079 --> 00:43:28.719 well than just moving on to the next thing, which you know, we 500 00:43:28.760 --> 00:43:31.159 all get so busy, so I think again there's not always a lot of 501 00:43:31.280 --> 00:43:39.599 space in life or in work for that reflection. Piece. One one final 502 00:43:39.679 --> 00:43:44.079 question and then if we have time we can open it up for any questions. 503 00:43:44.719 --> 00:43:51.880 Was you know, how do you communicate your aspirations and your career goals 504 00:43:51.920 --> 00:43:55.760 effectively? So let's say you've built the rapport right, you are developing the 505 00:43:55.840 --> 00:44:01.840 relationship, so in theory it's be easier to start communicating about this. But 506 00:44:01.880 --> 00:44:06.960 then if you're somebody like me, I will admit, you know, this 507 00:44:07.039 --> 00:44:09.559 is a conversation that would be hard for me. So so how how do 508 00:44:09.599 --> 00:44:15.960 you talk about this stuff? So? Well, first I'd like to share 509 00:44:15.119 --> 00:44:20.079 some signposts that will make it easier for you and are good indicators for you 510 00:44:20.119 --> 00:44:23.760 that you have a sponsor. So first, and foremost you will probably be 511 00:44:23.920 --> 00:44:30.960 asked before you have to ask. And I just I remember the first time 512 00:44:30.000 --> 00:44:36.039 I was asked, and that was very neros and you said, so what 513 00:44:36.079 --> 00:44:37.199 do you what do you want to do? What are you interested in? 514 00:44:38.119 --> 00:44:44.559 And I was very open, which is great, but not very specific at 515 00:44:44.559 --> 00:44:49.000 the time. Right, So this goes back to be prepared. If you're 516 00:44:49.079 --> 00:44:54.840 really investing in getting this relationship, this sponsorship relationship and yielding the best and 517 00:44:54.960 --> 00:44:59.639 most out of it, be prepared for that question, what is it that 518 00:44:59.719 --> 00:45:04.119 you want? How can I help you? Where do you want to be 519 00:45:04.320 --> 00:45:09.639 in the next three to five years? Be prepared for those questions. And 520 00:45:09.719 --> 00:45:15.519 that usually happens once you've passed report building and are in that relationship building. 521 00:45:15.679 --> 00:45:21.840 This is when you start having coffee or even launch your dinner with your sponsor 522 00:45:22.480 --> 00:45:29.159 and it gets to be more relational than just focusing on excellence in your check. 523 00:45:29.199 --> 00:45:31.440 You've done that building a rapport check, You've done that. You are 524 00:45:31.440 --> 00:45:37.360 in the relationship building phase. People are asking you. If you are being 525 00:45:37.480 --> 00:45:43.360 asked, know that person probably more than likely is sponsoring you, trying to 526 00:45:43.440 --> 00:45:46.800 sponsor you. I e begin to advocate and champion for you. It is 527 00:45:46.880 --> 00:45:51.920 more than mentorship at that phase. If that yet has not happened, or 528 00:45:51.960 --> 00:45:55.320 you just have a sponsor who's that's not their approach. Sorry for the notification 529 00:45:55.440 --> 00:46:01.719 noise. Start to ask them questions about how they got to where they are, 530 00:46:02.480 --> 00:46:07.960 Start to really operate with curiosity with them, ask for insight into their 531 00:46:08.039 --> 00:46:14.320 path, and then offer up you know what really resonates with me about what 532 00:46:14.360 --> 00:46:16.960 you've shared about your path? Your experience is X, Y and Z. 533 00:46:19.159 --> 00:46:27.119 Either add in I would like to ABC, or I'm thinking about the same 534 00:46:27.199 --> 00:46:32.440 path, the same area of expertise, and where you are, how would 535 00:46:32.480 --> 00:46:39.280 you suggest I get there? It just starts to get more natural. I 536 00:46:40.159 --> 00:46:45.719 pause in understanding that this may just sound like it's theoretical, it's not applicable, 537 00:46:46.840 --> 00:46:52.400 it's so high level. But sponsorship I can't stress enough it really is 538 00:46:52.440 --> 00:46:58.320 about the relationship. It's not mechanical. If it is mechanical, it's transactional 539 00:46:58.360 --> 00:47:04.760 and it doesn't last to I just offer up all of this from a perspective 540 00:47:04.760 --> 00:47:10.199 of really think longer, long game, think relational. Especially if this is 541 00:47:10.239 --> 00:47:16.800 about progression for you, it gets to be more about relationship the farther up 542 00:47:17.000 --> 00:47:22.360 you go than it is about any transaction, any specific ask for a yield, 543 00:47:22.840 --> 00:47:30.079 and so it gets easier. If you prioritize excellence in the work, 544 00:47:30.320 --> 00:47:34.119 you get noticed. You get noticed by someone who then you get to build 545 00:47:34.159 --> 00:47:39.639 rapport with That rapport is built a shift into relationship. In that relationship, 546 00:47:39.760 --> 00:47:43.880 you will be asked, hey, what are you thinking about? What do 547 00:47:43.920 --> 00:47:46.679 you want to do? If you're not asked, it's okay, offer it 548 00:47:46.760 --> 00:47:53.880 up, be prepared and go forth. It does flow. That's great And 549 00:47:54.320 --> 00:47:59.400 I can't help by myself, but mention you know, when we think about 550 00:47:59.400 --> 00:48:01.880 the preparation piece, I just want to go back to something you said about 551 00:48:01.960 --> 00:48:06.360 how you work with your clients to help them get clarity about who they are, 552 00:48:07.039 --> 00:48:10.079 uh and what they want. And I think that when you work with 553 00:48:10.119 --> 00:48:14.920 a coach and you have that, those conversations are easy for you, right 554 00:48:15.000 --> 00:48:19.320 because you prepare. That's working with a coach is a is a great way 555 00:48:19.760 --> 00:48:25.239 to prepare yourself for those future conversations with you know, potential potential sponsors. 556 00:48:25.719 --> 00:48:30.119 I think, great, well, I'm going to open up. I think 557 00:48:30.119 --> 00:48:36.079 we have time for like one question maybe too, if that's okay, somebody 558 00:48:36.400 --> 00:48:42.360 asks I joined a bit late, but did we define sponsor. Is this 559 00:48:42.599 --> 00:48:45.599 just a person who will support your desire for something like company to pay for 560 00:48:45.679 --> 00:48:58.239 continuing education? And maybe it's it's worth repeating what a sponsor actually does and 561 00:48:58.639 --> 00:49:05.280 and and sort of how it differs from a mentor. I do want to 562 00:49:05.280 --> 00:49:09.760 call out here and it's and forgive me, it's Rebecca. I want to 563 00:49:09.760 --> 00:49:15.400 call out the Is it just asking for something like continuing This is where it's 564 00:49:15.440 --> 00:49:19.760 about. That's transactional. That may be your boss, that may be your 565 00:49:20.440 --> 00:49:23.719 mentor. You can ask about that. And so when in early on you 566 00:49:23.760 --> 00:49:27.519 can go back. I think this is recorded so it can be posted, 567 00:49:28.079 --> 00:49:30.719 you'll hear. In short, the definition of a sponsor is someone who is 568 00:49:30.840 --> 00:49:37.960 using their credibility time to champion advocate for you. And the difference is that 569 00:49:37.000 --> 00:49:43.480 they have power to do so for your progression, for your elevation, asking 570 00:49:43.519 --> 00:49:49.679 for something like continuing ed, yes, they can support it. I probably 571 00:49:49.719 --> 00:49:53.440 actually want to go to a sponsor with that. There's probably internal processes that 572 00:49:53.480 --> 00:50:00.440 you can leverage that's transactional in my opinion. And so if it's something that 573 00:50:00.519 --> 00:50:06.360 yields just to on generalize and click of a button, that's mentor, that's 574 00:50:06.480 --> 00:50:10.519 manager. Maybe even your HR team a sponsor, where do you need them 575 00:50:12.039 --> 00:50:15.760 to use their time, power, credibility to advocate for you. That's the 576 00:50:15.800 --> 00:50:22.480 difference that I would look at here and then as we if we just add 577 00:50:22.519 --> 00:50:24.760 on to that sort of how the sponsor. What is the difference of the 578 00:50:24.800 --> 00:50:32.559 sponsor versus the mentor? Again, Oh, sorry, I thought you were 579 00:50:32.559 --> 00:50:36.880 going to say it. So it's that power dynamic. The sponsor is somebody 580 00:50:36.880 --> 00:50:40.400 who really has power the mentor or. A mentor can come from any source. 581 00:50:40.440 --> 00:50:45.599 It's anyone who has expertise, experience in an area more than you, 582 00:50:45.760 --> 00:50:50.280 which is totally fine. They can be more junior than you, but you're 583 00:50:50.320 --> 00:50:54.719 trying to learn from them. So mentoring can come from any anyone who has 584 00:50:54.840 --> 00:51:00.280 insight or expertise that you need to leverage or want to leverage. They don't 585 00:51:00.320 --> 00:51:07.960 always have power to get you from A to B. Yeah. Great, 586 00:51:07.360 --> 00:51:15.000 Uh, I think that's all the questions that we have. So I would 587 00:51:15.039 --> 00:51:20.559 love to thank Coach Farah for sharing her insight with us today. I know 588 00:51:20.639 --> 00:51:27.639 that I have benefited greatly from this conversation, probably a decade too late, 589 00:51:27.800 --> 00:51:30.960 never too and I want to thank our audience for being with us here today 590 00:51:31.239 --> 00:51:37.599 and if you would like to work with Coach Farah, you will be receiving 591 00:51:37.599 --> 00:51:43.199 a follow up email where you can book an intro session with her, or 592 00:51:43.239 --> 00:51:49.400 you can go to theidmx dot com and uh find her profile there and work 593 00:51:49.440 --> 00:51:52.920 with her as well. So thank you so much everyone for joining us today. 594 00:51:54.320 --> 00:51:59.920 Thanks so much, Jamie, Thank you everyone, Thanks for listening. 595 00:52:00.519 --> 00:52:05.000 Please subscribe wherever you listen and leave us a review. Find your ideal coach 596 00:52:05.039 --> 00:52:09.920 at www dot viidmix dot com. Special thanks to our producer Martin Maluski and 597 00:52:10.000 --> 00:52:12.320 singer songwriter Doug Allen.